Dear Friends,
Let me introduce myself, I’m working as HR in a product based IT company. Though ours is US Company, our branch is in Hyderabad.
Today I‘ll share with you my recent experience… . this is quite lengthy request you to read it in leisure.
Till one year back we were around 80 and now the size is 124, we pushed ourselves hard, made all the possible efforts, to bring that magic three figure mark. Campus recruitments, Walk-ins, apart from conducting tests on daily basis, it all helped to cross hundred mark. We celebrated in a big way to commensurate this. We are just one short of 125.
But with the rapid increase in salaries, the appreciation of the Rupee vs US$, and other areas of cost escalation, our US management team has decided to reduce the workforce. This is to ensure that our costs in 2008 do not out-pace our growth in revenue, and we continue to be successful in 2008. We’ve issued termination notices to few (32) employees. We’ve given two months notice for all those associates. We only 've given them offer letters and with the same hands we've given them termination letters.
It's tragic.
Most (26) of them are 2 years to 4 years experienced professionals. Some absorbed the shock, and showed their character and resilience. Few are disappointed and hurt. Naturally we are also sad, but since we know about this a bit advance, we prepared ourselves to answer their queries and defined the ways in which we can keep them motivated and help them out. Also we decided to give general relieving letters instead of termination letters.
Initially HR team was shocked. We had lot of discussions on how to tackle this, reduce the figure and how to guide these people? Not only that, those who are already working may feel unsecured. We need to face them also. We didn’t press the panic button.
The proposed reduction in force was 48 but we reduced it to 32. Worst it came at a situation where my Director (HR)’s daughter is getting married in a week’s time. He was supposed to take leave, but he postponed till everything is settled.
People are really good, technically competent and hard working. To help our associates, we forwarded profiles to different companies and consultancies through our contacts. Some are surprised because they never might have seen/heard of a HR forwarding profiles of their own associates. We explained them the situation and some immediately offered their hand. We know there is a mission in hand which is to place them all at-least ten days in advance before the notice period. We are happy that already nine got selected for major companies. And few are in the second and final rounds. I’m confident that everyone will get selected.
Exactly one year back I (we) started recruiting people. I’m the first point of contact. I used to source profiles, call for tests and conduct interviews.
Our selection process is
1) Written test
2) Followed by two technical rounds and
3) HR round
I remember each and everyone’s story. How I sourced their profiles, what’s their initial reaction after picking up my call, and their responses to my questions during the HR round.
We often meet @ cafeteria, they will share their experiences, they laugh, they try to pull legs, crack jokes, it all happens if you are sportive and amicable.
We’ve the reputation of working on latest technologies and paying good salaries. Last week seven associates (employees) confirmed that they’ve received offers and today one guy came to me, I thought he would feel happy because he has an offer in hand. But he was sad. The reason, he is not going to work on the latest technologies. He asked me to cut the salary instead of terminating. He was emotional and I was moved. The decision is not in our hands. I explained him the pros and cons of if there is a salary cut. How it effects the employee morale and ultimately productivity. In his short term of six months @ our org, he learned and worked on two major technologies. If given an opportunity he’ll stay back, learn and contribute to the org. Like him there are many. Some are expressive and some are silent.
My pray to the Almighty that this shouldn’t happen to anyone….. and may GOD bless them abundantly with all they want in life.
I’m not saying all this because we did some great job…. I want to share with you this because life is full of ups and downs and the real beauty lies in how you stand up and face the situation
My lessons from the entire episode as a HR
1) Maintain good rapport with the associates.
This for us actually starts after taking the written test. Once he joins we offer lunch on the first day. We’ll go out for lunch and we’ll try to get as much information as I can, about his family, his interests, his likes and dislikes, etc.
2) Make the new associate feel comfortable until he/she is in sync with the office environment.
3) Guide them properly in all aspects.
4) React to their problems immediately.
5) Instead of running away from problems, think for solutions face them boldly. In my case I looked for all possible contacts and developed few more because of this situation.
6) Increase your network. It always helps you to know more about the individuals and it also helps you to grow in your career.
Since I'm short of time, I didn't check for mistakes. Please excuse me if there are any.
Have A Nice Evening…
Kind regards,
Subhash
From India, Hyderabad
6Let me introduce myself, I’m working as HR in a product based IT company. Though ours is US Company, our branch is in Hyderabad.
Today I‘ll share with you my recent experience… . this is quite lengthy request you to read it in leisure.
Till one year back we were around 80 and now the size is 124, we pushed ourselves hard, made all the possible efforts, to bring that magic three figure mark. Campus recruitments, Walk-ins, apart from conducting tests on daily basis, it all helped to cross hundred mark. We celebrated in a big way to commensurate this. We are just one short of 125.
But with the rapid increase in salaries, the appreciation of the Rupee vs US$, and other areas of cost escalation, our US management team has decided to reduce the workforce. This is to ensure that our costs in 2008 do not out-pace our growth in revenue, and we continue to be successful in 2008. We’ve issued termination notices to few (32) employees. We’ve given two months notice for all those associates. We only 've given them offer letters and with the same hands we've given them termination letters.
It's tragic.
Most (26) of them are 2 years to 4 years experienced professionals. Some absorbed the shock, and showed their character and resilience. Few are disappointed and hurt. Naturally we are also sad, but since we know about this a bit advance, we prepared ourselves to answer their queries and defined the ways in which we can keep them motivated and help them out. Also we decided to give general relieving letters instead of termination letters.
Initially HR team was shocked. We had lot of discussions on how to tackle this, reduce the figure and how to guide these people? Not only that, those who are already working may feel unsecured. We need to face them also. We didn’t press the panic button.
The proposed reduction in force was 48 but we reduced it to 32. Worst it came at a situation where my Director (HR)’s daughter is getting married in a week’s time. He was supposed to take leave, but he postponed till everything is settled.
People are really good, technically competent and hard working. To help our associates, we forwarded profiles to different companies and consultancies through our contacts. Some are surprised because they never might have seen/heard of a HR forwarding profiles of their own associates. We explained them the situation and some immediately offered their hand. We know there is a mission in hand which is to place them all at-least ten days in advance before the notice period. We are happy that already nine got selected for major companies. And few are in the second and final rounds. I’m confident that everyone will get selected.
Exactly one year back I (we) started recruiting people. I’m the first point of contact. I used to source profiles, call for tests and conduct interviews.
Our selection process is
1) Written test
2) Followed by two technical rounds and
3) HR round
I remember each and everyone’s story. How I sourced their profiles, what’s their initial reaction after picking up my call, and their responses to my questions during the HR round.
We often meet @ cafeteria, they will share their experiences, they laugh, they try to pull legs, crack jokes, it all happens if you are sportive and amicable.
We’ve the reputation of working on latest technologies and paying good salaries. Last week seven associates (employees) confirmed that they’ve received offers and today one guy came to me, I thought he would feel happy because he has an offer in hand. But he was sad. The reason, he is not going to work on the latest technologies. He asked me to cut the salary instead of terminating. He was emotional and I was moved. The decision is not in our hands. I explained him the pros and cons of if there is a salary cut. How it effects the employee morale and ultimately productivity. In his short term of six months @ our org, he learned and worked on two major technologies. If given an opportunity he’ll stay back, learn and contribute to the org. Like him there are many. Some are expressive and some are silent.
My pray to the Almighty that this shouldn’t happen to anyone….. and may GOD bless them abundantly with all they want in life.
I’m not saying all this because we did some great job…. I want to share with you this because life is full of ups and downs and the real beauty lies in how you stand up and face the situation
My lessons from the entire episode as a HR
1) Maintain good rapport with the associates.
This for us actually starts after taking the written test. Once he joins we offer lunch on the first day. We’ll go out for lunch and we’ll try to get as much information as I can, about his family, his interests, his likes and dislikes, etc.
2) Make the new associate feel comfortable until he/she is in sync with the office environment.
3) Guide them properly in all aspects.
4) React to their problems immediately.
5) Instead of running away from problems, think for solutions face them boldly. In my case I looked for all possible contacts and developed few more because of this situation.
6) Increase your network. It always helps you to know more about the individuals and it also helps you to grow in your career.
Since I'm short of time, I didn't check for mistakes. Please excuse me if there are any.
Have A Nice Evening…
Kind regards,
Subhash
From India, Hyderabad
Subhash You really moved me an inch :)
Thats a fantastic support you even give them, But one question, weren't you not prepard about the requirements while Sourcing the candidates and issuing them the offer letters.
The way you narrate makes us understand that somhow you want to inrease the number to three digit.
Im really sorry if i hurted you, but still would like to clarifyon that.
anyways I pray this shouldn't happen to any one in any company.
Thank you ffriens
Srilatha
From India, Hyderabad
Thats a fantastic support you even give them, But one question, weren't you not prepard about the requirements while Sourcing the candidates and issuing them the offer letters.
The way you narrate makes us understand that somhow you want to inrease the number to three digit.
Im really sorry if i hurted you, but still would like to clarifyon that.
anyways I pray this shouldn't happen to any one in any company.
Thank you ffriens
Srilatha
From India, Hyderabad
Dear Lathasri,
Thank you for your comments.
The projections we have is different. And top brass expected more business for our product. The decision is taken by the management in US with the help of people back in India as to how many we need for the projects which are in pipeline. We've our own products which are still in good business. In 2006 we introduced business components for the insurance sector. It showed huge success in US markets and we decided to increase the components in different domains like health care, mutual funds, etc. And we started recruiting people. Somehow the product didn't click in the market as expected. Adding salt to the injury, dollar depreciation (But I'm happy rupee value is appreciating)started effecting bottom lines. Combining these factors, we stopped recruiting people. And in the end November decision has taken to reduce the force in India.
It took a decade for us to reach the three figure mark. Hence the excitement. My HR director is with the company since then and he has seen the highs and lows. Our director shares everything with us. How the company has evolved, how we faced Y2k problem and how people stand in the midst of difficulties. These things inspires us.
From India, Hyderabad
Thank you for your comments.
The projections we have is different. And top brass expected more business for our product. The decision is taken by the management in US with the help of people back in India as to how many we need for the projects which are in pipeline. We've our own products which are still in good business. In 2006 we introduced business components for the insurance sector. It showed huge success in US markets and we decided to increase the components in different domains like health care, mutual funds, etc. And we started recruiting people. Somehow the product didn't click in the market as expected. Adding salt to the injury, dollar depreciation (But I'm happy rupee value is appreciating)started effecting bottom lines. Combining these factors, we stopped recruiting people. And in the end November decision has taken to reduce the force in India.
It took a decade for us to reach the three figure mark. Hence the excitement. My HR director is with the company since then and he has seen the highs and lows. Our director shares everything with us. How the company has evolved, how we faced Y2k problem and how people stand in the midst of difficulties. These things inspires us.
From India, Hyderabad
Hi Subhash,
I am touched.
You all are doing a great job dear. And one should learn it from you. This is the way an associatte should be treated. They are humanbeings. We at times treat associates as commodites.
Like you I also try to make the new joinee feel at home from the very first day in the organisation. But What can we do? There are certain limitations and we have work under the strict guidelines and budgetary provisions.
Keep it up.
byomjeet mishra
From India, Delhi
I am touched.
You all are doing a great job dear. And one should learn it from you. This is the way an associatte should be treated. They are humanbeings. We at times treat associates as commodites.
Like you I also try to make the new joinee feel at home from the very first day in the organisation. But What can we do? There are certain limitations and we have work under the strict guidelines and budgetary provisions.
Keep it up.
byomjeet mishra
From India, Delhi
excellent subhash!!! its really tragic that u had to hand termination letters as soon as u gave them offer letters..but u managed it beautifully!!
keep it up!! there s really a lot for us to learn from this!!
bravo!!!kudos!!!!
From India, Hyderabad
keep it up!! there s really a lot for us to learn from this!!
bravo!!!kudos!!!!
From India, Hyderabad
Well well well, but nothing as such you did is to be appreciated.
I mean what u did is and was expected from you, and nothing to be appreciated. You should not play with their careers. You should never think what you did is something above and high, it is your duty. If you simply did hand over termination as instructed by US Management, then what the heck a HR you would have been.
You should do your duty with full dedication. And members who appreciated your act, they dont know that this is what is expected of the so called HR professional who is only in name HR and nothing else.
From India, Pune
I mean what u did is and was expected from you, and nothing to be appreciated. You should not play with their careers. You should never think what you did is something above and high, it is your duty. If you simply did hand over termination as instructed by US Management, then what the heck a HR you would have been.
You should do your duty with full dedication. And members who appreciated your act, they dont know that this is what is expected of the so called HR professional who is only in name HR and nothing else.
From India, Pune
Dear Subhash
I am really touched by the incident that u narrated in ur post. After going thru all the points, I can say that u r the right person to be in HR.
Even i have learned something from ur post for which I am thankful to u. Anyone can come across this situation, thing is how u will tackle it as HR professional.
This post has a lesson to teach all HR professionals. I am sure that ur post will come amongst top 10 posts where everyone would like to share their ideas & thoughts with u.
Thanks a lot for sharing it. I hope that all employees will get gud offers in other organisations as U r also trying for them.
Regards,
Simta
From India, Gurgaon
I am really touched by the incident that u narrated in ur post. After going thru all the points, I can say that u r the right person to be in HR.
Even i have learned something from ur post for which I am thankful to u. Anyone can come across this situation, thing is how u will tackle it as HR professional.
This post has a lesson to teach all HR professionals. I am sure that ur post will come amongst top 10 posts where everyone would like to share their ideas & thoughts with u.
Thanks a lot for sharing it. I hope that all employees will get gud offers in other organisations as U r also trying for them.
Regards,
Simta
From India, Gurgaon
Hi all,
Good news ....:D
Very HappyAlready 14 got selected. Few in final rounds of selection :D
Very Happy
I'm not able to access CiteHR from the past two days @office or even @ home. I'm happy that it's up today.
Thank you Byom. To be frank I didn't do any great thing.
You can do one thing for the new associates. If your organization won't permit you, take them for an evening snack, instead of lunch. Also you can highlight this point during one of the meetings.
Even lunch is not mandatory. You can meet them in the cafeteria. The importance of this whole exercise is to make them feel comfortable and important. And to get as much information as possible from them. I love to spend weekend with people at the same time I don't want to disturb their privacy during weekends. So the best option for me is if I miss opening day lunch. I 'll catch them while having tea or snack.
You can also think of other alternatives.
Thank you for your comments Deepthi. :D
From India, Hyderabad
Good news ....:D
Very HappyAlready 14 got selected. Few in final rounds of selection :D
Very Happy
I'm not able to access CiteHR from the past two days @office or even @ home. I'm happy that it's up today.
Thank you Byom. To be frank I didn't do any great thing.
You can do one thing for the new associates. If your organization won't permit you, take them for an evening snack, instead of lunch. Also you can highlight this point during one of the meetings.
Even lunch is not mandatory. You can meet them in the cafeteria. The importance of this whole exercise is to make them feel comfortable and important. And to get as much information as possible from them. I love to spend weekend with people at the same time I don't want to disturb their privacy during weekends. So the best option for me is if I miss opening day lunch. I 'll catch them while having tea or snack.
You can also think of other alternatives.
Thank you for your comments Deepthi. :D
From India, Hyderabad
Hi Subhash,
Wonderful job you have done.
Everywhere associates unhappy with the HR bcoz of the steps what we take on company side, but in your case they all remember you forever.
But still its quite an embrassing situation, do forward your associates technologies, we may help you certainly.
sandhya
From India, Hyderabad
Wonderful job you have done.
Everywhere associates unhappy with the HR bcoz of the steps what we take on company side, but in your case they all remember you forever.
But still its quite an embrassing situation, do forward your associates technologies, we may help you certainly.
sandhya
From India, Hyderabad
Thank you Simta and Sandhya for the helping hand.
Ravi,
Thank you for keeping me in check.
Well not even once I mentioned that I did a great job. Only thing we can proud of is the numbers. It has been reduced to 32 from 48. And I don't think many(espl. HR) will come forward and send their associates' profiles to other companies explaining the situation. If I'm wrong on this then please excuse me. One thing I always remember it's easy to pinpoint others and very easy to give suggestions. How we react when we've a situation in hand makes all the difference. Hein na? It's fortunate that I'm in the company of people who look for solutions rather than aggravating a problem.
Have a nice rest of the day.
Regards,
Subhash
From India, Hyderabad
Ravi,
Thank you for keeping me in check.
Well not even once I mentioned that I did a great job. Only thing we can proud of is the numbers. It has been reduced to 32 from 48. And I don't think many(espl. HR) will come forward and send their associates' profiles to other companies explaining the situation. If I'm wrong on this then please excuse me. One thing I always remember it's easy to pinpoint others and very easy to give suggestions. How we react when we've a situation in hand makes all the difference. Hein na? It's fortunate that I'm in the company of people who look for solutions rather than aggravating a problem.
Have a nice rest of the day.
Regards,
Subhash
From India, Hyderabad
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