Hi Sneha,
I can understand your concern because a couple of years back my company faced a similar situation.Attrition is certain departments reached as much as 28%.But,the situation has changed now and we have a very modest attrition level now.I will come to the policy changes which brought about this change later.I will define the problem first.
People were leaving wihin a few months after joining,in some cases a few days after joining.This was happening despite the fact that
the company paying a top line salary(at least to some employees as policy wise they can pay high).I will just add that my company is a product company with 1000+ employees.There were 2 major resaons behind the high attrition
(i)The comany was not maintaining parity of the salary of people joining from service companies,gov companies(DRDO,ISRO) with existing employees.This is because their current salaries were much lesse than our salaries.So,the company was recruiting them with some hike but still it was way behind our salary scales.In other words they were made to join in junior positions.This was creating a problem as many in the HR department were shortsighted and they were looking at immediate benifit.
(ii)Employee satisfaction for employee benefits was properly not taken care off.
Now the salarie scales have been rationalised and the company actively tries to maintain parity.Employee satisfaction surveys are done regurlary and employee concerns are actively solved.This has solved the problem to a large extent.
I agree that employee misbehaviour should be sternly dealt with,but I think the root of the problem lies with the organisation and therein also lies the solution.
I can understand your concern because a couple of years back my company faced a similar situation.Attrition is certain departments reached as much as 28%.But,the situation has changed now and we have a very modest attrition level now.I will come to the policy changes which brought about this change later.I will define the problem first.
People were leaving wihin a few months after joining,in some cases a few days after joining.This was happening despite the fact that
the company paying a top line salary(at least to some employees as policy wise they can pay high).I will just add that my company is a product company with 1000+ employees.There were 2 major resaons behind the high attrition
(i)The comany was not maintaining parity of the salary of people joining from service companies,gov companies(DRDO,ISRO) with existing employees.This is because their current salaries were much lesse than our salaries.So,the company was recruiting them with some hike but still it was way behind our salary scales.In other words they were made to join in junior positions.This was creating a problem as many in the HR department were shortsighted and they were looking at immediate benifit.
(ii)Employee satisfaction for employee benefits was properly not taken care off.
Now the salarie scales have been rationalised and the company actively tries to maintain parity.Employee satisfaction surveys are done regurlary and employee concerns are actively solved.This has solved the problem to a large extent.
I agree that employee misbehaviour should be sternly dealt with,but I think the root of the problem lies with the organisation and therein also lies the solution.
Hi Friends,
I understand the pain taken in recruitment now we need to understand that things are changing constantly what we learned a year before is not relevant now. In this environment we have to see to that we see to that we spend our valuable time in remodeling ourselves to fit for the same.
Now there is no need for emotional decisions required and more over its hardly a waste of time and Resource. You just need to understand why they left. If you have done it already just forget the rest. See you addressed properly by a prospective employee on the new learning during the recruitment.
I have come across the companies which has over 134% of attrition where HR has no role to play other than recruitment and not even has time to breath. Thing about such people you are blessed.
We need to listen to people to resolve these challenges and also make them understand that hopping will not help them always. If they are noticed in the right time and addressed properly more problems are solved.
The Employee Relations team has to be very efficient and dynamic than the HR operations team. That is need for the hour.
Regards
Veejay
From India, Coimbatore
7I understand the pain taken in recruitment now we need to understand that things are changing constantly what we learned a year before is not relevant now. In this environment we have to see to that we see to that we spend our valuable time in remodeling ourselves to fit for the same.
Now there is no need for emotional decisions required and more over its hardly a waste of time and Resource. You just need to understand why they left. If you have done it already just forget the rest. See you addressed properly by a prospective employee on the new learning during the recruitment.
I have come across the companies which has over 134% of attrition where HR has no role to play other than recruitment and not even has time to breath. Thing about such people you are blessed.
We need to listen to people to resolve these challenges and also make them understand that hopping will not help them always. If they are noticed in the right time and addressed properly more problems are solved.
The Employee Relations team has to be very efficient and dynamic than the HR operations team. That is need for the hour.
Regards
Veejay
From India, Coimbatore
Dear,
some points which can be helpful...
1. check the candidates past record.
2. before give offer letter do reference check ( very important )
3. ask for relieving letter b'cos some people take leave for existing company and join an organization if they don't find it fit for them they just disappear without any information
Taruna
some points which can be helpful...
1. check the candidates past record.
2. before give offer letter do reference check ( very important )
3. ask for relieving letter b'cos some people take leave for existing company and join an organization if they don't find it fit for them they just disappear without any information
Taruna
Hi all,
I am an employee and I am facing a similar problem from my employer. I would like to put my point before this forum and would request them to suggest some ways to me.
I was employed by a multi national company nearly 8 months back and I joined it because of its name though I was having other much better offers in my hand at that time.
After the induction program was over I was deployed in a project whose timings were from 1 PM to 11 PM. Co-incidently during the same duration my wife was ill and was even admitted to the hospital for couple of days.
Since it was not communicated to me earlier that I would have to work on odd timings in the project, I talked to my manager about shifting me to some other project to which he replied that since I was recruited for this project only I will have to work here only.
Though he said that after some time the project will run at usual timings (9-6) and I will not be facing any problem but I was not able to believe him as the statement was conditional (may or may not) and I was already stressed due to my wife's illness
Because of the following reasons I started developing a feeling that why not leave the company and go ahead with other offer which was due to expire in a week's time.
1. I was not intimated about the odd timings of the project.
2. I joined the company because of the name and good work but the project I was put into was not good enough to give me an opportunity to explore my skills
3. My wife's illness.
4. The other offer was higher than the current offer, still I joined this company for its name but all went in vain.
I had to decide quick, The same day I reported to my manager that I will not be able to continue and please consider my employment as terminated. I even formally resigned the same day.
But now after such a long duration I received a letter from the company asking a claim for Rs 100,000 and salary in lieu of notice period.
I can pay them the notice period but claim is a huge amount.
No offense but could you guys suggest me how to settle this matter.
Regards
Rahul
I am an employee and I am facing a similar problem from my employer. I would like to put my point before this forum and would request them to suggest some ways to me.
I was employed by a multi national company nearly 8 months back and I joined it because of its name though I was having other much better offers in my hand at that time.
After the induction program was over I was deployed in a project whose timings were from 1 PM to 11 PM. Co-incidently during the same duration my wife was ill and was even admitted to the hospital for couple of days.
Since it was not communicated to me earlier that I would have to work on odd timings in the project, I talked to my manager about shifting me to some other project to which he replied that since I was recruited for this project only I will have to work here only.
Though he said that after some time the project will run at usual timings (9-6) and I will not be facing any problem but I was not able to believe him as the statement was conditional (may or may not) and I was already stressed due to my wife's illness
Because of the following reasons I started developing a feeling that why not leave the company and go ahead with other offer which was due to expire in a week's time.
1. I was not intimated about the odd timings of the project.
2. I joined the company because of the name and good work but the project I was put into was not good enough to give me an opportunity to explore my skills
3. My wife's illness.
4. The other offer was higher than the current offer, still I joined this company for its name but all went in vain.
I had to decide quick, The same day I reported to my manager that I will not be able to continue and please consider my employment as terminated. I even formally resigned the same day.
But now after such a long duration I received a letter from the company asking a claim for Rs 100,000 and salary in lieu of notice period.
I can pay them the notice period but claim is a huge amount.
No offense but could you guys suggest me how to settle this matter.
Regards
Rahul
No, I do not have any resignation acceptance letter. After few days of my resignation letter I recieved a mail from HR asking to discuss further for any alternate project but that was too late for me to go back to the organisation.
I was having a 3+ year experience on a particular domain and hence I didnt received any kind of training from the company for which they had incurred any cost on me. I guess the only cost that they would have incurred on me was for my hiring procedure.
I was having a 3+ year experience on a particular domain and hence I didnt received any kind of training from the company for which they had incurred any cost on me. I guess the only cost that they would have incurred on me was for my hiring procedure.
Hi,
Can you guys suggest me anything further on this. I am planning to request them to settle the claim amount and I would be paying them the salary amount for the notice period as this is specified in the offer letter as well, but I am not sure why they are asking for such a huge claim amount.
I left the company for a valid reason as I was unable to cope up with those timings at that time, and hence it was good for either side.
Please suggest me something further on this.
Thanks and regards
Asit
Can you guys suggest me anything further on this. I am planning to request them to settle the claim amount and I would be paying them the salary amount for the notice period as this is specified in the offer letter as well, but I am not sure why they are asking for such a huge claim amount.
I left the company for a valid reason as I was unable to cope up with those timings at that time, and hence it was good for either side.
Please suggest me something further on this.
Thanks and regards
Asit
Hello,
Does your appointment letter tell anything about probation and termination/resignation during that period??
Also whether do you have any clause of payment of damages in your appointment letter? If so be cautious. Otherwise just walk off, they cant do any thing to u.
Cheers!!
Harikeyel
From India, Thiruvananthapuram
Does your appointment letter tell anything about probation and termination/resignation during that period??
Also whether do you have any clause of payment of damages in your appointment letter? If so be cautious. Otherwise just walk off, they cant do any thing to u.
Cheers!!
Harikeyel
From India, Thiruvananthapuram
Thanks for your reply harikeyel,
I didnt received any appointment letter from them after joining, I just received the offer letter.
And there is no such clause of payment of damages in the offer letter though it contains a clause for salary in lieu of notice period which I am anyway ready to pay them.
But they are a big company are you sure they will initiate any legal process or I am thinking of putting my request to them once as that would be a genuine way. What do you suggest
I didnt received any appointment letter from them after joining, I just received the offer letter.
And there is no such clause of payment of damages in the offer letter though it contains a clause for salary in lieu of notice period which I am anyway ready to pay them.
But they are a big company are you sure they will initiate any legal process or I am thinking of putting my request to them once as that would be a genuine way. What do you suggest
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