Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
In this assumed scenario, you are one of the senior managers yourself and you have come to realize that your human resources manager does not treat you with respect. Normally you would go to HR department to ask for consultation or mediation if you are having any issues with any of your colleagues. What would you do in a scenario where Human Resources manager is the one you are having issues with? The HR manager questions your integrity and when you ask them what they are basing the accusations on, they cannot provide any definite answer. You have realized this issue is based more on a personal opinion than professional. How would you deal with this situation and who, if anyone, would you involve?
i'll be e proactive. and Try to resolve the problem on my own. i'll not wait until a recurrence or assume the problem will go away. Approach the Manager or who ever made me feel uncomfortable, and explain how it affected me and ask them to stop.
i'll do this calmly, respectfully, and in confidence. so simply careful listening, respectful discussion and honesty will often lead to a resolution.
I believe such kind of issues can be solved easy by talking to each other, trying to sort out any problematic subjects and put an end, aproach as professionals and not to leave any un solved problems if any. Finaly everyone has not to exceed the tollerences given by the organization statute.
As John has stated, such steps could be followed.
In general I would suggest the following:
1. Try to meet and talk individually to that HR manager.
2. If you both meet , you should explain clearly and professionally the situation, and how such behavior could affect both of you as managers. Also by having the meeting you should understand why he/she is acting like that.
3. If he/she admit and change behavior than the problem is solved at this level.
4. If he/she didn't cooperate and not willing to correct such behavior, then it is time to talk to CEO or general manager to be involved in resolving the problem.
This situation needs to be resolved one on one. The HR manager who is having misconceptions based on unverified inputs has to be logically and systematically step by step clarified all his misconceptions. Open and clear communication can be beneficial for resolution of such situation
I am sure that I can mitigat the issues throgh effctive communication and Peronal discussion. Always take diplomatic policies in such issues.
I will not go to any one .I will have a face to face talk with my manager who has problem with me during lunch etc and broach the topic generally and an friendly manner so that he feels comfortable and tells the truth as it will help me solve amicably
IHAVE RESOLVED THE PROBLEM WITH THE HR MANAGER AND HAVE NOT COOPERATED TO TALK TO THE EXECUTIVE DIRECTOR
All members of the company are treated on the basis of respect and fellowship of work in order to achieve the benefit of the work and the promise of the discussion and show the problems between us and in the case of failure to reach a solution and agreement and the return of respect the subject is raised to the top to decide
a long conversation will handle the situation because we are working on the same organizaion
I will write to the HR manager;giving her/him benefit of doubt.
In my email I will mention that i tried rreaching her /him iuple of times but did not find dedired response and I look forward to meet and discuss.
If this doesnot work ,then would inform my LM that I m having issues with HR.
