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HR WITHOUT INITIATIVES 1

 During Post Graduate School,  I did a research-based Term-Paper in Manpower Planning entitled "Cost of Late Coming and Absenteeism in Manufacturing Companies:  A Case Study of Assan Industries. 


Coincidentally, my first job after Post Graduate School was in the same Manufacturing Subsector. 

Amongst many other duties I was assigned was the supervision of the Time Office (Staff Attendance).  Without any other direct instruction,  I started to generate weekly Lateness and Absenteeism report for management through the Assistant General Manager (Administration). 

Initially,  the reports were treated with disdain until the General Manager asked for reasons why there were unexplained short falls in production especially on a particular shift irrespective of the staff in that shift. 

The AGM(Admin) went back to my reports and informed Management that it had to do with attendance. When he was asked for evidence,  he shared my disdained weekly report. 


The average HR Practitioner is satisfied with saying "YES SIR" and do not operate outside the box. They would rather carry out all unreasonable and unlawful instructions,  stating that the boss is always right. 

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