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Top 10 bad hr practices


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Everybody talks about best HR practices but merely bringing in the best cannot give results if Bad HR practices exist in the organization

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Top 10 bad hr practices

  1. 1. HR Practices Top 10 Bad
  2. 2. Copyright 2013 | Saigun Technologies Pvt. Ltd. 2 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 BADHR PRACTICES
  3. 3. 01. Employee Had No Access To Personal Data Copyright 2013 | Saigun Technologies Pvt. Ltd. 3 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
  4. 4. RESULT: ? Copyright 2013 | Saigun Technologies Pvt. Ltd. 4 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
  5. 5. Copyright 2013 | Saigun Technologies Pvt. Ltd. 5 04. Employee Development Without His/Her Involvement Employee ATraining 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.
  6. 6. Copyright 2013 | Saigun Technologies Pvt. Ltd. 6 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
  7. 7. 06. Non-Performers Lobby Copyright 2013 | Saigun Technologies Pvt. Ltd. 7 Non-Performers Lobby Non-Performing Employees Non-Performing Managers Professional, competent, high-energy employees reviews Stay in the company and form High Attrition
  8. 8. Copyright 2013 | Saigun Technologies Pvt. Ltd. 8 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
  9. 9. 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 Copyright 2013 | Saigun Technologies Pvt. Ltd. 9 Management Employees Increased productivity and less disharmony Decreased productivity and increased disharmony
  10. 10. Copyright 2013 | Saigun Technologies Pvt. Ltd. 10 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
  11. 11. 10. Technophobia Copyright 2013 | Saigun Technologies Pvt. Ltd. 11 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
  12. 12. Thank You Copyright 2013 | Saigun Technologies Pvt. Ltd.