Hey.Nikhil and Anil,
Very very interesting discussion..and thought provoking too...
Endorsing the point no 5 and 6...notice period as thought by many Companies and employers are not retention technique, in fact it is just for two business objectives mainly...proper handover to the new employee taking this position and finding a replacement.
Giving more work to an employee during notice period can be handled effectively with the interference of HR..How it totally depends upon how strong HR department stands erect in the company...
Here is an expert from an article written on the same issue...
Sometimes I wonder, when will our HR Managers learn to be austerely professional while handling such matters and accept resignation without taking it as rejection. How do we edify the significance of the notice period to both the parties? We all have started taking it for granted. Why such a scurry to hire a person when in need and then when the same person (has become habitual) desires you to relieve him/her early, why bully them with trepidation of going legal etc. Manipulation is not HR’s job but still we all live it out in our day-to-day life.
Practice of notice period, in companies, was introduced to grant a respite to both the employee and the employer, in order to reconcile them in their respective roles, for the employer it is vital as they can hire opposite replacement and proper handling over can be completed. Employee gets the benefit of bidding good bye on a positive note which creates constructive reference for them in future.
Is there any record available somewhere which depicts how many employees leave a company without serving the notice period even after being threatened by the HR department about going the legal way? Also how many employers really go to the extent of filing a legal suit against such employees (apart from sending a legal notice)? I seriously won’t think there will be many unless something of severe nature absolutely demands such an action from the employer.
So, the practice is very normal, then why are we adamant on having a notice period for such a long duration when we cannot make our employees adhere to it, in fact we only entice them to do such things in the first place. The policies are drafted keeping in mind the suitability of both the employer and the employee, with such practices of not serving notice period, who is getting the advantage?
Settle on, consider and then transform policies for the benefit of all!
Regards,
From India, Delhi
113Very very interesting discussion..and thought provoking too...
Endorsing the point no 5 and 6...notice period as thought by many Companies and employers are not retention technique, in fact it is just for two business objectives mainly...proper handover to the new employee taking this position and finding a replacement.
Giving more work to an employee during notice period can be handled effectively with the interference of HR..How it totally depends upon how strong HR department stands erect in the company...
Here is an expert from an article written on the same issue...
Sometimes I wonder, when will our HR Managers learn to be austerely professional while handling such matters and accept resignation without taking it as rejection. How do we edify the significance of the notice period to both the parties? We all have started taking it for granted. Why such a scurry to hire a person when in need and then when the same person (has become habitual) desires you to relieve him/her early, why bully them with trepidation of going legal etc. Manipulation is not HR’s job but still we all live it out in our day-to-day life.
Practice of notice period, in companies, was introduced to grant a respite to both the employee and the employer, in order to reconcile them in their respective roles, for the employer it is vital as they can hire opposite replacement and proper handling over can be completed. Employee gets the benefit of bidding good bye on a positive note which creates constructive reference for them in future.
Is there any record available somewhere which depicts how many employees leave a company without serving the notice period even after being threatened by the HR department about going the legal way? Also how many employers really go to the extent of filing a legal suit against such employees (apart from sending a legal notice)? I seriously won’t think there will be many unless something of severe nature absolutely demands such an action from the employer.
So, the practice is very normal, then why are we adamant on having a notice period for such a long duration when we cannot make our employees adhere to it, in fact we only entice them to do such things in the first place. The policies are drafted keeping in mind the suitability of both the employer and the employee, with such practices of not serving notice period, who is getting the advantage?
Settle on, consider and then transform policies for the benefit of all!
Regards,
From India, Delhi
Still i wud say that HR peoples are doing their best but until employee’d support them not able to do their job as per the demands of modern age.
From India, Gurgaon
From India, Gurgaon
Hi Anil,
I'm not denying that HR professionals are not doing their job in totality, but yes,there are few companies and few professionals who are not...dealing with situations appropriately.
Not just employee support HR department needs employer's support as well to make them successful in organisations or all efforts will go in vain.
In my post the main point of consideration is that policies and practices needs to be transformed now, as per the requirements and needs...Actually a practical approach towards problems...
From India, Delhi
I'm not denying that HR professionals are not doing their job in totality, but yes,there are few companies and few professionals who are not...dealing with situations appropriately.
Not just employee support HR department needs employer's support as well to make them successful in organisations or all efforts will go in vain.
In my post the main point of consideration is that policies and practices needs to be transformed now, as per the requirements and needs...Actually a practical approach towards problems...
From India, Delhi
I agree with Archna. Yes, one needs to change and change keeping the business perspective in mind.
What Anil said reflected on was the typical 'policing' approach of HR. If you ask people about how effective our cops are, you will well get the answer!!! If we are blind towards the requirements of the organization, and unable to create value by bringing in the objective and professional HR perspective, we will see an increase in this phenomenon.
Btw, in my company, we don't have HR. And we don't intend having one! We feel we can sufficiently incorporate the HR perspective on our own. I know many companies who are headed down that path... Big companies with nuclear departments (ratios of 1:400 are not uncommon) are testimony to this claim... And one of the main reason is the 'failure' of HR to professionally demonstrate value in such situations.
All said, Anil, I agree that HR people are trying hard and delivering a lot. But somewhere I feel the rigor is missing. For instance, in a professional forum like this, none of them have commented on the appropriateness of the Nadler Approach for Organizational Design... I know you are from a project background yourself. So, you might be a better person to comment on that... Just wanting to comment on that... Now that is an area where a professional should immediately be able to relate and interact. In short, there is a generic lack of rigor making HR an 'anybody's zone!' And when anyone comes in, the function starts losing value... and rapidly! The farther you move from your concepts and books, the quicker you lose value in your organizational value chain. Sorry to digress, but sometimes, its for the greater good??? Although I love to see the requests for forms and PF rules, etc., sometimes we need more for the gray matter here!!!
From United States, Daphne
What Anil said reflected on was the typical 'policing' approach of HR. If you ask people about how effective our cops are, you will well get the answer!!! If we are blind towards the requirements of the organization, and unable to create value by bringing in the objective and professional HR perspective, we will see an increase in this phenomenon.
Btw, in my company, we don't have HR. And we don't intend having one! We feel we can sufficiently incorporate the HR perspective on our own. I know many companies who are headed down that path... Big companies with nuclear departments (ratios of 1:400 are not uncommon) are testimony to this claim... And one of the main reason is the 'failure' of HR to professionally demonstrate value in such situations.
All said, Anil, I agree that HR people are trying hard and delivering a lot. But somewhere I feel the rigor is missing. For instance, in a professional forum like this, none of them have commented on the appropriateness of the Nadler Approach for Organizational Design... I know you are from a project background yourself. So, you might be a better person to comment on that... Just wanting to comment on that... Now that is an area where a professional should immediately be able to relate and interact. In short, there is a generic lack of rigor making HR an 'anybody's zone!' And when anyone comes in, the function starts losing value... and rapidly! The farther you move from your concepts and books, the quicker you lose value in your organizational value chain. Sorry to digress, but sometimes, its for the greater good??? Although I love to see the requests for forms and PF rules, etc., sometimes we need more for the gray matter here!!!
From United States, Daphne
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