Dear Senior/HR professionals, In our organization we are facing a problem very frequently nowadays. Whenever someone joins an organization, he/she take leaves for a day or two, reasons always seem to be very genuine such as fever, got a minor accident, a family member got sick etc.
Being into HR it is really bothering me as to why it's happening. when these guys and gals are on such leaves they even don't pick the call. It again projects their poor image in front of management and operations people. What do you all think on the same. what could be the reasons behind this and is it happening all around?
pls share your views on the same.
thanks!
From India, New Delhi
5Being into HR it is really bothering me as to why it's happening. when these guys and gals are on such leaves they even don't pick the call. It again projects their poor image in front of management and operations people. What do you all think on the same. what could be the reasons behind this and is it happening all around?
pls share your views on the same.
thanks!
From India, New Delhi
Dear Neesu Sharma,
From your post it appears that:
a) The newly appointed staffs are unable to get along with the culture of your company.
b) while recruiting check their seriousness. Probably the candidates must be keeping one or two other offers in their sleeves. When they find that they are not so amenable to the culture of your company, they just quit.
To find out solutions, please analyse the statistics of the exited candidates at short period. Find out whether any pattern emerges. Secondly, what about the managers? Are they insensitive to the newly recruited staffs? You need to counsel them too.
Find out the cost of recruitment and cost of exit of employees in short period. Circulate these figures to all the managers. This may change their attitude as they will come to know the cost of their insensitive attitude (provided if this is the reason).
Do you give induction training to the newly joined employees? If yes then tell the candidates who join that their career plan will be made and they will be trained or groomed to hold higher positions effectively.
Ok...
Dinesh V Divekar
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
From your post it appears that:
a) The newly appointed staffs are unable to get along with the culture of your company.
b) while recruiting check their seriousness. Probably the candidates must be keeping one or two other offers in their sleeves. When they find that they are not so amenable to the culture of your company, they just quit.
To find out solutions, please analyse the statistics of the exited candidates at short period. Find out whether any pattern emerges. Secondly, what about the managers? Are they insensitive to the newly recruited staffs? You need to counsel them too.
Find out the cost of recruitment and cost of exit of employees in short period. Circulate these figures to all the managers. This may change their attitude as they will come to know the cost of their insensitive attitude (provided if this is the reason).
Do you give induction training to the newly joined employees? If yes then tell the candidates who join that their career plan will be made and they will be trained or groomed to hold higher positions effectively.
Ok...
Dinesh V Divekar
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
Hi
Let me know if we can do round of assessment and orientation ...see through people & culture process.
Have resolved many such strange challenges with proven tools & approaches.
From India, Bangalore
Let me know if we can do round of assessment and orientation ...see through people & culture process.
Have resolved many such strange challenges with proven tools & approaches.
From India, Bangalore
In the circumstances mentioned by you, I think you may have the need to review the work culture, working environments, motivational factors, work standards, work load with each employee, and salary structure available in your company, as compared to the other similar organizations.
You may also like to go through some employee retention tips at the following link:
Ten Employee Retention Tips
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
You may also like to go through some employee retention tips at the following link:
Ten Employee Retention Tips
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
Treat such instances on case to case basis....Leave Without Pay or marking the concerned employees "Absent".....are two tools you may like to use.
There may be a variety of reasons why people do this. You will have to dig deep to find out the real reasons.
Vasant Nair
From India, Mumbai
There may be a variety of reasons why people do this. You will have to dig deep to find out the real reasons.
Vasant Nair
From India, Mumbai
Dear Madam,
Mr Dinesh has right pointed out the issue is the cultural change.
I would like to add one imprortant point, that whenever a person joins a new company (S)he always knows that the new place would be different than the previous one.
What (s)he requires is some one whom they can rely on in the initial phase of their transition (a person who can help out in small things like what is expected out of them, who's who in the company, documentation work etc.)
My suggestion would be to focus on the Socialization Process when more keenness and assign a mentor or guide to the new joinee.
Also an introduction to all in the Department and Key people in the location would act as a key booster in their moral.
This won't take much time and no extra cost.
Regards,
Rajiv Vohra
Consultant
9637008019
From India, Mumbai
Mr Dinesh has right pointed out the issue is the cultural change.
I would like to add one imprortant point, that whenever a person joins a new company (S)he always knows that the new place would be different than the previous one.
What (s)he requires is some one whom they can rely on in the initial phase of their transition (a person who can help out in small things like what is expected out of them, who's who in the company, documentation work etc.)
My suggestion would be to focus on the Socialization Process when more keenness and assign a mentor or guide to the new joinee.
Also an introduction to all in the Department and Key people in the location would act as a key booster in their moral.
This won't take much time and no extra cost.
Regards,
Rajiv Vohra
Consultant
9637008019
From India, Mumbai
i really agree with rajeev because now i am working as the Unit manager in a hospital. Basically i am a MBA Marketing graduate and i don,t know any thing about Hospital Administration. I can't sleep for three days after my joining. I really want to escape somehow. I cannot find a person whom i can rely and share my feelings.. but only i am serious about my career i stick on and manage all those hazards and now become the manager here.
From India, Bangalore
From India, Bangalore
Hi,
First of all, i thank all the above contributors. However, I need more information before I can think why the situation exists.
Do the people that go off sick return to employment? If so, after what duaration of absence? How do they perform after returning to work? What percentage of new starters are involved. For example, I know a doctor who started her work at a new place who became ill and was off sick the next day after she started.
Sorry, I am used to asking questions rather than giving explanations based on half knowledge.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
First of all, i thank all the above contributors. However, I need more information before I can think why the situation exists.
Do the people that go off sick return to employment? If so, after what duaration of absence? How do they perform after returning to work? What percentage of new starters are involved. For example, I know a doctor who started her work at a new place who became ill and was off sick the next day after she started.
Sorry, I am used to asking questions rather than giving explanations based on half knowledge.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Dear Mr Rajiv Vohra,
I did not suggest the Mentoring activity because to institute mentoring programme, it requires lot of organisational maturity. The way this post is written, it does not give semblance of organisational maturity, hence I did not recommend that solution.
One more solution I can suggest is that stabilisation of systems and processes. If the systems and processes are not there, there is no clarity of job. In such case solution of socialisation that you have recommended, whether it will work or not remains to be seen.
Thanks,
Dinesh V Divekar
Dear Madam,
Mr Dinesh has right pointed out the issue is the cultural change.
I would like to add one imprortant point, that whenever a person joins a new company (S)he always knows that the new place would be different than the previous one.
What (s)he requires is some one whom they can rely on in the initial phase of their transition (a person who can help out in small things like what is expected out of them, who's who in the company, documentation work etc.)
My suggestion would be to focus on the Socialization Process when more keenness and assign a mentor or guide to the new joinee.
Also an introduction to all in the Department and Key people in the location would act as a key booster in their moral.
This won't take much time and no extra cost.
Regards,
Rajiv Vohra
Consultant
9637008019[/QUOTE]
From India, Bangalore
I did not suggest the Mentoring activity because to institute mentoring programme, it requires lot of organisational maturity. The way this post is written, it does not give semblance of organisational maturity, hence I did not recommend that solution.
One more solution I can suggest is that stabilisation of systems and processes. If the systems and processes are not there, there is no clarity of job. In such case solution of socialisation that you have recommended, whether it will work or not remains to be seen.
Thanks,
Dinesh V Divekar
Dear Madam,
Mr Dinesh has right pointed out the issue is the cultural change.
I would like to add one imprortant point, that whenever a person joins a new company (S)he always knows that the new place would be different than the previous one.
What (s)he requires is some one whom they can rely on in the initial phase of their transition (a person who can help out in small things like what is expected out of them, who's who in the company, documentation work etc.)
My suggestion would be to focus on the Socialization Process when more keenness and assign a mentor or guide to the new joinee.
Also an introduction to all in the Department and Key people in the location would act as a key booster in their moral.
This won't take much time and no extra cost.
Regards,
Rajiv Vohra
Consultant
9637008019[/QUOTE]
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Leaves on Vote Cast Day.zip
10-rules-for-a- good-day-header _412.gif
MAKE IT A GREAT DAY!!.ppt