Workplace Story: Positive on the surface, negative in nature
The human resources department introduced a new HRD through headhunting. The HRD was very positive from the beginning, which made the boss and the management very satisfied.
Let's take a look at relevant events and take a look at the outside. What is positive on the surface and negative in nature.
Workplace Story: Positive on the surface, negative in nature
- On the surface, they have the courage to take responsibility, but in essence, they exchange for the damage to the interests of their subordinates.
The previous HRD strongly disagreed with the assessment requirements for HRs: for example, recruiting new employees and losing them within a month is the responsibility of the human resources department. In the past, HRD believed that the final determination of employment was determined by the line department, and within one week of arrival, human resources should take responsibility, but after one month, it should be the responsibility of the line department.
But the HRD believes that this should be the responsibility of the human resources department in management, and this indicator should be resisted by the human resources department.
Workplace Story: Positive on the surface, negative in nature
Such an approach makes the line managers recognize the HRD very much and think that the new HRD is responsible. But the HRs are sad. They believe that this is undoubtedly a big release to the line department. They can deal with the newly recruited employees at will, and the responsibility lies with the HR department anyway. Due to the nature of the industry, the turnover rate is particularly high when it involves telemarketing, ground marketing and other positions. The biggest responsibility of the company's HR is to recruit personnel and supplement the loss of personnel. If we calculate HR's assessment in this way, there is no doubt that HR's monthly assessment indicators will be very low, even lower than the current indicators.
Because when HRD was in the front, these were counted as line departments. If they did, the line departments would not be responsible, and the attrition rate could be expected to be higher.
Well, let's put that aside for a while, let's talk about another thing this HRD did.
Workplace Story: Positive on the surface, negative in nature
- Lead others to say negative things
No, there is an employee in the company's line department who has had some disputes with the company due to production reasons. The HRD constantly induces another leader to see if there is a problem with this employee, and keeps reminding the leader whether he can issue complain.
The leader was very puzzled. Every time he explained the specific process of this matter objectively to the HRD, the HRD kept reminding him, and he felt that he wanted the leader to express some opinions according to her meaning, so as to facilitate Let's deal with this employee on her own terms.
The leader complained to me that he didn’t know what the HRD wanted me to say. After so many years of experience in the workplace, I think I still have workplace emotional intelligence. I know what to say and what not to say. Why does she continue to induce I, want me to say something negative?
Workplace Story: Positive on the surface, negative in nature
- The surface is good to you, but the essence is to help you dig some holes for you to jump into
There is a core supervisor in the department, and this HRD has been very kind to her since she came.
Invite her to dinner, talk to her when you have time, guide her to say that she was not HRD in the past, and follow the supervisor to apply for the previous HRD practice. The former HRD had a good relationship with this supervisor, but he couldn't resist the induction of the new HRD.
The supervisor spoke out what he believed to be some minor problems of the former HRD, which made the current HRD a treasure. It can be regarded as finding the basis for the poor relationship between the former HRD and the subordinates, and the current HRD fact I wanted to let the supervisor leave so that I could really control the HR department.
So, as soon as the current HRD turned around, he sold the supervisor and told the boss and management that the supervisor had said bad things about the former HRD.
As a result, without thinking, the company has an opinion on this supervisor, because the previous HRD company was actually very optimistic, and the relationship with the boss and the management was good, but he left because of family reasons.
The company hoped that she would stay, and this HRD has been with the company for 15 years. They have grown up together and have a deep affection for the company. Most of the existing management were recruited by this HRD when he was in office. .
Workplace Story: Positive on the surface, negative in nature
As a result, the director's life became increasingly difficult, and soon ended in resignation.
Have you ever met such a leader? Positive on the surface, negative on the inside! #Workplace is just that little thing#