Published On: August 20th, 2016 / Last Updated: December 25th, 2021 / 2.1 min read /

Worst HR Executions!

A dysfunctional HR roadmap or ineffective HR management strategy has long-term consequences for an organization. It affects the performance of a business and the productivity levels of employees.

  • EMPLOYEE HAS NO ACCESS TO PERSONAL DATA (OVER-CONFIDENTIALITY): Can’t view or update personal information; have no access to leave records, salary data, attendance record, training, and promotion details. As a result, the employees are unsure if the management decisions are based on correct information. This creates suspicion and negatively affects employee-employer relationships.
  • LACK OF CLARITY ON OUTPUT: Absence of a well-defined job description leads to lack of accountability. Neither the employee nor his / her immediate superior (boss) are able to define the job-responsibilities. Result is a loss of focus and interest.
  • ABSENCE OF GOAL-BASED PERFORMANCE: Employee is unaware of the goals to be achieved during the year. There are no quarterly targets and no process to track their completion. The organization merely carries out an end of the year performance assessment. It is often difficult to build a performance culture in such organizations.
  • RUSTING OF TALENT: Long tenures in the same position with no direction for job rotations make people rust and relax. In the first 2-3 years in a job position, an employee experiences new challenges, contributes and innovates. Then, it becomes routine and repetition takes over. Even a change of location, if not the job, can provide the requisite challenge to an employee.
  • RETAINING PERFORMERS: Getting rid of the non-performers is important, but identifying, developing and retaining high performers is equally vital. If your best talent is being attracted by other companies, your schemes to reward performance are simply inadequate.
  • LACK OF FEEDBACK: Employees have individual opinions about the quality of leadership in the company. They know their engagement levels at the workplace. They understand what delays their performance and satisfaction. Unless the management is prepared to receive and analyze their objective feedback, nothing can stem lower productivity.
  • TECHNOLOGY PHOBIA: Many older employees, even in big organizations, refuse to acknowledge that technology can empower HR staff by providing timely, accurate and quality information for decision making. Often, they feel that IT staff will need to be hired to manage computer based systems. They need exposure on technology.

If you can introspect and shed the prevailing bad HR executions, you are sure to transform and be one among those companies who build talent and drive performance. You will then find it easy.

Invest in a good HR System start with the basics.  Try HR Chronicle contact us

Share This Story, Choose Your Platform!