Dear All,
I am working as an Asst. Manager-HR with one of the IT firm.
Here I want to decsribe a situation and will expect that you people will help me out.
Company hired a female trainee for software testing from one of the well known university of Delhi and as per the policy her training is going to be completed on 31st July 2007.When we asked her to submit her certficates she just saying that she does not have those and never submitting the same.
No2: She just emotionally balck mailing some of the senior team members.I have the information that she is having an affair with one of the team leader and she even tried to emotionally balck mail the HR manager. Just tried to go along to get along and started office politices severly. She got the attention of some of the senior team members and is having meetings with them after office . Trying to sabotage the managers and just want to inform management that she is right and she is being physically harrassed by the manager which is not the truth.
She likes to gossip with others against the managers and telling against the managers and HR persons.When questioned she soughted a lot which never seems official.
Can you suggest what can be the steps to stop her on those bad activities.She is still connected to other team members those left organisation before 3 months and is passing each and every informations to them.
Please suggest how to handle this issue.
Thanks
Dev
From India, Gurgaon
2I am working as an Asst. Manager-HR with one of the IT firm.
Here I want to decsribe a situation and will expect that you people will help me out.
Company hired a female trainee for software testing from one of the well known university of Delhi and as per the policy her training is going to be completed on 31st July 2007.When we asked her to submit her certficates she just saying that she does not have those and never submitting the same.
No2: She just emotionally balck mailing some of the senior team members.I have the information that she is having an affair with one of the team leader and she even tried to emotionally balck mail the HR manager. Just tried to go along to get along and started office politices severly. She got the attention of some of the senior team members and is having meetings with them after office . Trying to sabotage the managers and just want to inform management that she is right and she is being physically harrassed by the manager which is not the truth.
She likes to gossip with others against the managers and telling against the managers and HR persons.When questioned she soughted a lot which never seems official.
Can you suggest what can be the steps to stop her on those bad activities.She is still connected to other team members those left organisation before 3 months and is passing each and every informations to them.
Please suggest how to handle this issue.
Thanks
Dev
From India, Gurgaon
Hi,
According to the information I grasped, in my view, after the training is completed she should be evaluated by all parties. And then upon her evaluation assessment the Management should decide whether to accept her into the permanent carder or to relieve her from the company.
However I do believe that her actions should have been dealt with at the inception itself. Further when she has not submitted the required certificates she should have been warned and given a dead line for her to submit the same since company rules and regulations have to abide by all employees regardless of which category they belong to.
Cheers,
Ashra
From Sri Lanka
According to the information I grasped, in my view, after the training is completed she should be evaluated by all parties. And then upon her evaluation assessment the Management should decide whether to accept her into the permanent carder or to relieve her from the company.
However I do believe that her actions should have been dealt with at the inception itself. Further when she has not submitted the required certificates she should have been warned and given a dead line for her to submit the same since company rules and regulations have to abide by all employees regardless of which category they belong to.
Cheers,
Ashra
From Sri Lanka
Dear Dev,
Being a very strict disciplinarian, first the certificate she is supposed to submit must as some one has said, be submitted by a given date which should be reasonable. Secondly, if right in the begining she is playing emotional tricks and playing a manager against another and getting into office politics, she must be reported to the CEO or MD by the HR Head. She must be given a written warning duly signed by the HR Head. If she still eprsists, that would mean that she would never fit into your company norms so the best at that stage would be to show her the door, do not confirm her under any circumstances, let her probabtion be extended till a final decision is taken. This should be done before she is due for confirmation.
All the best
Regards.......Loveindra
Being a very strict disciplinarian, first the certificate she is supposed to submit must as some one has said, be submitted by a given date which should be reasonable. Secondly, if right in the begining she is playing emotional tricks and playing a manager against another and getting into office politics, she must be reported to the CEO or MD by the HR Head. She must be given a written warning duly signed by the HR Head. If she still eprsists, that would mean that she would never fit into your company norms so the best at that stage would be to show her the door, do not confirm her under any circumstances, let her probabtion be extended till a final decision is taken. This should be done before she is due for confirmation.
All the best
Regards.......Loveindra
Can you please tell me is she a confirmed employee...or still she is on probation(what are the clauses mentioned on the probationary report).Second important thing is whom she is reporting?Is her boss satisfied with her performance or not.After having all these informations from your side, I can suggest you future course of action.
Regards
Khurram Lodhi.
From Pakistan, Lahore
Regards
Khurram Lodhi.
From Pakistan, Lahore
Dear Mr. Dev,
The HR dept. is the custodian of code of Discipline in any organisation. First thing, HR dept. should verified her academic & other certificates before taken her into employment.
If she completing her training period by end of this month, you have enough time in hand to handle her.
1. Give letter in writing to submit the required certificates.
2. If she passing co. information outsiders. Give stunt oral/written Warning for not to share any info in future.
3. If you find , she is troublemaker to HR dept. means ultimate to organisation. Best thing to abdon her services after end of training period. for non-performance.
regs,
Bhushan Dahanukar
From India, Mumbai
The HR dept. is the custodian of code of Discipline in any organisation. First thing, HR dept. should verified her academic & other certificates before taken her into employment.
If she completing her training period by end of this month, you have enough time in hand to handle her.
1. Give letter in writing to submit the required certificates.
2. If she passing co. information outsiders. Give stunt oral/written Warning for not to share any info in future.
3. If you find , she is troublemaker to HR dept. means ultimate to organisation. Best thing to abdon her services after end of training period. for non-performance.
regs,
Bhushan Dahanukar
From India, Mumbai
Dear Mr. Chadha,
I am really thankful for your suggestions.may i have your e-mail id so that I can tell you more on this situation and I hope with your guidance I can be able to get out of this sabotaging situation.The employee is a female candidate hence it seems tough to deal with. Why she is not submitting her B. tech mark sheets/certificates? the reason as I know from one my source is she has around 6 papers back in her B.Tech and she does not want to disclose the same as she already told the seniors that she has a good career.More painful is she is using emotional tricks to get in to the corporate ladder. As I told she has a bad unethical relationship with one of her team lead who left the company before one month.When I know about the relationship it was too late and the TL was not with the company.Then her emotional tricks got the attention of two of the other senior developers those are important to the company and I can't shake them.Now please advise how can I shake this trainee. She is saying if I will shake her she can open the relationship with the Managers and will pull him in to broad daylight the HRM is never faulty but, It may be possible the management will listen her words as she is a female and having close attachment with two of the seniors and they can take her side as they are emotionally blackmailed and captured by her.
Kindly suggest me ,I want to shake her because a small fish in a pond is affected by any diseases may spread the same diseases to other fishes and at last the pond can be called as pond of worthless fishes.
I will request all of you to help me to take decession.
Thanks
Dev
From India, Gurgaon
I am really thankful for your suggestions.may i have your e-mail id so that I can tell you more on this situation and I hope with your guidance I can be able to get out of this sabotaging situation.The employee is a female candidate hence it seems tough to deal with. Why she is not submitting her B. tech mark sheets/certificates? the reason as I know from one my source is she has around 6 papers back in her B.Tech and she does not want to disclose the same as she already told the seniors that she has a good career.More painful is she is using emotional tricks to get in to the corporate ladder. As I told she has a bad unethical relationship with one of her team lead who left the company before one month.When I know about the relationship it was too late and the TL was not with the company.Then her emotional tricks got the attention of two of the other senior developers those are important to the company and I can't shake them.Now please advise how can I shake this trainee. She is saying if I will shake her she can open the relationship with the Managers and will pull him in to broad daylight the HRM is never faulty but, It may be possible the management will listen her words as she is a female and having close attachment with two of the seniors and they can take her side as they are emotionally blackmailed and captured by her.
Kindly suggest me ,I want to shake her because a small fish in a pond is affected by any diseases may spread the same diseases to other fishes and at last the pond can be called as pond of worthless fishes.
I will request all of you to help me to take decession.
Thanks
Dev
From India, Gurgaon
Hi,
She is a trainee, and she is supposed to submit her Mark sheets and certificates which she is saying that she submitted the same somewhere else and as per one of the source I came to know that she has 6 back papers pending.That may be the reason she is not submitting those certificates.
She is reporting to her Team lead and if we will ask for feedback no doubt the TL will give positive feedback as she used some emotional trikes and the TL is emotionally captured by her.
She is someone who created the politics first in the company.
She do passes company matters to others outside the company (who left the co before some months).
She has no ethics and culture.
Suggest me what can be the best way to deal with this situation.
Thanks
dev
From India, Gurgaon
She is a trainee, and she is supposed to submit her Mark sheets and certificates which she is saying that she submitted the same somewhere else and as per one of the source I came to know that she has 6 back papers pending.That may be the reason she is not submitting those certificates.
She is reporting to her Team lead and if we will ask for feedback no doubt the TL will give positive feedback as she used some emotional trikes and the TL is emotionally captured by her.
She is someone who created the politics first in the company.
She do passes company matters to others outside the company (who left the co before some months).
She has no ethics and culture.
Suggest me what can be the best way to deal with this situation.
Thanks
dev
From India, Gurgaon
Dear Dev,
I feel you are more worried from that lady.
You strongly feel that she has not given final exams/ or paper was pending. What was she written in application form while joined the employment. If she gives false information, your company can terminate the services without any hesistation. Also, explain the facts your HR manager and her Team Leader.
you shouldnot wait in this case. Nothing will happen, someone else will come in her place.
For further guidance, you can write to me
regs,
Bhushan Dahanukar
From India, Mumbai
I feel you are more worried from that lady.
You strongly feel that she has not given final exams/ or paper was pending. What was she written in application form while joined the employment. If she gives false information, your company can terminate the services without any hesistation. Also, explain the facts your HR manager and her Team Leader.
you shouldnot wait in this case. Nothing will happen, someone else will come in her place.
For further guidance, you can write to me
regs,
Bhushan Dahanukar
From India, Mumbai
Dev
I don't understand what the organization is going to get by keeping such trainees in the role. Using the respective clause of her appointment order ,weed her out.Weeding is the responsiblity of HR professionals like us to keep the organization healthy. Just give a plain discontinuance order and never use the words like dismissal ,termination etc. Just mail me if you want the draft letter.
MSV
I don't understand what the organization is going to get by keeping such trainees in the role. Using the respective clause of her appointment order ,weed her out.Weeding is the responsiblity of HR professionals like us to keep the organization healthy. Just give a plain discontinuance order and never use the words like dismissal ,termination etc. Just mail me if you want the draft letter.
MSV
In my opinion, she should never have been allowed to report for work without the proper certifications. When she was permitted to join the team without verification of her credentials, she felt as though she had a special privilege. To protect herself, she began an affair (affairs?) with members of the team to insulate her from criticism and ultimately discipline.
I would recommend that you confirm the suspicions with the Team Leader and HR manager, as well as the former employees with whom she is still in contact to determine the type of information she is disseminating, before you approach the trainee. If the parties involved validate your suspicions, you can then approach her with facts rather than fiction.
I also recommend that you give her an opportunity to resign (less stressful and eliminates legal problems in the future), before you take disciplinary action Point out that her conduct is inappropriate and disruptive to the organization. The the culture of the company is teamwork not dissention and chaos, enumerating her actions during and after office hours. Do not be swayed by her arguments that off duty time is personal time - that may be true in most situations, but when it involves, or has the potential to involve project efficiency and smooth interaction of team members, then it is a concern for the company.
Be sure you have a file of documentation as well as notes from your meeting with her. You may need them in the future.
PALADIN
From United States,
I would recommend that you confirm the suspicions with the Team Leader and HR manager, as well as the former employees with whom she is still in contact to determine the type of information she is disseminating, before you approach the trainee. If the parties involved validate your suspicions, you can then approach her with facts rather than fiction.
I also recommend that you give her an opportunity to resign (less stressful and eliminates legal problems in the future), before you take disciplinary action Point out that her conduct is inappropriate and disruptive to the organization. The the culture of the company is teamwork not dissention and chaos, enumerating her actions during and after office hours. Do not be swayed by her arguments that off duty time is personal time - that may be true in most situations, but when it involves, or has the potential to involve project efficiency and smooth interaction of team members, then it is a concern for the company.
Be sure you have a file of documentation as well as notes from your meeting with her. You may need them in the future.
PALADIN
From United States,
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