Dear Mr.Pear
Greets of the day.
It is an awesome work that you presented. However, the community of HR must try to accept the reality of a person, whom s/he is interviewing i.e. they must strive towards the real reason and not to run behind the fake reasons which impresses one.
From India, New Delhi
26Greets of the day.
It is an awesome work that you presented. However, the community of HR must try to accept the reality of a person, whom s/he is interviewing i.e. they must strive towards the real reason and not to run behind the fake reasons which impresses one.
From India, New Delhi
Hi PMS,
I very much agree with ur point-3. Actually, if we can take decision easily/freely then all tasks those pertaining to us become soften which in turn helps us to get favoured by our superior also. So our appraisal will be handsome.Then chances of leaving would be lessen.
From Netherlands, Amsterdam
I very much agree with ur point-3. Actually, if we can take decision easily/freely then all tasks those pertaining to us become soften which in turn helps us to get favoured by our superior also. So our appraisal will be handsome.Then chances of leaving would be lessen.
From Netherlands, Amsterdam
Dear All,
Indeed the post was very interesting and informative. I read thru the replies and specially the last one by Mr. Ravi. I agree with the points mentioned by Mr. Ravi.
But those relating the change of face reactions of HR when any good employee leaves the organizations. I would like to add a point that in 90 % of the cases once an employees give resignations, HR knows the reason for the same. At times they accept it and sometimes they try to retain the employee somehow (depends upon the case and feedback from Management towards the resignation of the employee).
And in any case any HR would not like to withhold an employee who has made his/her mind for a job shift coz it of not any use to make them sit inside when they dont have the interest to work anymore with the organization. Thus if the reason for the resignation is a vaild one, HRs always accept the resignation and process further.
And as far as the delays and the change in behaviour and face reactions are concerned, I would say its more of Managements reactions displayed thru the HR's face coz management never ever shows their such reactions directly to employees, they fire the bullet by keeping sniper at HRs shoulder and employees see the face of HR only not the one which at behind.
And regarding the post, I appreciate the point added by Ms. Deepa. Ita really very valid one. HRs recognizes the performance of an employee based upon the feedbacks collected and rewards them. But at the end of the day everyone leaves to their home without even saying a thanks to the HR for the effort taken in bringing the recognition to notice of the management. Who is going to recognize their efforts and performance? Answer is management, but does they really do? Rare case.
Such posts really brings us, HRs, together to share our experiences and thoughts with each other. Really a good one. Thanks to Vinod for starting such a good post.
Regards,
P Umesh
From India, Bangalore
Indeed the post was very interesting and informative. I read thru the replies and specially the last one by Mr. Ravi. I agree with the points mentioned by Mr. Ravi.
But those relating the change of face reactions of HR when any good employee leaves the organizations. I would like to add a point that in 90 % of the cases once an employees give resignations, HR knows the reason for the same. At times they accept it and sometimes they try to retain the employee somehow (depends upon the case and feedback from Management towards the resignation of the employee).
And in any case any HR would not like to withhold an employee who has made his/her mind for a job shift coz it of not any use to make them sit inside when they dont have the interest to work anymore with the organization. Thus if the reason for the resignation is a vaild one, HRs always accept the resignation and process further.
And as far as the delays and the change in behaviour and face reactions are concerned, I would say its more of Managements reactions displayed thru the HR's face coz management never ever shows their such reactions directly to employees, they fire the bullet by keeping sniper at HRs shoulder and employees see the face of HR only not the one which at behind.
And regarding the post, I appreciate the point added by Ms. Deepa. Ita really very valid one. HRs recognizes the performance of an employee based upon the feedbacks collected and rewards them. But at the end of the day everyone leaves to their home without even saying a thanks to the HR for the effort taken in bringing the recognition to notice of the management. Who is going to recognize their efforts and performance? Answer is management, but does they really do? Rare case.
Such posts really brings us, HRs, together to share our experiences and thoughts with each other. Really a good one. Thanks to Vinod for starting such a good post.
Regards,
P Umesh
From India, Bangalore
Very true reasons .... these kinds of situations prevail every where whether its an consultancy firms or company ...
Now i would sincerely need adivce on how to keep up my self motivation in such circumstances rather than looking out for a change ...
From India, Hyderabad
Now i would sincerely need adivce on how to keep up my self motivation in such circumstances rather than looking out for a change ...
From India, Hyderabad
Hi Ravi,
I go with your views. I personally feel HR should not be bothered with the above said reasons. In one of the HR workshops there had been a discussion on what the HR should answer if he/she is asked why is he/she looking out for job change? I honestly feel that HR should never give the answers like - bad management, politics, bad work environment and all the negative stuff we see around.
The HR is not supposed to answer in this fashion as he/she (HR division) is the one who's responsible for creating a conducive environment for the business to prosper. If the HR itself is bugged with such issues, where's the need for an HR in an organization?
I think HR should always portray a mature image to the management and the employees and more importantly bridge the gap between the employees and management.
Its a big disaster if the HR is demotivated and the consequent effects could easily be seen in the employees. One thing the HR don't realize is that the employees consider the HR as role models.
From India, Kochi
I go with your views. I personally feel HR should not be bothered with the above said reasons. In one of the HR workshops there had been a discussion on what the HR should answer if he/she is asked why is he/she looking out for job change? I honestly feel that HR should never give the answers like - bad management, politics, bad work environment and all the negative stuff we see around.
The HR is not supposed to answer in this fashion as he/she (HR division) is the one who's responsible for creating a conducive environment for the business to prosper. If the HR itself is bugged with such issues, where's the need for an HR in an organization?
I think HR should always portray a mature image to the management and the employees and more importantly bridge the gap between the employees and management.
Its a big disaster if the HR is demotivated and the consequent effects could easily be seen in the employees. One thing the HR don't realize is that the employees consider the HR as role models.
From India, Kochi
Hi all,
The information is timely. HR people, who takes care of employees' needs as per co's policy, is now required to be compensated properly. Their views / proposals need to be duly considered for. Rejections are required to be properly explained to HR Head. It is the duty of Management to retain the talent. Try to analyse the reasons for atrrition and do the exercise of review of HR policies.
KRK Rao
"If you are in a position to help, never hesitate to help".
From India, Jaipur
The information is timely. HR people, who takes care of employees' needs as per co's policy, is now required to be compensated properly. Their views / proposals need to be duly considered for. Rejections are required to be properly explained to HR Head. It is the duty of Management to retain the talent. Try to analyse the reasons for atrrition and do the exercise of review of HR policies.
KRK Rao
"If you are in a position to help, never hesitate to help".
From India, Jaipur
Dear Mr.Peer,
All the points are absolutely correct, but the points that Mr.K Ravi had written are also a matter of concern as its d same kind or problem in most of the organisations.
Attrition due to office politics,n relations wid superiors shud also b considered as a valid reason as some juniors mite have been the victim.
But on the other hand, these kind of problems can never b solved.
All you can do is change urself....( I hope some1 has a different solution to this problem)..
Bregards,
Shikha
From India, Bangalore
All the points are absolutely correct, but the points that Mr.K Ravi had written are also a matter of concern as its d same kind or problem in most of the organisations.
Attrition due to office politics,n relations wid superiors shud also b considered as a valid reason as some juniors mite have been the victim.
But on the other hand, these kind of problems can never b solved.
All you can do is change urself....( I hope some1 has a different solution to this problem)..
Bregards,
Shikha
From India, Bangalore
100% agreed with Mr. K. Ravi. I just want to say that the issue taken by PMS was Important & Burning because of what is said by KR.
Why the so called HEART OF ORGANISATION or MOTHER is not satisfied with his/ her working in the organisation???
Regards,
Puneet
From India, Ajmer
Why the so called HEART OF ORGANISATION or MOTHER is not satisfied with his/ her working in the organisation???
Regards,
Puneet
From India, Ajmer
[quote=M. Peer Mohamed Sardhar;445618]
Was there any specific agegroup targeted or you say all in one, if so can you please justify how it proves for the mentioned 7 points only :idea:
Sarit
From India, Thana
Why HR Professionals leave the organization?
I see many of these reasons valid and true however for my knowledge can I know if the samle surveyed was given few objective options or they were allowed to write somthing they actually wanted to.Was there any specific agegroup targeted or you say all in one, if so can you please justify how it proves for the mentioned 7 points only :idea:
Sarit
From India, Thana
Hi PMS,
Indeed a good thought on why HR people leave.
Also I feel somewhere it is the pressure that they face coz they are the eyes, ears & Face of the management. At time being an HR professional you get into a situation where neither the management is wrong nor the employee! Some of our friends a re able to sail thru such situations but there might be others who just give in. Such issues are mostly faced by the first level interacting HRs who act as sounding board for the employees.
But again that's what we HR people are all about, Sorting out human issues and providing them resources for their development resulting in the individuals overall development.
regds,
shailly
From India, Varanasi
Indeed a good thought on why HR people leave.
Also I feel somewhere it is the pressure that they face coz they are the eyes, ears & Face of the management. At time being an HR professional you get into a situation where neither the management is wrong nor the employee! Some of our friends a re able to sail thru such situations but there might be others who just give in. Such issues are mostly faced by the first level interacting HRs who act as sounding board for the employees.
But again that's what we HR people are all about, Sorting out human issues and providing them resources for their development resulting in the individuals overall development.
regds,
shailly
From India, Varanasi
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