Dear All,
How do we ensure that a person hired at a senior level utilizes his entire time, energy, knowledge, creativity and experience for the benefit of the organization? Is there a clause in the appointment letter to this effect? Can somebody share that part of the appointment letter which ensures this ?
From India, Mumbai
How do we ensure that a person hired at a senior level utilizes his entire time, energy, knowledge, creativity and experience for the benefit of the organization? Is there a clause in the appointment letter to this effect? Can somebody share that part of the appointment letter which ensures this ?
From India, Mumbai
A senior person is expected at his level to show devotion to his duties as an employee.
No clause in an appointment letter can ensure or compel him to be devoted.
Nevertheless a clause suitably worded should form part of appointment letter.
Eg of clause:
As a senior officer of the organisation you are expected to diligently perform your duties and use your best endeavours to
protect, promote,develop and extend the business of the Company;
From India, Pune
3131No clause in an appointment letter can ensure or compel him to be devoted.
Nevertheless a clause suitably worded should form part of appointment letter.
Eg of clause:
As a senior officer of the organisation you are expected to diligently perform your duties and use your best endeavours to
protect, promote,develop and extend the business of the Company;
From India, Pune
Dear Mr Sunder Rajan,
Mr Nathrao has already said, "No clause in an appointment letter can ensure or compel him to be devoted."
It appears that you are looking at the senior position with little bit of scepticism. You appear to have doubt whether you have given him sufficient work so as to him keep him engaged for 'X" hours per day. These reservations are Ok for lower level but not for higher level.
You need to look top management personnel differently. They are institution in themselves. They are knowledge houses. They also have contacts in their industry in order to get the insight on what's happening in the market.
What is the nature of your industry? Is this position of the level of CEO or any other C-level? What challenges your industry is facing in general and your company in particular? Take the case of two top notch IT companies, Infosys and Wipro. Though both are from the same industry, their challenges are different. For Mr Vishal Sikka of Infosys, it would take about five years to turn around the company. Success comes with patience and you cannot start breathing around the neck of the senior position for the quarterly results. Yes, quarterly results are important. Shareholders are not interested in what strategy senior management personnel adopts. But still when newcomer comes on board he/she needs to be given time.
Whether senior level position has used "time, energy, knowledge, creativity and experience for the benefit of the organization" or not would be decided by the results. Therefore, what KRAs have you given to this position? Are your expectations realistic or you want this person to touch moon?
As far as Appointment Letter is concerned, you may keep use the standard appointment letter but mention the perks agreed for this position. Nevertheless, MD may give the separate KRA sheet and take the signature on the duplicate copy. However, to include wording to the effect that "you will use time, energy, knowledge, creativity and experience for the benefit of the organization" would be too crude and immature too.
Thanks,
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
Mr Nathrao has already said, "No clause in an appointment letter can ensure or compel him to be devoted."
It appears that you are looking at the senior position with little bit of scepticism. You appear to have doubt whether you have given him sufficient work so as to him keep him engaged for 'X" hours per day. These reservations are Ok for lower level but not for higher level.
You need to look top management personnel differently. They are institution in themselves. They are knowledge houses. They also have contacts in their industry in order to get the insight on what's happening in the market.
What is the nature of your industry? Is this position of the level of CEO or any other C-level? What challenges your industry is facing in general and your company in particular? Take the case of two top notch IT companies, Infosys and Wipro. Though both are from the same industry, their challenges are different. For Mr Vishal Sikka of Infosys, it would take about five years to turn around the company. Success comes with patience and you cannot start breathing around the neck of the senior position for the quarterly results. Yes, quarterly results are important. Shareholders are not interested in what strategy senior management personnel adopts. But still when newcomer comes on board he/she needs to be given time.
Whether senior level position has used "time, energy, knowledge, creativity and experience for the benefit of the organization" or not would be decided by the results. Therefore, what KRAs have you given to this position? Are your expectations realistic or you want this person to touch moon?
As far as Appointment Letter is concerned, you may keep use the standard appointment letter but mention the perks agreed for this position. Nevertheless, MD may give the separate KRA sheet and take the signature on the duplicate copy. However, to include wording to the effect that "you will use time, energy, knowledge, creativity and experience for the benefit of the organization" would be too crude and immature too.
Thanks,
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
Hi Mr Sunder Rajan,
You are referring to a senior person recruitment.
Employer recruits a person for a position in his company.
The new incumbent is seeking employment for that senior position.
There are as always expectations from both sides.
Once a position is there in the company chart, it is expected that Job Description,
Responsibilities and Accountabilities will be in place even before the candidate joins.
Then whatever is expected from the candidate should be given in writing and an acceptance should be taken.
Whatever you have indicated in your post is of generic nature and a mere wish.
They have to be transformed into tangible goals.
V.Raghunathan
From India
You are referring to a senior person recruitment.
Employer recruits a person for a position in his company.
The new incumbent is seeking employment for that senior position.
There are as always expectations from both sides.
Once a position is there in the company chart, it is expected that Job Description,
Responsibilities and Accountabilities will be in place even before the candidate joins.
Then whatever is expected from the candidate should be given in writing and an acceptance should be taken.
Whatever you have indicated in your post is of generic nature and a mere wish.
They have to be transformed into tangible goals.
V.Raghunathan
From India
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