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HR MISTAKES BY YOURS TRULY 7

 I overruled a General Manager of one of our Profit Centres by confirming the appointment of the PC Personnel/Administration Manager whom the GM already decided to extend his probation period by three months without any justifications.

The real problem was that the PAM terminated the employment of the Vice Chairman of the Branch Union who was caught stealing company's products. 

I ordered the termination of the thief because the GM was considering forgiveness under serious pressure from two of his key managers who hailed from the same town with the thief.

When I sent the PAM's final probation report to the GM, after delaying the return of the report to my office for five weeks, later sent it me without a definite recommendation. I sent the report back to him demanding a definite recommendation and instead of a positive response he went to report to my boss that I said he does not understand the English language, himself an English man. My boss told to go and resolve the issue with yours truly.

In another instance in the same Group of Companies, a Branch Manager overseeing the affairs of four of our companies was to be terminated for his failure to recover a bad debt. After reading the Branch's audit report, I went to the branch to asertain the source of the bad debt and why he has failed to recover the debt?

I discovered that the debt was being owed by the Chairman of the Board and because of the circumstances of the debt, the BM lacked the capacity to recover the debt. I therefore recommended that the Group Managing Director either recover the debt from the Chairman or write-off the debt to save the BM's job.

Next week as we conclude this Content series, we shall share with you the Mother of all HR MISTAKES BY YOURS TRULY.

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