Dear Senior,
I need your help to handle the following situation.
I am working as Corp Sr. HR Executive and I am handling Recruitments, Trainings, Employee engagement. I come across the following situation many times.
Sometimes employees do not give sufficient notice and they leave early or sometimes due to absconding.
In such situations, all pressure comes to HR Dept. as Concerned Head of department starts saying we are not able to perform as we are not having sufficient staff. But being HR, we know recruitment is a process, not an event. We also need some time to hire appropriate candidates. Also, if one person is missing from their team, how this is affecting the performance of the whole team. Moreover, why these people cannot coordinate with the recruitment team by working a bit more for at least for 10 days when the recruitment team is searching for a new candidate or is this just an excuse?
Please tell me some solutions to handle such situations as I really get shocked hearing such answers from managers/general managers.
Regards,
Sana
From India, Chandigarh
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2I need your help to handle the following situation.
I am working as Corp Sr. HR Executive and I am handling Recruitments, Trainings, Employee engagement. I come across the following situation many times.
Sometimes employees do not give sufficient notice and they leave early or sometimes due to absconding.
In such situations, all pressure comes to HR Dept. as Concerned Head of department starts saying we are not able to perform as we are not having sufficient staff. But being HR, we know recruitment is a process, not an event. We also need some time to hire appropriate candidates. Also, if one person is missing from their team, how this is affecting the performance of the whole team. Moreover, why these people cannot coordinate with the recruitment team by working a bit more for at least for 10 days when the recruitment team is searching for a new candidate or is this just an excuse?
Please tell me some solutions to handle such situations as I really get shocked hearing such answers from managers/general managers.
Regards,
Sana
From India, Chandigarh
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You may think about starting to recruit some training candidates, given one or two years of consolidated pay during the training period. If anyone absconds, you can absorb the candidate based on their performance.
Before that, you need to establish a training policy.
P. Xavier Raj
From India, Pondicherry
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Before that, you need to establish a training policy.
P. Xavier Raj
From India, Pondicherry
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I hope that you have the right opportunity to develop your career. You may collect some samples from the internet and choose the best one for your industry.
If you want help, you may get in touch with me.
P. Xavier Raj
From India, Pondicherry
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If you want help, you may get in touch with me.
P. Xavier Raj
From India, Pondicherry
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To deal with such situations, the following steps may be of some help.
1) Always do job rotation among employees so that everyone knows the other job. When an employee stops coming without notice, the HR need not panic since there is someone ready to handle even from paying overtime.
2) The second step can be what Mr. Xavier Raj suggested. Keep a buffer of one employee, if your management permits it, who can be rotated among various jobs whenever a regular employee goes on leave.
3) Conduct exit interviews and try to know why some employees are leaving abruptly and take steps to amend or mend the situation so that it will reduce attrition.
4) Don't hire in a hurry. You may hire a wrong candidate who may not stick around for long. Try to ascertain the candidate's expectations, needs, and cultural fit, etc., through some sustained interaction with him so as to ensure that you are not merely filling a vacancy but hiring a resource that will contribute to the organization.
B. Saikumar
Mumbai
From India, Mumbai
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1) Always do job rotation among employees so that everyone knows the other job. When an employee stops coming without notice, the HR need not panic since there is someone ready to handle even from paying overtime.
2) The second step can be what Mr. Xavier Raj suggested. Keep a buffer of one employee, if your management permits it, who can be rotated among various jobs whenever a regular employee goes on leave.
3) Conduct exit interviews and try to know why some employees are leaving abruptly and take steps to amend or mend the situation so that it will reduce attrition.
4) Don't hire in a hurry. You may hire a wrong candidate who may not stick around for long. Try to ascertain the candidate's expectations, needs, and cultural fit, etc., through some sustained interaction with him so as to ensure that you are not merely filling a vacancy but hiring a resource that will contribute to the organization.
B. Saikumar
Mumbai
From India, Mumbai
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Hi Sana,
That's a good question mostly faced by recruiters. Saiconsult has given valuable suggestions in regards to it. I just want to add that you can prepare some recruitment-related policies which can outline the workings of a recruitment department. Additionally, you can establish a timeframe for recruiting a person after a manpower requisition is raised.
Currently, in our organization, we follow this practice, which helps us find a suitable candidate within a specified time frame. In contrast, the production or other departments may find ways to harass HR professionals because they do not consider HR as a valuable department in the organization.
So, don't worry and give your best.
Regards,
Vivek Ranaut
From India, Valsad
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That's a good question mostly faced by recruiters. Saiconsult has given valuable suggestions in regards to it. I just want to add that you can prepare some recruitment-related policies which can outline the workings of a recruitment department. Additionally, you can establish a timeframe for recruiting a person after a manpower requisition is raised.
Currently, in our organization, we follow this practice, which helps us find a suitable candidate within a specified time frame. In contrast, the production or other departments may find ways to harass HR professionals because they do not consider HR as a valuable department in the organization.
So, don't worry and give your best.
Regards,
Vivek Ranaut
From India, Valsad
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Hi,
I suppose the appointment letter has a clause wherein an employee needs to serve a notice period when he resigns. Don't pay them for that month if they are not ready to serve the company for that period of one or two months as per the company policy.
Ask for internal references; this helps in instant closures.
Ask the Department Manager to consider increasing the salary of the employee leaving, as recruitment involves time and money too. If he doesn't agree, tell him that it is the company policy that the recruitment process for any position takes a minimum of 30 days for closure to find an appropriate candidate who fits into the defined job description.
Please do keep a check on the job portals that you use for recruitment; whether the employees working in your organization have recently updated their resume (through company search). If yes, check whether they are seriously looking for a job change or they have just updated their resume, and try to engage with them.
From India, Mumbai
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I suppose the appointment letter has a clause wherein an employee needs to serve a notice period when he resigns. Don't pay them for that month if they are not ready to serve the company for that period of one or two months as per the company policy.
Ask for internal references; this helps in instant closures.
Ask the Department Manager to consider increasing the salary of the employee leaving, as recruitment involves time and money too. If he doesn't agree, tell him that it is the company policy that the recruitment process for any position takes a minimum of 30 days for closure to find an appropriate candidate who fits into the defined job description.
Please do keep a check on the job portals that you use for recruitment; whether the employees working in your organization have recently updated their resume (through company search). If yes, check whether they are seriously looking for a job change or they have just updated their resume, and try to engage with them.
From India, Mumbai
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You need to first try to find out the reasons for which employees are leaving the company. You can set up a suggestion box where employees can share their concerns anonymously, as many people are more comfortable expressing their concerns without revealing their identity. This approach worked well for my company.
Good luck
From India, Bangalore
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Good luck
From India, Bangalore
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Dear Sana,
The basic problem is one of engagement. If employees were fully engaged, they would be so emotionally thankful for how well they were being treated that they would never leave early or abscond. So the real cause is that the management of the concerned departments is not treating their people in such a way to convince them to choose to become fully engaged.
Having created several fully engaged workforces myself as an executive as well as having done the opposite as a young manager, I am well aware of the pitfalls and the actions required to succeed. The required actions are simple to learn and execute and have very sound scientific reasons (the science of people and how they react to managerial actions and inactions) why they will produce the desired effect as well as why other actions will not succeed. People appear quite different on the surface, and that is confusing, but underneath the surface at a deeper level, we are all the same concerning managing us.
If you would like my help, please contact me through my website where you can learn much about my methods:
Leadership is a science and so is engagement
Best regards, Ben Simonton
From United States, Tampa
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The basic problem is one of engagement. If employees were fully engaged, they would be so emotionally thankful for how well they were being treated that they would never leave early or abscond. So the real cause is that the management of the concerned departments is not treating their people in such a way to convince them to choose to become fully engaged.
Having created several fully engaged workforces myself as an executive as well as having done the opposite as a young manager, I am well aware of the pitfalls and the actions required to succeed. The required actions are simple to learn and execute and have very sound scientific reasons (the science of people and how they react to managerial actions and inactions) why they will produce the desired effect as well as why other actions will not succeed. People appear quite different on the surface, and that is confusing, but underneath the surface at a deeper level, we are all the same concerning managing us.
If you would like my help, please contact me through my website where you can learn much about my methods:
Leadership is a science and so is engagement
Best regards, Ben Simonton
From United States, Tampa
Acknowledge(0)Amend(0)
Dear Sana,
I need your help to handle the following situation. I am working as a Corporate Senior HR Executive and I am responsible for Recruitment, Trainings, and Employee Engagement. I come across this situation many times. Sometimes employees do not give sufficient notice and they leave early, or sometimes they abscond.
In such situations, all the pressure falls on the HR Department as the concerned Heads of departments start saying that we are unable to perform as we do not have sufficient staff. However, as HR professionals, we know that recruitment is a process and not an event. We also need some time to hire appropriate candidates. Additionally, if one person is missing from their team, how does this affect the performance of the whole team? Moreover, why can't these individuals coordinate with the recruitment team by working a bit more for at least 10 days while the recruitment team is searching for a new candidate? Or is this just an excuse?
Please provide me with some solutions to handle such situations as I am truly shocked to hear such responses from managers/general managers.
Regards,
Sana
Dear Sana,
It is not about HR roles exactly, Sana; it's all about the policies and their acceptance by the entire staff and management, in fact. Take charge and issue a common notice covering the rules and regulations of the organization. Timing should be clearly defined, and actions or punishments to be taken by top management should be outlined if such actions are repeated by any employee during office hours. Seek the consent of your seniors and top management, and distribute these guidelines to various departments and areas of your organization. It is not up to any employee's discretion to leave the office or be absent without proper notice or permission. This is about the company's code of conduct and policies. Any employee engaging in such behavior is acting undisciplined.
Regards,
Manish Srivastava
+91-96707-66 888
From India, Lucknow
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I need your help to handle the following situation. I am working as a Corporate Senior HR Executive and I am responsible for Recruitment, Trainings, and Employee Engagement. I come across this situation many times. Sometimes employees do not give sufficient notice and they leave early, or sometimes they abscond.
In such situations, all the pressure falls on the HR Department as the concerned Heads of departments start saying that we are unable to perform as we do not have sufficient staff. However, as HR professionals, we know that recruitment is a process and not an event. We also need some time to hire appropriate candidates. Additionally, if one person is missing from their team, how does this affect the performance of the whole team? Moreover, why can't these individuals coordinate with the recruitment team by working a bit more for at least 10 days while the recruitment team is searching for a new candidate? Or is this just an excuse?
Please provide me with some solutions to handle such situations as I am truly shocked to hear such responses from managers/general managers.
Regards,
Sana
Dear Sana,
It is not about HR roles exactly, Sana; it's all about the policies and their acceptance by the entire staff and management, in fact. Take charge and issue a common notice covering the rules and regulations of the organization. Timing should be clearly defined, and actions or punishments to be taken by top management should be outlined if such actions are repeated by any employee during office hours. Seek the consent of your seniors and top management, and distribute these guidelines to various departments and areas of your organization. It is not up to any employee's discretion to leave the office or be absent without proper notice or permission. This is about the company's code of conduct and policies. Any employee engaging in such behavior is acting undisciplined.
Regards,
Manish Srivastava
+91-96707-66 888
From India, Lucknow
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In reply to Mr. p_xavierraj's suggestion, you can use that technique and meanwhile, if you can spend time, you can also start arranging intervention with all the HODs and try to convince them to coordinate. This will increase, of course, your efforts but your strong rapport too. I may not be right, but this is just what I wanted to share.
From India, Mumbai
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From India, Mumbai
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