Dear All,
I really appreciate Mr. Nathrao's replies. As suggested by him in his third post, I would like to cite the example of Jet Airways. When things were going bad, it asked its cabin crew to take 10 days of unpaid leave in a month. In this way, the financial burden was shared by both the management and employees. Indian Airlines also introduced Sabbatical leave of 2 years to 5 years for its employees, without pay. The employees were assured that their inter-se seniority would be maintained. Many took advantage of this. Sacking employees outright just because business is down is very unethical.
From India, New Delhi
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106I really appreciate Mr. Nathrao's replies. As suggested by him in his third post, I would like to cite the example of Jet Airways. When things were going bad, it asked its cabin crew to take 10 days of unpaid leave in a month. In this way, the financial burden was shared by both the management and employees. Indian Airlines also introduced Sabbatical leave of 2 years to 5 years for its employees, without pay. The employees were assured that their inter-se seniority would be maintained. Many took advantage of this. Sacking employees outright just because business is down is very unethical.
From India, New Delhi
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Hi,
With all due respect to the opinion, we should not forget that Indian Airlines is in debt and in very poor condition. Indian Airlines did not pay salaries to many employees for months but could not release them from duty due to government laws. This led to strikes, followed by a settlement.
Jet Airways grew significantly around 5 years ago, but they have never managed to provide proper service to their customers, even though they operate internationally. They have struggled to maintain their position in the market.
Retention for the sake of retention restricts growth and makes employees lazy. Do you believe Indian Airlines employees would have worked with full dedication during their two-year tenure with another employer?
We can see this 'inefficiency' in every government sector today due to very strong job security rules.
As mentioned in the previous post, there is nothing unethical about firing employees if proper monetary remuneration is provided.
Best Regards,
Amod Bobade.
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With all due respect to the opinion, we should not forget that Indian Airlines is in debt and in very poor condition. Indian Airlines did not pay salaries to many employees for months but could not release them from duty due to government laws. This led to strikes, followed by a settlement.
Jet Airways grew significantly around 5 years ago, but they have never managed to provide proper service to their customers, even though they operate internationally. They have struggled to maintain their position in the market.
Retention for the sake of retention restricts growth and makes employees lazy. Do you believe Indian Airlines employees would have worked with full dedication during their two-year tenure with another employer?
We can see this 'inefficiency' in every government sector today due to very strong job security rules.
As mentioned in the previous post, there is nothing unethical about firing employees if proper monetary remuneration is provided.
Best Regards,
Amod Bobade.
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First, I want to appreciate Mr. Nathrao for his submission on the above thread. I also want to salute the way you explained the win-win situation with pros and cons.
Now, I would like to comment on the thread initiated by Mr. Satish.
Satish ji, when a company does business, they do so with proper planning and budgeting. Every business experiences good months as well as lean order situations during each financial year. On average, companies operate profitably, which is why they continue in the market for the long run.
Every business encounters four situations: initiation, growth, maturity, and decline, as per management studies. In the maturity stage, every industry or business must focus on innovation; otherwise, there is a risk of becoming obsolete and experiencing a decline in business. Successful companies continuously grow because they address their weaknesses and resolve them before they lead to losses.
I don't know how old your company is, but the question you asked truly resonates with everyone in the forum. Understanding how to legally terminate employees can be learned from the ID Act of 1947 in the retrenchment section. However, it would be appreciated by everyone if you inquire about how to support our employees when the company loses its goodwill for obtaining orders from the wider market.
HR profession is a noble field where we can genuinely serve people and the nation. Therefore, it's important to follow the advice shared by Mr. Nathrao in the above thread.
From India, Chandigarh
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Now, I would like to comment on the thread initiated by Mr. Satish.
Satish ji, when a company does business, they do so with proper planning and budgeting. Every business experiences good months as well as lean order situations during each financial year. On average, companies operate profitably, which is why they continue in the market for the long run.
Every business encounters four situations: initiation, growth, maturity, and decline, as per management studies. In the maturity stage, every industry or business must focus on innovation; otherwise, there is a risk of becoming obsolete and experiencing a decline in business. Successful companies continuously grow because they address their weaknesses and resolve them before they lead to losses.
I don't know how old your company is, but the question you asked truly resonates with everyone in the forum. Understanding how to legally terminate employees can be learned from the ID Act of 1947 in the retrenchment section. However, it would be appreciated by everyone if you inquire about how to support our employees when the company loses its goodwill for obtaining orders from the wider market.
HR profession is a noble field where we can genuinely serve people and the nation. Therefore, it's important to follow the advice shared by Mr. Nathrao in the above thread.
From India, Chandigarh
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