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Human Resource Management Credit Snatching

EXECUTIVE SUMMARY

Human Resource is an important corporate asset and the overall performances of the organisation

depend on the way it is put to use.

In the given case, Mr Sathe the VP-HR of the organisation disturbs the relationships among the

employees by playing the game of filching the wok of an employee in the midway and abruptly

changing the people on assignments. Anjali, an HR assistant, faces the problem of credit snatching

due to the office politics in play. Anjali had been working on the project of manpower cost, for the past

two weeks and had finished almost 90% of the work, when she was ordered to hand over this

assignment to Mr Prasad, who was the senior HR manager. So, Anjali with the help of Meeta (HR

manager) tactfully managed to retain the credit for the hard work she put into the project.

Analysis

Non-Recognition of expertise acquired through experience

Although Anjali was professionally not qualified, she has worked in HR department in various

capacities since last 15 years and has acquired the computer proficiency on her own initiative and

merit. She was more talented them some of the mediocre professionals. The presence of new age

MBAs made her feel insecure as they quickly rose to the managerial ranks.

Preferences given to personal interest over organisational interest

Mr Sathe by creating mistrust among employees is hampering the working environment. He removes

the employees mid-way from the project, which is actually demoralising them. In an attempt to acquire

the fatherly image and to retain paramount importance of him as HoD, he is employing negative

strategies. Mr Sathe does not want employees to share confidential information with each other and

instead wanted all to come to him for seeking any information, thus to maintain his superiority.

How does this effect employee?

Lack of opportunity for completing the project leading to lower job satisfaction.

Absence of Cordial environment

Lack of trust and co-ordination among employees

Feeling of insecurity

Group No. 3 1 PGDM-IIMDR

7/29/2019 Credit Snatching

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Human Resource Management Credit Snatching

Underutilization of the employee capabilities

Suggestions to counter Credit snatching

i. Document the ideas- One should write down the ideas and put a date next to them. If

there are any supporting documents, printouts, drawings, illustrations, newspaper

clippings, photographs and other stuff then those should be kept in handy.

ii. Leave evidence behind- An e-mail or a written memo should be sent and a copy of the

original should be kept. If possible, the recipient sign can be taken on the copy as

acknowledgement that they have received the original.

iii. Have someone stand as a witness for you- A copy of the email should be sent to a

colleague or a superior involved in the matter. The person can also state the idea publicly.

iv. Safeguard your ideas- One should keep the files protected against potential credit

snatchers if one wants to be acknowledged as their main source. If boss or officemates

dont or cant be trusted, then practice a healthy paranoia.

What should Mr Sathe do?

Mr Sathe wants to portray a fatherly figure to his subordinates. As a senior HR employee it is his

duty to develop personnel relationship and maintain cordial relationship among the employees.

But the manner or approach in which he is carrying out this is erroneous. As it demotivates the

employees when they are removed midway of their project and also creates rift among them. It

is, therefore, advisable that he involve two or more employees in a project since its inception

for its smooth working, rather than changing people abruptly. As a senior HR member he

should communicate more often to the employees keeping aside his biasness and favouritism

for the benefit of the organisation. Moreover he should take appropriate steps for recognisingskills and talents irrespective of it being acquired through professional qualification or by

experience.

Need for healthy and fair appraisal system

Unless there is a fair and healthy appraisal system in organisation, which is free from any

biases and favouritism, the employees dont contribute towards the growth and hence the

productivity will decrease. Moreover to ensure the loyalty of the employees there must be

proper emotional security from the management.

Group No. 3 2 PGDM-IIMDR