Top 10 bad hr practices
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Transcript of Top 10 bad hr practices
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HR Practices
Top 10 Bad
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Introduction
“Everybody talks about practicing the best HR practices, which is a good start but pretty useless if bad practices continue to persist.”
So what are the
which need to be eliminated?
TOP 10
BAD HR PRACTICES
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01. Employee Had No Access To Personal Data
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Employee
Employee Data
Contains: Leave records Salary data Attendance records Training details Promotion details
Cannot make out if decisions are based on
correct information
Negative effect on employee-employer
relationship
Creates suspicion
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RESULT:
?
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02. Lack Of Clarity On Deliverables
Employee Immediate Boss
Please Define the Job
Deliverables
Employee Immediate Boss
Well? How
am I to know?
Lack of: o Focus
o Interest o Accountability
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04. Employee Development Without His/Her Involvement
Employee A Training Manager
No opportunity given to employees to project their development needs
Employee B
Bad communication skills
Decent communication skills
Employee C
Excellent communication skills
We’re organizing a workshop to develop your
Communication skills.
B and C, you’re to go. A and B, you’ll attend a workshop on Analytics
later this month.
Excellent analyst
Not an analyst
Average analyst
THIS LEADS TO – Unplanned employee development and wasteful effort, both in terms of time and money.
But…
That’s final.
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05. Rusting of Talent
Job becomes routine and monotonous
Job is interesting
again
Without change in
position
With change in
position
2-3 Years in a Position Faces new challenges
Contributes & Innovates
No Change
Change in Position or Location
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06. Non-Performers Lobby
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Non-Performers Lobby
Non-Performing Employees
Non-Performing Managers
Professional, competent, high-energy employees
reviews
Stay in the company and form
High Attrition
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07. Retaining Performers
Important Vital
Getting rid of non-performers Identifying, developing and retaining performers
If your best performers are lured away by
the competition, reward schemes
will prove in adequate
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Prepared to receive and analyze objective feedback?
o Individual opinions on quality of leadership
o Know their engagement level
o Understand the hindrances that effect their
performance and satisfaction
08. Lack Of Feedback
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Management
Employees
Increased productivity and less disharmony
Decreased productivity and increased disharmony
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09. Line Manager, not a People Manager
Line Manager
Operations Management
People Management Who’s to blame if they fail to perform this one?
They perform this function
BUT
HR needs to institutionalize a system that ensures that team managers
are trained on people management prior to appointment
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10. Technophobia
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Veteran Employee/Manager
Technology is too complicated!
Refuse to acknowledge:
o Technology can empower HR
o Provides timely, accurate & quality
information to aid in decision-
making
Exposure to SaaS will demonstrate that
there is no need for:
Elaborate hardware platforms
Software expertise
They feel that:
o Fresh IT staff will be required to
manage computer based systems
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Thank You
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