The document outlines the top 10 bad HR practices that hinder effective employee management and development. Key issues include lack of access to personal data, unclear job deliverables, inadequate employee involvement in development, and failures in retaining and supporting performers. It emphasizes the importance of addressing these negative practices to improve employee-employer relationships and organizational productivity.

1. 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
BADHR PRACTICES

3. 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

4. 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 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.

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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

7. 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

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
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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

11. 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

12. Thank You
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