Hi Buddies
In the companies I worked, the leaving employees are treated fairly and the settlements are made on time as they pretty well know that "Leaving employees are the best ambassadors of the company". Hence it largely depends on the HR department that is functioning in the company. Moreover in most of the companies, in case of F&F settlements, the clearance certificate alone will be given by HR department to Finance and only from Finance Department, the F&F cheque will be sent to the resigned employee. The HR person who looks after the separation process may expedite the same by closely following it up with finance department.
To overcome this issue, we can have the feed back of ex employees on the Separation/F&F settlement processes through questionnaire by mail and take necessary corrective action.
As expressed by fellow HR fraternity, HR should take a lead role in this.
Thanks & Regards
Kalyan R
From India, Madras
13In the companies I worked, the leaving employees are treated fairly and the settlements are made on time as they pretty well know that "Leaving employees are the best ambassadors of the company". Hence it largely depends on the HR department that is functioning in the company. Moreover in most of the companies, in case of F&F settlements, the clearance certificate alone will be given by HR department to Finance and only from Finance Department, the F&F cheque will be sent to the resigned employee. The HR person who looks after the separation process may expedite the same by closely following it up with finance department.
To overcome this issue, we can have the feed back of ex employees on the Separation/F&F settlement processes through questionnaire by mail and take necessary corrective action.
As expressed by fellow HR fraternity, HR should take a lead role in this.
Thanks & Regards
Kalyan R
From India, Madras
Hi,
It's really good to see such an useful conversation where in every one got a new point to be added ,i do agree with archana ,but also would like to say that its not always with -HR & finance but, some times with in HR. I have seen cases with in a comapny where in if HR has a good rapo with the employee his F&F was done in time and if he is just like any other employee it took more than a month and with some cases it was actually more than 2 months. I was surprised and was unable to undersatnd why this variation? and what would a HR get by delaying the F&F settlement.One day they would also leave the org and why don't they think that their juniors would learn from them and would follow the same culture.
Guys Its not that for name sake i gave my opininon ,it really happened and I being a HR was asked by the other HR in the same dept that why is it so ?by doing so the Senior HR is not only delaying the work but also been critisised by his own dept .people.
Regards
Javaji
From India, Hyderabad
It's really good to see such an useful conversation where in every one got a new point to be added ,i do agree with archana ,but also would like to say that its not always with -HR & finance but, some times with in HR. I have seen cases with in a comapny where in if HR has a good rapo with the employee his F&F was done in time and if he is just like any other employee it took more than a month and with some cases it was actually more than 2 months. I was surprised and was unable to undersatnd why this variation? and what would a HR get by delaying the F&F settlement.One day they would also leave the org and why don't they think that their juniors would learn from them and would follow the same culture.
Guys Its not that for name sake i gave my opininon ,it really happened and I being a HR was asked by the other HR in the same dept that why is it so ?by doing so the Senior HR is not only delaying the work but also been critisised by his own dept .people.
Regards
Javaji
From India, Hyderabad
Dear All,
Though we are HR professionals, we are also employees. And as an employee what do we expect if we leave the organization, simple.... clearance of all dues and payment on the day we leave.
Similarly, we should be sensible enough to fasten the process and ensure the the leaving employee gets all his dues (apart from PF/Gratuity etc.) on the day he leaves, or atleast within 2-3 days of his leaving.
Objectivity and fairness in the processes is the prime responsibility of HR and in any case we need to put all our efforts.
The outgoing employee should leave the organization with happiness and good response, as they would be the ambasadors of the organization they are leaving.
I remember, in one of previous employments were were even thinking to send company's quarterly news magazine to left employees' residence, so they feel proud of the oraganization they have worked, and can always spread the good things about the company.
So far as the influence of other personalities in the organization is concerned, except for some really valid techinical reasons, HR should be strong enough not to allow unwanted influence for baseless reasons.
Jayesh Naik
From India, Vadodara
Though we are HR professionals, we are also employees. And as an employee what do we expect if we leave the organization, simple.... clearance of all dues and payment on the day we leave.
Similarly, we should be sensible enough to fasten the process and ensure the the leaving employee gets all his dues (apart from PF/Gratuity etc.) on the day he leaves, or atleast within 2-3 days of his leaving.
Objectivity and fairness in the processes is the prime responsibility of HR and in any case we need to put all our efforts.
The outgoing employee should leave the organization with happiness and good response, as they would be the ambasadors of the organization they are leaving.
I remember, in one of previous employments were were even thinking to send company's quarterly news magazine to left employees' residence, so they feel proud of the oraganization they have worked, and can always spread the good things about the company.
So far as the influence of other personalities in the organization is concerned, except for some really valid techinical reasons, HR should be strong enough not to allow unwanted influence for baseless reasons.
Jayesh Naik
From India, Vadodara
Cos Clearing d dues is also one of d work...
I think there should be a proper System wid a TATs / deadlines defined... n also the Committment... to do the task with all the heart...
Its harsh, rude... n cheap but its d truth... that most of times not just the HRs but even other entities in the orgnization develop some kind of Bias or
or lethargic attitude towards d employee.... which should not be happening... !!
I feel people should develp a feeling of working for the business b'cos each process contributes towards d growth of the busines.... in so many ways... !!
HRs n the Management of d Orgn should never forget that people carry their Experiences n Memories.... n d feeling of How You made them feel.... ??
From India, Mumbai
I think there should be a proper System wid a TATs / deadlines defined... n also the Committment... to do the task with all the heart...
Its harsh, rude... n cheap but its d truth... that most of times not just the HRs but even other entities in the orgnization develop some kind of Bias or
or lethargic attitude towards d employee.... which should not be happening... !!
I feel people should develp a feeling of working for the business b'cos each process contributes towards d growth of the busines.... in so many ways... !!
HRs n the Management of d Orgn should never forget that people carry their Experiences n Memories.... n d feeling of How You made them feel.... ??
From India, Mumbai
Hi Friends !
I hope the original post is read as a case / incedent specific to an organisation or unit of organisation or individuals; and that the content of the post will not be generalized.
There are black pages (unethical / unexpected attitude) in medical profession, legal profession even in armed forces. Someone has tried to show that HR too has such individual. I agree that there are some individuals in HR who fail to give priority to clearing the dues of employees who exit. But it can not be generalised.
While I have experience both the sides, once I was handed over my cheque at 5.30 pm on the last day of my employment of one organisation and in the second case I had to wait for 6 months without any reason. In our organisation, we treat the F & F on priority basis and clear them at the earlies. Here, I must add that there are a sharp decline in number of employees leaving smoothly. Some just quit without intimating, some put in there papers and just vanish without serving notice pay. Most organisation follow the practice of NO DUE CERTIFICATE for clearing the F & F, which now a days is becoming problem. You all will agree that accounts section will not release payment without No Due Certificate.
As far as Ravi's views are concerned, he has had great success in getting amazing attention by showing negative side of HR all the time. :) No surprises after going through Ravi's post.
- Hiten Parekh
From India, New Delhi
I hope the original post is read as a case / incedent specific to an organisation or unit of organisation or individuals; and that the content of the post will not be generalized.
There are black pages (unethical / unexpected attitude) in medical profession, legal profession even in armed forces. Someone has tried to show that HR too has such individual. I agree that there are some individuals in HR who fail to give priority to clearing the dues of employees who exit. But it can not be generalised.
While I have experience both the sides, once I was handed over my cheque at 5.30 pm on the last day of my employment of one organisation and in the second case I had to wait for 6 months without any reason. In our organisation, we treat the F & F on priority basis and clear them at the earlies. Here, I must add that there are a sharp decline in number of employees leaving smoothly. Some just quit without intimating, some put in there papers and just vanish without serving notice pay. Most organisation follow the practice of NO DUE CERTIFICATE for clearing the F & F, which now a days is becoming problem. You all will agree that accounts section will not release payment without No Due Certificate.
As far as Ravi's views are concerned, he has had great success in getting amazing attention by showing negative side of HR all the time. :) No surprises after going through Ravi's post.
- Hiten Parekh
From India, New Delhi
Dear All,
Very interesting topic. I have been going through all the views from various people.
i would like to share few things on this topic.
First of all everyone should understand that HR is also a part of the organisation( though it is important one)and it has to depand on other departments for certain processes. sometimes work may be delaid due other dept workload or other reasons.
ofcourse every profession will have truly lethergic ones to spoil the whole profession.
if anybody have bad experiences with such people, please blame the individual not the profession.
Finally, as for as this topic concern, HR's reponce depends on the way employees exit from the organisation.
Please correct me if i am wrong.
Regards
Anil
From India, Hyderabad
Very interesting topic. I have been going through all the views from various people.
i would like to share few things on this topic.
First of all everyone should understand that HR is also a part of the organisation( though it is important one)and it has to depand on other departments for certain processes. sometimes work may be delaid due other dept workload or other reasons.
ofcourse every profession will have truly lethergic ones to spoil the whole profession.
if anybody have bad experiences with such people, please blame the individual not the profession.
Finally, as for as this topic concern, HR's reponce depends on the way employees exit from the organisation.
Please correct me if i am wrong.
Regards
Anil
From India, Hyderabad
Dear friend,
I agree with you that all left emp. r ur future prospect.
we must treat with very politly & sofisticated so that emp. so that emp. think that HR dept. was so good comprison to new orz.
at last it's all about ur behaviour & attitute that is counted.
From India, Bangalore
I agree with you that all left emp. r ur future prospect.
we must treat with very politly & sofisticated so that emp. so that emp. think that HR dept. was so good comprison to new orz.
at last it's all about ur behaviour & attitute that is counted.
From India, Bangalore
Hi,
well after seeing views of so many people on this issue, i would say that sometimes we do come across such situations, when the employee informs and leaves the company then we are polite with him, because he has given time to handover all the works, and if the employee comes and says within a day or two he needs to be relieved then i think the management or the HR dept. does not see it a good sign. this is where the employee feel that HR dept. is acting in a weird manner, but imagine the position of the company, if that employee is leaving the project midway and going out. otherwise i dont' see that anytime HR behaves badly with any employee.
HR is the support for all the employees, everyone comes to it looking for some help. and yes surely we handly A to Z of employees. hope employees understand that HR is for them and cooperate with HR. I have seen so many employees leaving the projects midway and going, without informing or giving the notice period, then obviously i have not given them any experience letter or settlement, we have put cases on them. yeah those who informed and left, we have never illtreated them. management also cooperates, only thing is the way u put forth to management about the job leaving reasons of the particular employee and his association.
regards.
sadhana
From India, Delhi
well after seeing views of so many people on this issue, i would say that sometimes we do come across such situations, when the employee informs and leaves the company then we are polite with him, because he has given time to handover all the works, and if the employee comes and says within a day or two he needs to be relieved then i think the management or the HR dept. does not see it a good sign. this is where the employee feel that HR dept. is acting in a weird manner, but imagine the position of the company, if that employee is leaving the project midway and going out. otherwise i dont' see that anytime HR behaves badly with any employee.
HR is the support for all the employees, everyone comes to it looking for some help. and yes surely we handly A to Z of employees. hope employees understand that HR is for them and cooperate with HR. I have seen so many employees leaving the projects midway and going, without informing or giving the notice period, then obviously i have not given them any experience letter or settlement, we have put cases on them. yeah those who informed and left, we have never illtreated them. management also cooperates, only thing is the way u put forth to management about the job leaving reasons of the particular employee and his association.
regards.
sadhana
From India, Delhi
Dear Ravi,Hi , i was going through this session , its seems you had a bad experience with hr before , but its not always happens . Since i am a Sr. Executive Hr who is taking care of full and final and employee separation formalities . We being in HR understand the importance that when ever any employee left , he expect that his or hr clearance formalities is done smoothly . The delay happens due to so many ways .1) If the person have not paid notice period any his f& f comes as negative we wait for the gratuity amt to come from if he has completed five years or more .2) Sometimes if happens that they donot submitt the Medical Lta bills on time , we do follow up reqularly even if the employee left asking for their bills . Even if we submitt the f& f statement in accounts , they inturn have certain obligation that without proper supporting they will not process futher .3) Sometimes we do even deposit their cheques in their personal accounts.4) Sometimes the delay occured both from IT and the employees himself as at the time of leaving they do not provide the supoorting documents for calculating their IT as we also thing that in case if they provide the releavnt documents their maximum tax amount can be save.So their are lots of reasons of getting delay in their payments . But yes being in Hr we should be sentible on terms , that when any person who left the organisation should not leave on a bad note and try to smoothen the process as faster we can
Gopi,
Thank you for such a nice posting, which is very important for all of us in HR.
Following are the inputs best of my knowledge:
- Majorly this happens in bigger organizations because of poor Process & Task
Management
- Person responsible (Ex: HR Head for bigger organization, Sr. Mgmt in small
organizations, etc.) should have a check on this with team once in a month
- In bigger organizations, the person responsible for processing F&F will be with 1 to
2yrs of experience, who needs proper coaching on the importance of on-
time F&F process.
- Bigger organizations should have a proper HR System and check on details for SLA
slipped cases to fine tune the process
- Most of the smallsize organizations finish major formalities by last day, only the
F&F statement and Form 16, they’ll have to ensure of sending on-time.
- F&F will be stopped only in the case of employee not completing exit formalities
On lighter side – If you ask HR Head of any bigger organization, where such problem exist. The response could be… J..
“Ya, I understand. You know, my plate is filled with priorities, however it’s in my radar screen and we’ll fix it fast”
Cheers,
Pradeep
From India, Hyderabad
Thank you for such a nice posting, which is very important for all of us in HR.
Following are the inputs best of my knowledge:
- Majorly this happens in bigger organizations because of poor Process & Task
Management
- Person responsible (Ex: HR Head for bigger organization, Sr. Mgmt in small
organizations, etc.) should have a check on this with team once in a month
- In bigger organizations, the person responsible for processing F&F will be with 1 to
2yrs of experience, who needs proper coaching on the importance of on-
time F&F process.
- Bigger organizations should have a proper HR System and check on details for SLA
slipped cases to fine tune the process
- Most of the smallsize organizations finish major formalities by last day, only the
F&F statement and Form 16, they’ll have to ensure of sending on-time.
- F&F will be stopped only in the case of employee not completing exit formalities
On lighter side – If you ask HR Head of any bigger organization, where such problem exist. The response could be… J..
“Ya, I understand. You know, my plate is filled with priorities, however it’s in my radar screen and we’ll fix it fast”
Cheers,
Pradeep
From India, Hyderabad
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