Hi Sweta,
I agree that this is the topic everybody is concerned about nowadays because every third person is a victim. Yes, it is true that employers are playing with employees' lives and futures. But on the other hand, what will the employers do if the world economy is not in good condition? We lose our jobs when the U.S. economy fails, and our companies do not get their projects. The employer is a businessman/person; he wants profits. So when he sees that he is not making a profit, he tries to cut down his costs. What is the best way to cut costs? Fire people. It's a fact and painful. But the other fact is we don't have a solution. Do we? 😕
From India, Hyderabad
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I agree that this is the topic everybody is concerned about nowadays because every third person is a victim. Yes, it is true that employers are playing with employees' lives and futures. But on the other hand, what will the employers do if the world economy is not in good condition? We lose our jobs when the U.S. economy fails, and our companies do not get their projects. The employer is a businessman/person; he wants profits. So when he sees that he is not making a profit, he tries to cut down his costs. What is the best way to cut costs? Fire people. It's a fact and painful. But the other fact is we don't have a solution. Do we? 😕
From India, Hyderabad
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Hi,
I would like to point out my view that if a company can fire a person without considering his or her career for the betterment of the company's progress, then in the same way, an employee can also quit a job for his or her better career growth. Both sides are giving importance to their own growth. So, I don't think any kind of injustice is happening here.
:neutral:
Alice
From India, Thiruvananthapuram
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I would like to point out my view that if a company can fire a person without considering his or her career for the betterment of the company's progress, then in the same way, an employee can also quit a job for his or her better career growth. Both sides are giving importance to their own growth. So, I don't think any kind of injustice is happening here.
:neutral:
Alice
From India, Thiruvananthapuram
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Hi,
I agree that many corporate companies do this. I strongly suggest that job analysis should be carried out before manpower planning, i.e., analyze the workload in every specific function. This would provide more insight into future recruitment needs. Conducting a job analysis would also facilitate job rotations.
Regards,
Bhupesh
From India, Madras
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1I agree that many corporate companies do this. I strongly suggest that job analysis should be carried out before manpower planning, i.e., analyze the workload in every specific function. This would provide more insight into future recruitment needs. Conducting a job analysis would also facilitate job rotations.
Regards,
Bhupesh
From India, Madras
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Hi Shweta,
This is one of the major issues these days. The most painful part of this is when you ask an employee to leave without a proper reason. In most companies I have seen, they look towards their benefit. I personally feel that if we have this sort of situation, we should lay out a plan. We should discuss the situation with the employee so that they are aware of it and can plan accordingly. We should give them proper time to find a new job.
Regards,
Rajeev
From India, Calcutta
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This is one of the major issues these days. The most painful part of this is when you ask an employee to leave without a proper reason. In most companies I have seen, they look towards their benefit. I personally feel that if we have this sort of situation, we should lay out a plan. We should discuss the situation with the employee so that they are aware of it and can plan accordingly. We should give them proper time to find a new job.
Regards,
Rajeev
From India, Calcutta
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Dear All,
I am a professional too - an Engineering Programme Manager at a reputed Automotive company in India. Now, HR is a function in any organization. Throughout my professional career in good companies (indeed doing well), I have observed that cost-cutting through manpower reduction happens because of an "open-cycle phenomenon." If this cycle is closed, then there may be a significant reduction in self or forced attrition, leading to better talent retention in good or bad market scenarios. If anybody needs to discuss this phenomenon, you can email me at ramkumarojha@gmail.com.
Regards,
Ramkumar Ojha
Programme Manager
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I am a professional too - an Engineering Programme Manager at a reputed Automotive company in India. Now, HR is a function in any organization. Throughout my professional career in good companies (indeed doing well), I have observed that cost-cutting through manpower reduction happens because of an "open-cycle phenomenon." If this cycle is closed, then there may be a significant reduction in self or forced attrition, leading to better talent retention in good or bad market scenarios. If anybody needs to discuss this phenomenon, you can email me at ramkumarojha@gmail.com.
Regards,
Ramkumar Ojha
Programme Manager
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We have been speaking about the companies that are firing employees at the cost of their careers. In contradiction to this, what about the employees who are absconding from services, not serving the full notice period, and putting the company in a difficult position as the employees do not even think of the deliverables they ought to complete. If an employee is serving the notice period, they should be doubly sure to finish all the work and ensure a smooth transition.
These are my personal experiences. I have seen many people who do not serve their full notice period; instead, they abscond from services. When contacted, they provide lame excuses that are not true.
Best regards, Sireesha
From India, Secunderabad
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These are my personal experiences. I have seen many people who do not serve their full notice period; instead, they abscond from services. When contacted, they provide lame excuses that are not true.
Best regards, Sireesha
From India, Secunderabad
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The question you have raised is very pertinent. I have experienced a similar predicament in most of the places I have worked. First, we fight tooth and nail to "hunt" the best talent for the position - the more stable he was in his past job, the better preferred he is - and then we scratch our heads endlessly to find an excuse to let him go.
Most often, I have seen hiring managers' ineptitude as a reason for this gap. Reluctance to put down a straightforward job description and list the performance measures before hiring, reluctance to devote time during orientation and probation with the new joiner more often than not result in less than expected performance (though by what standards is difficult to fathom, because they never initially put the performance measures or expectations in place).
As HR professionals, I feel we are being used as pawns. One of the CEOs I know openly says, "Let's hire whoever we get now as we need to kick start the project, we can do away with him later."
It is upon us as HR professionals to put our foot down on such matters and not get pressured by unreasonable demands of CEOs. While understanding and honoring business requirements is a must, there cannot be any compromise on the basic reason for HR's existence, which is "to look after the human resources of the organization."
From India, Delhi
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Most often, I have seen hiring managers' ineptitude as a reason for this gap. Reluctance to put down a straightforward job description and list the performance measures before hiring, reluctance to devote time during orientation and probation with the new joiner more often than not result in less than expected performance (though by what standards is difficult to fathom, because they never initially put the performance measures or expectations in place).
As HR professionals, I feel we are being used as pawns. One of the CEOs I know openly says, "Let's hire whoever we get now as we need to kick start the project, we can do away with him later."
It is upon us as HR professionals to put our foot down on such matters and not get pressured by unreasonable demands of CEOs. While understanding and honoring business requirements is a must, there cannot be any compromise on the basic reason for HR's existence, which is "to look after the human resources of the organization."
From India, Delhi
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Hi Shweta,
This a very good topic you erect, even me also victim of the same. Even though I my mind say what we are doing that’s not good. More or less we are playing with someone career but being employee of the organization we don’t have other option. But certainly I am very much impress with “Tania M” proposal. Some how its looks good.
Regards
Gopa
From India, Panipat
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This a very good topic you erect, even me also victim of the same. Even though I my mind say what we are doing that’s not good. More or less we are playing with someone career but being employee of the organization we don’t have other option. But certainly I am very much impress with “Tania M” proposal. Some how its looks good.
Regards
Gopa
From India, Panipat
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Hello Everybody,
I think most of us agree that yes, it is an issue, but what most of us are failing to understand is that even the companies are not aware of what might happen to them 6 months down the line. Did anyone even in their dreams assume that companies which did exceedingly well in December last year would go kaput mid this year? No, none of us did. All companies, irrespective of size, have been facing the brunt as it has affected them somewhere.
I have a different way of looking at this. It might not be the best thing to do, but it's the right thing to do. I'm sure all will agree that we would rather have 10% or 20% of the employees removed rather than keep them and come to such a state where 100% lose the job. It's a tough call but a call that needs to be made. If we shy away today, we will only die tomorrow.
Regards,
Gargi
From India, Bangalore
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I think most of us agree that yes, it is an issue, but what most of us are failing to understand is that even the companies are not aware of what might happen to them 6 months down the line. Did anyone even in their dreams assume that companies which did exceedingly well in December last year would go kaput mid this year? No, none of us did. All companies, irrespective of size, have been facing the brunt as it has affected them somewhere.
I have a different way of looking at this. It might not be the best thing to do, but it's the right thing to do. I'm sure all will agree that we would rather have 10% or 20% of the employees removed rather than keep them and come to such a state where 100% lose the job. It's a tough call but a call that needs to be made. If we shy away today, we will only die tomorrow.
Regards,
Gargi
From India, Bangalore
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I have already highlighted this many times here and I again reiterate the same. We should highlight the name of those companies which are hiring and firing off and on ..so that we can caution our known ones to be away from such companies..Kindly share the name of the companies who are doing it…asap to enlighten and awaken everyone here to be away from such companies
From United Kingdom
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From United Kingdom
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