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HR Practices
Top 10 Bad
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
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
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
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.
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
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
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
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
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
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
Thank You
Copyright 2013 | Saigun Technologies
Pvt. Ltd.
www.empxtrack.com

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Top 10 bad hr practices

  • 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. Thank You Copyright 2013 | Saigun Technologies Pvt. Ltd. www.empxtrack.com