Dear All,
In today's competitive world, everyone is becoming more career-oriented and work-oriented. Therefore, a person must carefully choose their path through education and even more carefully select the place to work. The main goal of joining a good company is to grow with the company and work for oneself as well as for the company's growth. Therefore, it is now the company's responsibility to take care of its employees.
So, my questions are:
1. "How can a company contribute towards the growth of every individual working with the company?"
2. "What different programs can be implemented for the benefit of employees concerning their future?"
Kindly provide me with suggestions as I am part of the employer team responsible for designing a new program for all employees for their future benefits with the company.
Nishtha.
From India, Aurangabad
In today's competitive world, everyone is becoming more career-oriented and work-oriented. Therefore, a person must carefully choose their path through education and even more carefully select the place to work. The main goal of joining a good company is to grow with the company and work for oneself as well as for the company's growth. Therefore, it is now the company's responsibility to take care of its employees.
So, my questions are:
1. "How can a company contribute towards the growth of every individual working with the company?"
2. "What different programs can be implemented for the benefit of employees concerning their future?"
Kindly provide me with suggestions as I am part of the employer team responsible for designing a new program for all employees for their future benefits with the company.
Nishtha.
From India, Aurangabad
There are two models of thinking:
1. You are hired on a fixed-term contract for a position. The company expects 100% results from you in this position. The onus is on you to acquire new skills and progress. They will not discriminate against you when applying for any opening.
2. Conventional model: As a token of loyalty, people are trained and rise through the ranks. Here, the drawback is that people place the entire responsibility for their career on the employer, which is incorrect. Secondly, remember the Peter Drucker principle "People promote themselves to levels of incompetency."
ISO 10015 suggests that 88% of trainings turn out to be failures. Two aspects need focus: TNA and ROI.
Take trainings from two perspectives:
One, to perform the current job at over 100%. This is crucial as we are paying someone for a job that needs to be done effectively.
Second, from a succession planning perspective. This is important for the long run.
From India, Delhi
1. You are hired on a fixed-term contract for a position. The company expects 100% results from you in this position. The onus is on you to acquire new skills and progress. They will not discriminate against you when applying for any opening.
2. Conventional model: As a token of loyalty, people are trained and rise through the ranks. Here, the drawback is that people place the entire responsibility for their career on the employer, which is incorrect. Secondly, remember the Peter Drucker principle "People promote themselves to levels of incompetency."
ISO 10015 suggests that 88% of trainings turn out to be failures. Two aspects need focus: TNA and ROI.
Take trainings from two perspectives:
One, to perform the current job at over 100%. This is crucial as we are paying someone for a job that needs to be done effectively.
Second, from a succession planning perspective. This is important for the long run.
From India, Delhi
The first essential ingredient for an enduring partnership in progress between the employer and the employee is that there should be commitment from both sides to grow together. The apparent feature of the present-day employment is the absence of the feeling of 'partnership in progress' and the prevalent presence of employer and employee relationship. The employee is always on the lookout for greener pastures in terms of his individual progress, and the employer is intent on making the best of the employee in his pursuit of profits without investing anything in his development. Thus, there is a trust deficit. Therefore, it is necessary for the employer to take the initiative first to build such trust. Some of the suggestions can be:
1) The employer should explain to the employees how the company grows. A growing company puts to rest the anxieties of the employees about their future.
2) He should lay bare his plans for their career path. This shows that the employer is genuinely interested in their careers.
3) He should design programs for their skills development.
4) He should conduct employee engagement programs and OD programs to generate a sense of belongingness among the employees.
5) He should develop a plan for the proper deployment of his resources. For example, deploying someone in a project where his skills are of no use breeds frustration among employees, compelling them to look for alternatives.
6) He should undertake certain family welfare programs to promote bonding of employees with the company.
The message is "You grow. I grow and together we grow."
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
1) The employer should explain to the employees how the company grows. A growing company puts to rest the anxieties of the employees about their future.
2) He should lay bare his plans for their career path. This shows that the employer is genuinely interested in their careers.
3) He should design programs for their skills development.
4) He should conduct employee engagement programs and OD programs to generate a sense of belongingness among the employees.
5) He should develop a plan for the proper deployment of his resources. For example, deploying someone in a project where his skills are of no use breeds frustration among employees, compelling them to look for alternatives.
6) He should undertake certain family welfare programs to promote bonding of employees with the company.
The message is "You grow. I grow and together we grow."
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Mr. Sai,
Please help me sort out my problem. I am willing to leave my current company, but there is a clause in the appointment letter that states:
"In the event of your resigning before completing 12 months of service in our organization, you would be liable to pay 12 months' salary as compensation towards your expenses incurred for your training, etc."
This clause is mentioned in the appointment letter of every employee, whether a fresher or an experienced individual, at a junior level or in a higher position.
Now, Mr. Sai, can you please guide me? If I leave the organization before completing 12 months, can this clause make the company eligible to take any legal action against me, or is it just a tool to retain a candidate for at least one year?
The environment in the organization is very negative, and even my manager is unsupportive towards me. I am left with nothing to do; I am not learning anything as a fresher. My manager neither provides guidance nor assigns tasks. If I try to take initiative, she questions me, stating I am not permitted to do so.
Since joining, I have been using the internet to gain knowledge and skills. However, for the past few days, my system has had no network access.
I am unsure of what to do. I am frustrated with my manager's behavior and am eager to leave the company once I secure a new job. Please advise me on how to handle this situation.
This is just the beginning of my career, and I do not want to jeopardize it in any way.
You can also contact me via email at [Your email address].
Please assist me.
Regards,
From India, New Delhi
Please help me sort out my problem. I am willing to leave my current company, but there is a clause in the appointment letter that states:
"In the event of your resigning before completing 12 months of service in our organization, you would be liable to pay 12 months' salary as compensation towards your expenses incurred for your training, etc."
This clause is mentioned in the appointment letter of every employee, whether a fresher or an experienced individual, at a junior level or in a higher position.
Now, Mr. Sai, can you please guide me? If I leave the organization before completing 12 months, can this clause make the company eligible to take any legal action against me, or is it just a tool to retain a candidate for at least one year?
The environment in the organization is very negative, and even my manager is unsupportive towards me. I am left with nothing to do; I am not learning anything as a fresher. My manager neither provides guidance nor assigns tasks. If I try to take initiative, she questions me, stating I am not permitted to do so.
Since joining, I have been using the internet to gain knowledge and skills. However, for the past few days, my system has had no network access.
I am unsure of what to do. I am frustrated with my manager's behavior and am eager to leave the company once I secure a new job. Please advise me on how to handle this situation.
This is just the beginning of my career, and I do not want to jeopardize it in any way.
You can also contact me via email at [Your email address].
Please assist me.
Regards,
From India, New Delhi
Mr. Pramod,
There are two approaches to your problem. One is strictly from the point of view of your right to leave vis-a-vis the company's right to retain. In such a case, the mutual rights need to be exercised within the framework of the terms of the contract between you and the company, and in this instant case, the contract is in the form of a letter of appointment. The clause in the letter of appointment states that you are liable to pay 12 months' salary as compensation for the expenses incurred by the company for your training. In technical terms, the company is within its right to recover the compensation if you leave before completing 12 months since you have also agreed to that condition by accepting the appointment. I can only enlighten you about the probable legal consequences and cannot comment on whether such a clause is a mere tool to retain an employee.
The second approach involves tact and prudence. Be patient, especially since it is the beginning of your career. You are only frustrated with idling away time. No company will allow its resources to idle for a long time. Probably, they may have some specific timing for utilizing your services for a specific job. Instead of trying to do things on your own, you can approach your reporting manager and volunteer to seek work from him. Try to understand the environment there and accordingly make some workable moves until you complete the 12 months. In no time, 12 months fly by. Thereafter, you can take a prudent decision.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
There are two approaches to your problem. One is strictly from the point of view of your right to leave vis-a-vis the company's right to retain. In such a case, the mutual rights need to be exercised within the framework of the terms of the contract between you and the company, and in this instant case, the contract is in the form of a letter of appointment. The clause in the letter of appointment states that you are liable to pay 12 months' salary as compensation for the expenses incurred by the company for your training. In technical terms, the company is within its right to recover the compensation if you leave before completing 12 months since you have also agreed to that condition by accepting the appointment. I can only enlighten you about the probable legal consequences and cannot comment on whether such a clause is a mere tool to retain an employee.
The second approach involves tact and prudence. Be patient, especially since it is the beginning of your career. You are only frustrated with idling away time. No company will allow its resources to idle for a long time. Probably, they may have some specific timing for utilizing your services for a specific job. Instead of trying to do things on your own, you can approach your reporting manager and volunteer to seek work from him. Try to understand the environment there and accordingly make some workable moves until you complete the 12 months. In no time, 12 months fly by. Thereafter, you can take a prudent decision.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
I think a company taking upon itself to take care of the careers of its employees is putting the cart before the horse. Moreover, it seems to be the extension of the mai-baap sarkar attitude applied to the company-employee relationship. An employer is not a malik, and an employee is not a my-future-in-your-hands slave.
A healthy work environment means employees have the opportunity to learn, the flexibility to apply their thinking, accountability to be answerable for results, and a reward system that recognizes and rewards efficient performance, creative thinking, and initiative, which is free of external factors that drain a person's initiative (favoritism, groupism, unnecessary processes, bureaucracy, etc.).
The company's duty is to create such an environment - the best ones are able to do it. Employees are smart enough to take care of their careers themselves.
We actually do not need to patronize the employees by telling them, "Look, kid, be a good boy, and daddy will take care of your career."
From India, Delhi
A healthy work environment means employees have the opportunity to learn, the flexibility to apply their thinking, accountability to be answerable for results, and a reward system that recognizes and rewards efficient performance, creative thinking, and initiative, which is free of external factors that drain a person's initiative (favoritism, groupism, unnecessary processes, bureaucracy, etc.).
The company's duty is to create such an environment - the best ones are able to do it. Employees are smart enough to take care of their careers themselves.
We actually do not need to patronize the employees by telling them, "Look, kid, be a good boy, and daddy will take care of your career."
From India, Delhi
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