[#Determination #Communication #Improvement]How to
know Group HQ HR policies have been followed by all the subsidiaries globally? 20220705002
This article is categorized under:Policy Design Studio
Hi. This is Emily, the author of Whatsyouridea1996
blog.
Today is 2025/02/01, I want to add my idea about bullying at workplace situation: I hope all the work places or everywhere will let your employees know your HQ contact information or related government departments’ contact information for listening to those who are bullied in their work environment, it is much more effective than any other perfect HR management policies; more than that,
if you are the person(A)
who is bullied, please remember to
keep clam in any situation when encountering, especially do not lose control of
your emotion in public, it is to avoid people will use your losing control of
your emotion as a reason and want you to resign from your job. Please do not
forget you can reject being bullied, besides you report
this situation to others or talk to your friends or family, I suggest, first of all, you need to
save yourself from it and it is to know those who bully you (B) their main
purpose is [they want you to feel pain] , and you can get out of this trap by
knowing it clearly, furthermore, I
suggest you write it down item by
item (1…,2…,3…), including your work result in the situation or anything
physical as records( for example: overtime work hours record or work result),
and you can wait for the right timing and when the work environment is allowed,
you might as well ask Bs in public about
those incident you’ve recorded(It would be better
if someone can help you to record it as a video, because it can be reported to
the government or the company's work discipline management office or audit
department.):👉 Please tell me if
I remember correctly about the date you did OO to me?! Do you admit you
did OO?!👈 In words like
this, in addition to scare and stop them, the incident process is officially
handed over to the above-mentioned work discipline management department or
audit department or government/police unit, and regardless of it being handled
or not, this situation is already made public.
In the role of B, usually, there are 2 persons at
least, part of the reason is this kind of people are in a more powerful work position
or they have more work resources, it makes others need to work with B, and the
role of A is actually more
stronger👈because,
it is possible that A only has themselves, 1 person, therefore, I don’t think how
great B is, it is B themselves and those who work with B playing games for
themselves and pretending roles to each other= they are doing self-hypnosis
telling themselves they are great, I sincerely hope that people who bully
others will get mental treatment, it is good to everyone. What do you think?!
#Individualinformationsecurity,
#businessinformationprotection are also mentioned in this article.
Please forward this article to your HR colleagues in your work firm or
Group and invite their joining this discussion. General work staffs are [
policies users ], it is appropriate to also invite them to provide idea for managing
this issue.
Preface
1. Policies or rules
need to be fully [ communicated ], [followed] , it is not only to make an
announcement and publish it only. Before that, the most important thing is
whether the company or group has made the [determination] to do it?
The overall work process of
policy development, please see the chart shared in「How to [write/build] ?」.
If there is no determination
to do these things, I suggest you not to anything related to written policies
implementation works because it will waste lots of time. The disadvantage of
having no written policies or rules is the work process of the company will be
in disorder, rules would be changed due to rules owner change and people forget
what the purpose of the rule was in the beginning, especially those who have
huge number of employees.
2. Firstly, I would
like to discuss other departments’ situation. If you are working in a group
headquarter, how you could know your [Financial Policy], [Branding Plan] have
already been exercised in your subsidiaries?
Yes, there is something in
common: people know it through gathering the information of [working outcome]
written in the [periodical reports sent by subsidiaries to the headquarter].
Hence, people can do the same way to know whether headquarter HR policies are followed accordingly.😊
3. [Employees]
support the company doing [inventory management or providing service], and to
help the company [creating profitability]; a company, at least, it will review
its [profitability] and [inventory and service] issues monthly, so, how many
frequency you would like to discuss issues about those your [employees’ need]
and other related issues?
4.
People asked :
the [outcome] of HR policies being followed is hard to explained, it is
different from [finance statement] of Finance or [branding video] of Marketing,
it is hard to make it concrete, what we should do for that?
If HR Department of HQ has
been continuously attending the work performance review, all those [assessed
items] are the [outcome] of their works for reviewing by their managers( e.g.
VP, CEO etc), thus, the HR manager or HR staffs are able to be promoted. Otherwise,
their superiors can only count on their impression given to promote HR, right?
If, there is a year, one of the Group HR head work target is to achieve
[Group HQ HR policies be followed 100% in all the subsidiaries], then, how the
HQ HR would assess their work progress and the rate of work achievement and how
they would periodically follow up the progress?
All would create their own record once done.
No matter what happened, we need to speak something to support HR [there will be concrete work result resulted from HR policies being fulfilled], we need to say this in order to ensure we will receive our salary paid by HR.😆😆😆
Purpose
To share and exchange idea: it is to use the
content of [Group HR Meeting Note] in ensuring and tracking HQ HR policies
being followed-
1. To remind all the
required report items in the format, including the situation of HR policies
being followed.
2. The main focus of
the meetings held are [Subsidiaries Reports],
[Issues and Resources Request Raised by Subsidiaries]
Please forward this article to HR of your HR and current
company and join the discussion. General staffs are also welcome because they
are [policies users].
[Group HR Meeting
Note]
This chart is created by Whatsyouridea1996 blog, please indicate this source if you would like to use it for business purpose. Thank you.
-
Please be reminded to modify those
listed items based on the things you want your subsidiaries to report.
-
#13: I suggest the Country CEOs need
to participate this discussion.
-
#1~12 : These are the things the HQ
defines the subsidiaries need to announce to all the new-hired employees and
ensure the compliance, including Group CEO video, HQ introduction, and
statements in #3, #4, #5 that all the employees need to sign…etc. As for those heighted
in light blue, it is
for subsidiaries’ reporting the work progress. There have been companies
replacing the writing approval work with e-signature.
Note1:Usually, it
is Group HR or Legal Department to ensure subsidiaries HR has signed statements
#3,
#4 and #5, in this work procedure and conducting[Group Code of
Conducts] training, subsidiaries HR will be reminded their legal
responsibilities for reporting dishonestly, leaking the confidentiality of
salary, individual and business information.
Note2:In above #3, #4 and #5
statements, general speaking, they will list the obligation in specific amount
of money the signers need to pay for the damage they have caused, it’s like:[If
there is any violation, I am willing to accept the company's request to pay the
amount OOOO as a payback for tangible and intangible losses of operations and
related personnel's reputation, etc.] as a kind of reminder to reduce the
possibility of policies disobedience, including reporting honestly, and salary,
individual and business information protection; this control also answers a question in LinkedIn:[How to
deal with HR work discipline, employees and salary information protection].
- Columns in yellow are for subsidiaries reporting purpose.
- If #17, #22, #23 and #24 are in Group level, such as: Group employees
work satisfaction survey, Group CEO skipping level work interview with
outstanding employees etc. these can also support HQ HR knowing policies compliance
situation and what the employees are thinking.
- What’s your idea about the most difficult item to conduct? Some said it is [Message from Group CEO] and [Group HQ Introduction] videos preparation. My point of view is, if we change our work attitude, treat our employees like interacting with customers, doing these videos like preparing branding films to attract customers, nothing is difficult and all worth it. Another group of people said the most difficult is uploading subsidiaries’ managers’ photo in their organization chart, because their staff turnover rate is too high! 😆
#1.The importance
of [Message
From Group CEO] video:
a. One of all the important thing is to let everyone knows how the Group CEO looks like. Why? The employees have already decided to invest their time into a career journey, no matter it’s by boat or plane, they need to know who the Captain is, right? Know the Captain’s voice at least!😊
b.
In this short
film, together with holding periodical #22Annual Staff Meeting, #23Employees
Work Satisfaction Survey, and all levels of managers[communicate], [make consensus]
and [do improvement] with staffs daily, this leads the work journey going more[efficient
effectively][moving forward]. Do you agree with this?
Management
mechanisms mentioned in [Group HR Meeting Note]came from
my former employer, a Taiwanese Retailer, its new CEO at that moment kicked off
a #TotalQualityManagement (=TQM ) work
and found some brand reputation and product issues which have existed more than
30 years but have never been discussed causing our employees work dissatisfaction
and business profitability not reached the goal, so we took lots of action and
I experienced its business transformation miracle, I felt glad to see its
changing situation. I was that TQM work PM.😆!
In addition, I found in business management related articles, it said,
the computer technology giant, #Dell company periodically doing [employees
satisfaction survey] and found out employees were not satisfied with….their boss,
[Mr. Michael Dell], and, Mr. Dell decided to change himself [accordingly and
immediately] ( wow!! Thumbs up! ), and
this big group also developed advanced communication platform to make good
interaction with their people for overall development. Is it possible you or
your boss will accept unpleasant opinion from employees and improve it, just
like what Mr. Michael Dell has done for those findings? What comes to your mind
first at this moment?
While ensuring HR
policies being followed, has your company/Group
made up their mind to solve the root causes and issues delivered in
employees’ feedback?
Related links:
https://www.bloomberg.com/news/articles/2003-11-02/what-you-dont-know-about-dell#xj4y7vzkg
https://www.appledaily.com.tw/finance/20031025/FISXXMV4S6VF4UFFITJH2W3BVM
Those stories happened long time ago, however, have your firms
already achieved this communication transparency? For your reference. I do believe they’ve
already created advanced management technique now.
#2. Group culture
and organization:
a.
[#1Message from Group CEO] and[#2Group
culture and organization], they are the starting points of enhancing team
cohesion. Do you agree?
b.
There was an article about a journalist
interviewing with a Regional HR Head/Asia of a global company, the HR Head said
[our CEO said….] to describe how they built up their work culture, however, it
was quite different from those [Corporate Culture] shared by their global HQ in
work direction and some aspects. At that moment, there was also a CEO Asia in
this group…
Do you think this topic is important or not?
- I want to thank
#TaikooMotorsInternationalGroup/a subsidiary of #SwireGroup;I learnt [#BenefitReport]
management mechanism from it.
Do you have any other idea of
[How to know Group HQ policies have been followed by all the subsidiaries globally?]? Please share with us.
I hope this article is
helpful to you,
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Send
blessing to your company:
Everyone
thinks the same and acts the same, leading to endless positive growth!
🎹Just like before, here I would like to share a song, 【#IShouldHaveLoveYou 】, by Taiwan singer, #ChiefChao [ =ChuanChao ], published by #RockRecords：
https://www.youtube.com/watch?v=ZijVXg6V7IQ
#whatsyouridea1996
#HumanResource #PerformanceReview #SkipLevelInterview
#EmployeeSatisfactionSurvey #EmployeesMailbox #BenefitReport
#BusinessManagement #PolicyDesign #Dell #Taikoo #Swire
