Dear Sir,
I need your help. In my organization employees leave us by taking appointment letter and let us know after 2 to 3 days.
Any alternate or any solution for this.....
With regards,
Dhanya
HR Department
From India, Mumbai
4I need your help. In my organization employees leave us by taking appointment letter and let us know after 2 to 3 days.
Any alternate or any solution for this.....
With regards,
Dhanya
HR Department
From India, Mumbai
Please issue the appointment letter once they finish atleast 15 days in the company.
Normally what employees do is they negotiate their salary with some other employers on the basis of appointment letter.
Though you cant stop them going after 15 days, but maybe in 15 days time they might realise that the company is good and they might as well stick with it.
From India, Pune
Normally what employees do is they negotiate their salary with some other employers on the basis of appointment letter.
Though you cant stop them going after 15 days, but maybe in 15 days time they might realise that the company is good and they might as well stick with it.
From India, Pune
Hello Dhanya,
Apart from what Viraj mentioned [which is definitely a problem for HR], there's another aspect to it--something that pertains to you and/or your Company.
If it's a matter of 1 or 2 people behaving the way you said, it's understandable--like Viraj mentioned. But if that's becoming more of a process than a one-off situation, then maybe there could be something wrong within your Company too? Just give it a thought. If needed--depending on the seriousness of how this problem is effecting the company--you can have a brain-storming session with the concerned dept heads.
I have seen it happen in some companies--hence suggesting it to you.
Rgds,
TS
From India, Hyderabad
Apart from what Viraj mentioned [which is definitely a problem for HR], there's another aspect to it--something that pertains to you and/or your Company.
If it's a matter of 1 or 2 people behaving the way you said, it's understandable--like Viraj mentioned. But if that's becoming more of a process than a one-off situation, then maybe there could be something wrong within your Company too? Just give it a thought. If needed--depending on the seriousness of how this problem is effecting the company--you can have a brain-storming session with the concerned dept heads.
I have seen it happen in some companies--hence suggesting it to you.
Rgds,
TS
From India, Hyderabad
Dear Dhanya,
Appoitment Lr. should not be delayed. That would be unprofessional. Lac of proper induction and care for the new employees could be the real cause. Yur Compay may have to review its Recruitment Process also.
From India, Delhi
Appoitment Lr. should not be delayed. That would be unprofessional. Lac of proper induction and care for the new employees could be the real cause. Yur Compay may have to review its Recruitment Process also.
From India, Delhi
Hi I am new to HR Domain. Try to issue an Offer letter and engage in Probationary period for 3 months and issue the Appointment order after completion of initial period. Rgds Kumar.M HR exe.
From India, Visakhapatnam
From India, Visakhapatnam
Dear Dhanya The reason behind this could be many might be that the people are nat happy with the profile, or with the salary package or recruitment method needs change. Regards natasha
From India, Jamshedpur
From India, Jamshedpur
As rightly said above, people negotiate with the salary and make use of the appt letter to quote their amount outside. This has become a common mindset of people. Firstly, they shud not join if they do not agree with the salary. But in a haste they join sum company and later quit when they find a new job with higher pay.
What can be done is one can explain the positives of being with the company even though the salary is less and show them their career path. Conduct the induction properly and make them feel wanted in the company even if they have just begun. Do not issue the appointment letter quickly. Communicate to them that y u r not giving them the letter and let them know the probs u have faced after giving others the offer letter.
You cannot make delay in giving them the letter, but once they have joined, give them in the profile what they expected. If they need to learn sum more to reach to that stage, explain it to them accordingly.
You can try to do everything from your end.... but if they still leave.... u cannot do anything..
then just thank them that they left atleast within a month and dint work for so many days that they had to be given a salary.
Regards,
Ashlesha
From India, Mumbai
What can be done is one can explain the positives of being with the company even though the salary is less and show them their career path. Conduct the induction properly and make them feel wanted in the company even if they have just begun. Do not issue the appointment letter quickly. Communicate to them that y u r not giving them the letter and let them know the probs u have faced after giving others the offer letter.
You cannot make delay in giving them the letter, but once they have joined, give them in the profile what they expected. If they need to learn sum more to reach to that stage, explain it to them accordingly.
You can try to do everything from your end.... but if they still leave.... u cannot do anything..
then just thank them that they left atleast within a month and dint work for so many days that they had to be given a salary.
Regards,
Ashlesha
From India, Mumbai
Delay in issuing appointment letter is not a good practice. It is suggested that you first issue an offer letter to the candidate and get the consent from the candidate regarding the salary, designation etc offered to him. later on you can ask him to submit the reliving letter from his earlier company at the time of joining and issue the appointment letter within a period of say two weeks.
By this time you can also inquire about the person in his earlier company, which can give you an idea about his performance.
Even after all these, if the person is leaving, we need to do a some brain storming and find a solution for the same.
Prasanth
From India, Mumbai
By this time you can also inquire about the person in his earlier company, which can give you an idea about his performance.
Even after all these, if the person is leaving, we need to do a some brain storming and find a solution for the same.
Prasanth
From India, Mumbai
with out CTC details you can release an offer letter so that candidates will surly stick to your company.
From India, Hyderabad
From India, Hyderabad
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.
Company Profile.ppt
Company Profile Letter - Global Risk Management Services.pdf