Waiting for lecture on HR....
Dear Anonymous HR person from angrydoc's blog,
I'm waiting for you long lecture on HR.
Personally I'm interested to learn more about what HR is about. My experiences with HR both as an employee discussing employee terms as well as on behalf of patients' medical matters has given me an extremely poor impression of HR people.
To me they are nothing more than guardians of the company and existing to put on a facade of equality and protocol which in actuality does not exist.
I do hope my experiences have been totally biased for the sake of the common man.
Please enlighten me.
posted by Dr Oz bloke @ 3:03 AM
12 Comments:
{I've spoken to a couple of my classmates who are in various organizations, ranging from MNCs, to civil service, to stat boards to private firms etc
Many of them are in positions to influence or dictate the career progression of staff in their organizations.
They have frankly admitted that the decisions to promote staff are all based on very subjective opinions.}
Anon:
You are managing People! Of course it involves subjective decisions, and as a line mgr you need to make a judgement call.
It can never be 100% objective like your MCQ exams during your medical school. It will be a disaster! I always prefer essay Qns, you may not be correct in your answer but as long as you are consistent in your logic, and can still smoke your way through to gain some points. :)
Ideally, you don’t want to be the bad guy towards your team members. Both A and B meet their sales targets of S$100m for the year. You still have to look at how they achieve that S$100m. A maybe cruising on media hype of Tamiflu and easily hits the S$100m; while B has to petition to the regulators to put Pdt B back on the shelves, and convince Drs that it’s safe to prescribe to their patients… went thru obstacles to build the brand equity of Pdt B. Who deserves a higher salary increase?
{One friend who worked in a very prominent governmental organization said that they did actually try once to rank all the eligibile staff according to points. However at the end of the exercise they all looked at the rankings and felt it wasn't right. The top person based on scores of performance, team work, punctuality etc etc was not what they "felt" the top performer. Hence the whole ranking was torn up and they just went on to discuss/vote/agree Person A number 1? Person B number 2? and so on.}
Anon:
Every organization has to develop a performance management, and people development system that suits its biz needs. You cannot cut & paste the “Ranking System” from MNC A into your organization, just because MNC A is a successful organization and leader in managing its Production Operators, in churning out error-free disk drives and punch in their timecards punctually?
Patient A with Fever and flulike symptoms doesn’t mean you automatically prescribe Synflex, right? Patient may be allergic to Synflex and end up with swollen eyes…
{Personally I don't believe in HR. Life is all about human relationships and their developments. There is no such thing as equality.}
Anon:
Fact of Life: There is NO Equality in an organization, and the market place.
In the organization, you already have hierarchy in terms of importance of positions, and functions.
In the mkt place, the basic Economic theory of Demand and Supply. This applies to your bargaining power, and how valuable (worth) you are to the organization.
[Disclaimer: I never study biology in school, except sec 1 & 2 drawing the human body during science class.]
Try picturing the organization as a human body and “rank” the importance of the major organs or parts of the body, that without them the person will die immediately. And which parts of the body, which the body can still function reasonably well even without it.
Ask the CEO/MD which functions will have the most impact to his organization. For most profit oriented orgs, it’s usually the Mkt’g and Sales Functions…. Lower the ranks would be the supporting functions like Admin, Finance, HR, etc.
See? Already not “Equal”, ya?
{HR's job is actually to be there to say such things as "HR's role is to ensure that everyone is treated fairly in the process" to gullible staff who form the majority. This ensures that the truth can never be proven because there is "existence" of the HR department. But in truth and in practicality all the literature written in the HR books are merely guides and evidence to protect the image and facade.
Of course as a member of the HR fraternity you would never admit what I have alleged is true or else you guys would lose your jobs.
But I KNOW what I have written is true. Personally I had used this knowledge to my advantage far more than once during my time in the hospitals.}
Anon:
You have very interesting choice of words.
“Gullible” <-- people who still expect HR to babysit them. People who don’t know how to leverage the systems and programs that HR puts in place. People who still think that the organization should reward them for loyalty. People who believe that they are indispensable to the organization.
The organization faces high turnover of Drs, and you are losing patients who are not comfortable with the constant change of young inexperience GPs. HR will be involved and work with the clinic operations Director in looking into issues like the org struc, why jaded senior experienced GPs leave, how to ensure new junior Drs get trained and be competent. [Organization Design]
GP sees 60 patients in 1 morning vs another who only sees 20. How to measure performance and set key performance indicators so that the reward system motivates both GPs in giving quality care/treatment to patients? [Performance & Rewards]
Reply 2...
{My experiences with HR both as an employee discussing employee terms as well as on behalf of patients' medical matters has given me an extremely poor impression of HR people.}
Anon:
Re: Employee Benefits (Medical)?
Got quite a lot of flake from my doctor friends regarding this topic.
I presume your bad impression of the HR Dept when they insist that the Company Dr issuing MC with specific criteria or quota system? Or insist the Dr has to write referrals in specific way because the Company has to submit it that way according to a particular medical/hospitalization insurance program? May I know if you actually spoke with the HR Mgr or the junior HR Exec whose job is to get the Dr write the referral letter as demanded by the insurer so that the claim will be reimbursed? You asked them why they medical benefits system so koyak?
{To me they are nothing more than guardians of the company and existing to put on a facade of equality and protocol which in actuality does not exist.}
Anon:
To minimize extreme subjectivity, HR puts in place a Performance Mgt System, and people development matrix/guide. This way, line mgrs have a consistent basis/platform to compare employees across functions, specialties during the Annual performance review.
Everyone uses the same form, and same definition, same process. Both employees and Mgrs are briefed in the same communication session how the process and system works.
HR sits in with the MD and review each line mgr’s appraisal and recommendation for their respective staff. This moderation ensures that no mgr is overly harsh, or overly lenient in the ratings. There is only so much “Objectivity” we can influence, the rest is up to the individual and how convincing your mgr’s recommendation on your promotion case.
Protocols exist because the organization is subject to both internal and external audits.
Protocols exist because when employee challenges the mgt decision, the basis we can justify decision are the documentation. So, to cover your bases and to make life easier, you follow the processes.
Very often, the problem lies with the Mgrs/Leaders.
1. Not all mgrs are naturally endowed with good EQ and leadership qualities. Some become mgrs or in leadership position in the organization because of their technical expertise. They don’t know how to motivate their team effectively, giving feedback, etc. If the team leader needs help, HR will be there to see how to help him be an effective leader. This is one area HR needs to focus a lot of attention as the quality of the leadership team has significant impact to the performance of the organization.
2. Philosophy of the Top Mgt
If the CEO and senior leadership team understand the importance of developing and value the people, that’s where HR’s contribution will help accelerate growth of the company and the quality and performance of the people within the org. Else, HR can’t yield its full impact without endorsement from the Top Mgt.
How does your HR guarantee “Equality” in your organization?? Is this unique to healthcare organizations?
{I do hope my experiences have been totally biased for the sake of the common man.}
Anon:
Very Typical response and perception of HR. Just as you would say if I share my experience with GPs and comment that all GPs do is to dispense panadols and cough syrups. Those papers about providing holistic primary healthcare service to the community, are just a façade to justify the fat paychecks, right? : )
Back when I was in the govt sector, I was told by my head of department this :" If you choose to fight for the other young doctors and go lobbying against the admin, you will inevitably lose"
I was also told that it is much better to "toe the line" and not be a "troublemaker". Keep quiet better. He had told me this was what HR had told him. " If admin side recognize your name, you can be sure either it's damn good or damn bad. Might be better to concentrate on medical stuff"
When I worked as a company doctor, I was seeing over 60 patients in 3 hours. They only cut the appointment queue when it hit 60 names and we accepted on a case to case basis any walk ins. But that meant I had to clear 60 cases.
As a result I had to be quick (as I had to be at another place after my 3 hour session at the factory) and patients were not happy with that. Neither were they happy when told to come back in the evening or the next morning even if it was for follow ups and regular medicine collection.
I brought this up to the HR manager (yes the HEAD HONCHO himself). I asked if it was ok if I spent 5 minutes on average seeing each patient? And she said yes that's fine and in fact might be a bit short.
I was happy with that reply and went on to ask her to cut the queue at 36 patients (180 minutes divided by 5). And she threw a fit. Apparently 36 patients in 3 hours was not value for money to the company.
And then she made this remark "Come on lah, most of the patients just simple cough and cold cases. Or just want to take MC. 1 minute can see finish lah"
I left the company shortly thereafter.
In your lecture you acknowledge that nothing is fair in this world. Yet you maintained that HR tries its best to achieve as much equality as possible.
So which is it? Does HR achieve its aims of being fair? Or is it a foregone conclusion that it cannot be fair?
Personally I have become more convinced that in life, everything is a facade.
And yes medicine is also a facade. Some people get results, some don't. If you look at studies it's always a percentage of people who respond to the drug and whether it is statistically significant. So not everything is 100%.
Same with HR and everything. As it is I feel that HR and admin should have field agents deployed on the ground as well to answer questions in their field.
Many a time in the A&E for instance we are asked non-medical but policy type questions. Eg a patients wants to do a fastin cholesterol screen but policy says we don't do it at the A&E. And the patients ask WHY? And the doctor tries to explain eg costs, purpose of A&E etc and patients get pissed and attack or abuse the doctor and say we are all cheats and government lackeys etc.
Where's the admin people when you need them? (Mind you A&E operates 24 hours so the admin people should be there 24 hours too)
Everyone has their roles to play, but certainly HR is not on the frontline. It's always nice to sit in the office and be safe from the ravages of the frontline.
But it's life. Nothing is equal.
"Personally I have become more convinced that in life, everything is a facade."
"But it's life. Nothing is equal."
huh?
Now then you realised it ah?
Everything sucks. Only money makes you happy. Principles? What's that?
With money, there's health. Take the best and original medication. See topnoth doctors not some still wet behind the ears greenhorn who can't distinguish between the different types of heart murmurs. No need also to get only 3 minutes of the doc's time. No need to look at his prespiration as he appears hot, bothered and under duress. Talk and ask all the questions that you want with the specialist looking cool and important (just looking at him with his confident,important,competent and calm air immediately makes you feel better oready) for under 300 friggin' bucks plus medication (original), no friggin' made in india generics.
Dear Uglybaldie,
reading your comments I want to run away and hide under some rock forever.
I am totally ashamed I'm not a specialist.
I'm a loser in life.
Aiyah,
I not talking about you the 3 minute doc. lah. I just say all the cheapo clinic same lah.
You good man but too full of "principles" lah.
Just do as the HR or your boss say lah.
Remember:
"My heart is for my family.
My balls and brain is for business"
I am stupid lah.
Should be smart like everyone else and just earn money and enjoy life spending it.
What for have principles and be good.
Sigh. I am an idiot.
Everyone has its own talent in their own unique individual ways. What's the issue not being about specialist? Oh stupid Dr doesn't mean they are not competent ok?
duh* Especially 'stupid' looking ones ;p
Flatfeet, you need to come and live in Singapore. You don't understand the Singapore way of life.
Uglybaldie personifies life here.
Basically if you're not a specialist medical doctor, you're considered a failure in life. It's true.
Hi OZ and Flatfeet,
A big 恭喜发财 to both of you and your families.
The year of the rooster was a very good year. Bumper takings and good fortune all round.
The Year of the dog may not be so good from the second half onwards but who cares, just hunker down and wait for the next cycle.
On Sunday, I will be playing 财神爷, the chinese Santa Claus giving out big fat 红包 to my subjects and serfs.
Yam Seng!!!!!
{In your lecture you acknowledge that nothing is fair in this world. Yet you maintained that HR tries its best to achieve as much equality as possible.
So which is it? Does HR achieve its aims of being fair? Or is it a foregone conclusion that it cannot be fair?}
Anon:
“FAIR” in Whose Perspective?
Hello Oinkle OZ,
All your creative juices dried up?
No more post ah?
Hello JV
You still in JC and so pessimistic ah?
You know the trouble with Singaporeans is that they have been mollycoddled for too long. Put them in a pond of predators and they are lost. You have to grow up and stand up to compete with the best on their terms and emerge the stronger for it. Remember. Everyone has their weak points. Even the so-called Chinese achievers. For one, their English is rotten and will always be at least for the next 20 years.
Post a Comment
<< Home