In a way, you are right Peer. But rarely are the reasons for resigning/firing evaluated with the open & unbiased way this issue deserves.
In many companies, the ACTUAL decision to fire/acceptance is taken by the Line manager...NOT by the HR. This is where the position of the HR person's word matters. If in a situation where there are only 1/2 HR guys, obviously whatever post-mortem is done to avoid repeat of such situations is more bookish than realistic....the line manager ensuring his word carries the day. [Being a Line Manager myself at one point of time in my career when I was working, I know it's done, sometimes subtly, sometimes openly].
The only way HR can counter such situations is to ensure they remain up-to-date in their knowledge w.r.t. HR policies, the current practices out-of-company, etc. When HR can't counter the management with position or authority, the only way remaining is 'knowledge'. I have done it myself.....and know 'knowledge is power'. That's the only way HR can make the management to take steps to ensure such situations don't repeat.
Rgds,
TS
From India, Hyderabad
1637In many companies, the ACTUAL decision to fire/acceptance is taken by the Line manager...NOT by the HR. This is where the position of the HR person's word matters. If in a situation where there are only 1/2 HR guys, obviously whatever post-mortem is done to avoid repeat of such situations is more bookish than realistic....the line manager ensuring his word carries the day. [Being a Line Manager myself at one point of time in my career when I was working, I know it's done, sometimes subtly, sometimes openly].
The only way HR can counter such situations is to ensure they remain up-to-date in their knowledge w.r.t. HR policies, the current practices out-of-company, etc. When HR can't counter the management with position or authority, the only way remaining is 'knowledge'. I have done it myself.....and know 'knowledge is power'. That's the only way HR can make the management to take steps to ensure such situations don't repeat.
Rgds,
TS
From India, Hyderabad
Dear
Marvin is right .Settling him notice pay will not make the coffers of the Company poorer. Even the most erring employee when he /she exits should leave contended despite the previous disciplinary issues.This is the essence of HR.
With Regards
V.Sounder Rajan
E-mail :
,
From India, Bangalore
Marvin is right .Settling him notice pay will not make the coffers of the Company poorer. Even the most erring employee when he /she exits should leave contended despite the previous disciplinary issues.This is the essence of HR.
With Regards
V.Sounder Rajan
E-mail :
From India, Bangalore
Appreciate your response ....however what I feel is that when a person joins a organization and doesn’t' abide to the companies rules and regulation then it means that he doesn't see his future in the company...he is just waiting for a right opportunity to come.
This is what was happened here......he was never serious towards his responsibilities and was affecting others also in his group...so we took the decision to relieve him in one day ....... as we were not sure of behavior during this one month of notice period.
From India, Bangalore
This is what was happened here......he was never serious towards his responsibilities and was affecting others also in his group...so we took the decision to relieve him in one day ....... as we were not sure of behavior during this one month of notice period.
From India, Bangalore
You did the right thing Parul.
And looking back, maybe you could have done it much earlier & in a better way too had you remembered the rules of the game better [his still being on probation.....such category don't have ALL the flexibility that others are allowed].
Also, looking back, maybe this aspect of his...using your company as a one-night stand....could have definitely come out loud & clear even during the Interview-if only the questions were asked appropriately to bring-out the ACTUAL reasons why he wanted the job in your company.
Like Peer Mohamed indicated....this is ALSO an opportunity for you to learn.
Rgds,
TS
From India, Hyderabad
And looking back, maybe you could have done it much earlier & in a better way too had you remembered the rules of the game better [his still being on probation.....such category don't have ALL the flexibility that others are allowed].
Also, looking back, maybe this aspect of his...using your company as a one-night stand....could have definitely come out loud & clear even during the Interview-if only the questions were asked appropriately to bring-out the ACTUAL reasons why he wanted the job in your company.
Like Peer Mohamed indicated....this is ALSO an opportunity for you to learn.
Rgds,
TS
From India, Hyderabad
Hi Parul,
u first see his appointment letter where the clouse mention regarding resignation, if there is one month notice pay is written than u can relive him w.e.f by paying notice pay because he resigned, and mgmt accept his resignation.
jai bakshi
From India, Delhi
u first see his appointment letter where the clouse mention regarding resignation, if there is one month notice pay is written than u can relive him w.e.f by paying notice pay because he resigned, and mgmt accept his resignation.
jai bakshi
From India, Delhi
Hi Parul
You know better in which term resignation has been accepted, the fact is useually in companys resignation forwarded willfuly or under coersion.
In case an employee willfully resigned from the post and offers company one month notice to appoint any person as his replacement then it depends on company how soon he will be replaced & if replaced within one month then remaining notice period can be waived off.It also depends on good relation with the company some times company did'nt deduct single penny of employee & waived entire notice period.
In case resignation taken from employee or ask him to go then you must give him one month notice eigther written or by compensate his salary.
It seems to me your case is siumilar to 2nd case.
From India, Ludhiana
You know better in which term resignation has been accepted, the fact is useually in companys resignation forwarded willfuly or under coersion.
In case an employee willfully resigned from the post and offers company one month notice to appoint any person as his replacement then it depends on company how soon he will be replaced & if replaced within one month then remaining notice period can be waived off.It also depends on good relation with the company some times company did'nt deduct single penny of employee & waived entire notice period.
In case resignation taken from employee or ask him to go then you must give him one month notice eigther written or by compensate his salary.
It seems to me your case is siumilar to 2nd case.
From India, Ludhiana
Hi Parul, Are You Qualified And Certified Humen Resources Professional ? I Seriously Doubt Your Eligibility For This Postion. Rashid
From Saudi Arabia
From Saudi Arabia
Dear Parul,
Employee and Employer both have a mutual agreement for a mutual benefit.
Both should follow the right policies & procedures? If employee is not following it doesn't mean that employer also should do wrong.
I strongly agree with other members' opinion. As employer we must pay the notice period as it's the right of employee.
An amount of money can't replace the company's image & reputation and as Employer we should never compromise with our reputation just to save some money.
Being HR, our termination should be based on ethical values like recruitment/selection.
In case of any disciplinary action, the compliance policy should be followed and decision should be taken accordingly.
In case of probation, notice is not required from both sides (employee & employer) hence no notice period salary.
Employee and Employer both have a mutual agreement for a mutual benefit.
Both should follow the right policies & procedures? If employee is not following it doesn't mean that employer also should do wrong.
I strongly agree with other members' opinion. As employer we must pay the notice period as it's the right of employee.
An amount of money can't replace the company's image & reputation and as Employer we should never compromise with our reputation just to save some money.
Being HR, our termination should be based on ethical values like recruitment/selection.
In case of any disciplinary action, the compliance policy should be followed and decision should be taken accordingly.
In case of probation, notice is not required from both sides (employee & employer) hence no notice period salary.
Rashid...what kind of post is this....?
You are the one who claims himself to be a NRI and looking for a position in India...you have showed interest to one of my job posting here.
I wonder we have people like you also in cite hr...stop taking out your frustration on others....
I didn't knew that you are doing the validity check of one's eligibility for cite hr.....
Dear seniors ....
if you can see this post kindly submit your comments on such post..
From India, Bangalore
You are the one who claims himself to be a NRI and looking for a position in India...you have showed interest to one of my job posting here.
I wonder we have people like you also in cite hr...stop taking out your frustration on others....
I didn't knew that you are doing the validity check of one's eligibility for cite hr.....
Dear seniors ....
if you can see this post kindly submit your comments on such post..
From India, Bangalore
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Resignation acceptance format.doc