Hi all
Much has been said in the thread.
I understand that most of you are unhapppy with the way an exiting employee is treated (especially with regards to the final settlement of the employee). I also understand that we as the HR fraternity do not want to be branded as the tough nuts for the organization.
However, I'd like all of you to think about one thing. Have you resigned from a job & have been treated unpleasantly? Most of us would reply in the positive for this. So the next thing we got to do...is put down our thoughts on what was it that hurt us teh most? once we have an answer to this, we should work towards not letting employees from within our organization undergo the same difficulties when they quit.
I do understand that we cannot hold exiting employees to their money, we can definitely get the finance, payroll or any other team to agree on a workable date & get them to meet the date to credit the F&F. In the mean time, it is up to us as the HR fraternity to communicate with the exiting employee. I have come across a lot of situations where a simple call telling the employee where the settlement is held up really works. They definitely appreciate the fact that someone is concerned. The key is communicate with the employee.
I am speaking here out of the experience of having led the HR team for a BPO. I have handled smooth exits of employees starting TM level to senior VP level employees. I should mention here that at all levels employees are reasonable human beings who would like reasoning than giving lame excuses. State the facts & they are more than willing to wait.
From United Arab Emirates, Dubai
2Much has been said in the thread.
I understand that most of you are unhapppy with the way an exiting employee is treated (especially with regards to the final settlement of the employee). I also understand that we as the HR fraternity do not want to be branded as the tough nuts for the organization.
However, I'd like all of you to think about one thing. Have you resigned from a job & have been treated unpleasantly? Most of us would reply in the positive for this. So the next thing we got to do...is put down our thoughts on what was it that hurt us teh most? once we have an answer to this, we should work towards not letting employees from within our organization undergo the same difficulties when they quit.
I do understand that we cannot hold exiting employees to their money, we can definitely get the finance, payroll or any other team to agree on a workable date & get them to meet the date to credit the F&F. In the mean time, it is up to us as the HR fraternity to communicate with the exiting employee. I have come across a lot of situations where a simple call telling the employee where the settlement is held up really works. They definitely appreciate the fact that someone is concerned. The key is communicate with the employee.
I am speaking here out of the experience of having led the HR team for a BPO. I have handled smooth exits of employees starting TM level to senior VP level employees. I should mention here that at all levels employees are reasonable human beings who would like reasoning than giving lame excuses. State the facts & they are more than willing to wait.
From United Arab Emirates, Dubai
Hi Friends.........I caught on the discussion quite late but then I totally agree with the views expressed by you especially because I am myself suffering from this attitude of HR. I left my previous company 3 months ago and despite my several follow ups and calls, the HR has not given me a clear answer as to when i would be getting my F&F. Worse still, the concerned HR guy has now stopped taking my calls.
I just dont understand what is their problem and why arent they coming forthwith on this. And to top it all, th ecompany is one of the leading telecom companies which boasts of a culture which, as per them, none has. I could have understood still had there been an availability problem of the concerned for approval, but my friends in the company tell me that the HR guy has not even forwarded the proposal and the F&f clearance to finance etc. Come to think of it this happens to one of the better performers who was rated excellent by his boss.
regards
Ritesh Chandra.
From India, Mumbai
I just dont understand what is their problem and why arent they coming forthwith on this. And to top it all, th ecompany is one of the leading telecom companies which boasts of a culture which, as per them, none has. I could have understood still had there been an availability problem of the concerned for approval, but my friends in the company tell me that the HR guy has not even forwarded the proposal and the F&f clearance to finance etc. Come to think of it this happens to one of the better performers who was rated excellent by his boss.
regards
Ritesh Chandra.
From India, Mumbai
Dear All, I again would like to remaind you that the purpose of writing this article is just to give an insight and motive young HR to pull up thier socks for thier employees Thanks Gopik
From India, Chandigarh
From India, Chandigarh
please some help
Dear all
I am in the field of FMCG manufacturing co as logistics activities. Taking care of Commercial activities like making invoice,checking out stocks follow of POs, purchase function when require, following up with client related courier, cargo etc.
I worked 2 yrs as medical rep.(my first job), 2 yrs admin dept, 6 yrs in commercial activites, purchase, store, etc.
Last 2 yrs due to my family problem I couldnt continue. sat home without doing nothing.
Recently I joined in EMS company as an Supply Chain Coordinator totally electronic background. But still I am happy as the Co is new and yet to start their sales activities and I got the offer as i was expecting.
But now the problem is because of some gap i lost the continuity of my work. unable to remember some of the Export related rules and regulation. Because I dont want to give them any excuse that I dont know my work. So I am daily going through browsing and check commercial details to recollect my knowledge.
My main problem is I am feeling I am late in today generation competation. the person whom I have to report is same age and I am feel little inferiority complex as in my all previous companys I worked with most higher seniors whom I use to report. now I am unable to adjust with these young reporting guys. and I am feeling I have some communication problem. I get rude with these guys and treat some guys as junior (who is actually not junior to me as per post) at the same time I know I have better knowledge and maturity than them. But because of newly appointed I get a different treatment whereas I know the work better due to my experience. May be some time I do order because of my experience habit.
Can you tell me what is the solution for this ? I need some suggession from my seniors and advisors. please help me out. I am planning to do some course as a solution. But dont know what is the right solution.
PLeeeassssseeee help me
Thanks & Regards
From India, Bangalore
Dear all
I am in the field of FMCG manufacturing co as logistics activities. Taking care of Commercial activities like making invoice,checking out stocks follow of POs, purchase function when require, following up with client related courier, cargo etc.
I worked 2 yrs as medical rep.(my first job), 2 yrs admin dept, 6 yrs in commercial activites, purchase, store, etc.
Last 2 yrs due to my family problem I couldnt continue. sat home without doing nothing.
Recently I joined in EMS company as an Supply Chain Coordinator totally electronic background. But still I am happy as the Co is new and yet to start their sales activities and I got the offer as i was expecting.
But now the problem is because of some gap i lost the continuity of my work. unable to remember some of the Export related rules and regulation. Because I dont want to give them any excuse that I dont know my work. So I am daily going through browsing and check commercial details to recollect my knowledge.
My main problem is I am feeling I am late in today generation competation. the person whom I have to report is same age and I am feel little inferiority complex as in my all previous companys I worked with most higher seniors whom I use to report. now I am unable to adjust with these young reporting guys. and I am feeling I have some communication problem. I get rude with these guys and treat some guys as junior (who is actually not junior to me as per post) at the same time I know I have better knowledge and maturity than them. But because of newly appointed I get a different treatment whereas I know the work better due to my experience. May be some time I do order because of my experience habit.
Can you tell me what is the solution for this ? I need some suggession from my seniors and advisors. please help me out. I am planning to do some course as a solution. But dont know what is the right solution.
PLeeeassssseeee help me
Thanks & Regards
From India, Bangalore
Dear Gopi,
I would like to share few things here:
*In a company HR is not the only person who decide on the employees who quit us, the management has a major involvement.
* Moreover it also depends how the employee quits for eg.. if he quits when he was in the middle of the project etc.. or spoiling the client relationship.etc.
In our company we treat them well.. though we fire them for their performance we tend to give them resignation letter stating as they resigned on their own.
thanks
Viji
From India, Madras
I would like to share few things here:
*In a company HR is not the only person who decide on the employees who quit us, the management has a major involvement.
* Moreover it also depends how the employee quits for eg.. if he quits when he was in the middle of the project etc.. or spoiling the client relationship.etc.
In our company we treat them well.. though we fire them for their performance we tend to give them resignation letter stating as they resigned on their own.
thanks
Viji
From India, Madras
For those who feel that HR is delaying F&F purposely,
Most reputed companies have SLAs for giving out F&F. It means that HR must issue the F&F within that stipulated time (can even be 90 days for some PCMMi level 5 companies). Most employees don't know about this and they demand F&F with a preset notion that HR is purposely delaying it.
Kindly note that HR needs to depend on lot of other parallel functions to get an F&F cleared. Most of the companies have very stringent processes and HR needs support and clarity from other dependent departments.
Moreover smooth exit and F&F (should not) WILL depend a lot on the nature of employee separation. If the exit is clean and the rapport is good things will move very easily. It is highly unprofessional to harass an employee during his/her exit but unfortunately there are very few professionals in the industry. We all are human beings and would naturally tend to err!!! So my advice to all-It is better to build some good on the job relationships within the organization so that it may come handy during the exit..
Thanks & Regards
From India, Kochi
Most reputed companies have SLAs for giving out F&F. It means that HR must issue the F&F within that stipulated time (can even be 90 days for some PCMMi level 5 companies). Most employees don't know about this and they demand F&F with a preset notion that HR is purposely delaying it.
Kindly note that HR needs to depend on lot of other parallel functions to get an F&F cleared. Most of the companies have very stringent processes and HR needs support and clarity from other dependent departments.
Moreover smooth exit and F&F (should not) WILL depend a lot on the nature of employee separation. If the exit is clean and the rapport is good things will move very easily. It is highly unprofessional to harass an employee during his/her exit but unfortunately there are very few professionals in the industry. We all are human beings and would naturally tend to err!!! So my advice to all-It is better to build some good on the job relationships within the organization so that it may come handy during the exit..
Thanks & Regards
From India, Kochi
Hi All,
I beleive the exit process needs to be handled more sensitively by us.Large oragnisations have defined processes and SLA's with an Hr team handling only exit processes. In such cases the delays may be reduced comparatively. Still the most important thing being our attitude towards the exiting employee,immaterial of the kind of exit, we need to do justice to our profession.
1- Most organisations have a skewed Employee to HR ratio, thus the Hr guys are always in the line of fire. In small to mid size organisations the HR contact is a one man/2 man army.....when they prioritise their tasks exit processes are low on priority simply becaue they are pressurised for replacements/recruitments etc...therby making them very bitter in some cases. Overworked & not appreciated for their work makes them rude at times. Thereby the outgoing employees may face certain harships.
2-There are numerous factors / department involved in the process and yes at times the delays are inevitable, at such times all that is required is a mode of communciating these delay to the exiting employee thru a mail or a phone. It goes a long way in builidng a positive image for the company. A disgruntled employee would badmouth the company and inturn do more damage.
Also we need to understand we never know when we cross paths again with these guys they could come back to you or incase you move on you could run into them again, it is always nice to have a positive track record. This positive image & attitude take you a long way.
The world is such a small place.sharing my own experience: i am still in touch with ex employees (not frm Hr)from my previous organisations they still would call me if they need advice on any HR issue. As Hr proffesionals we need to build bridges these small tools help us in the long run
regards
Preeti
From India, Pune
I beleive the exit process needs to be handled more sensitively by us.Large oragnisations have defined processes and SLA's with an Hr team handling only exit processes. In such cases the delays may be reduced comparatively. Still the most important thing being our attitude towards the exiting employee,immaterial of the kind of exit, we need to do justice to our profession.
1- Most organisations have a skewed Employee to HR ratio, thus the Hr guys are always in the line of fire. In small to mid size organisations the HR contact is a one man/2 man army.....when they prioritise their tasks exit processes are low on priority simply becaue they are pressurised for replacements/recruitments etc...therby making them very bitter in some cases. Overworked & not appreciated for their work makes them rude at times. Thereby the outgoing employees may face certain harships.
2-There are numerous factors / department involved in the process and yes at times the delays are inevitable, at such times all that is required is a mode of communciating these delay to the exiting employee thru a mail or a phone. It goes a long way in builidng a positive image for the company. A disgruntled employee would badmouth the company and inturn do more damage.
Also we need to understand we never know when we cross paths again with these guys they could come back to you or incase you move on you could run into them again, it is always nice to have a positive track record. This positive image & attitude take you a long way.
The world is such a small place.sharing my own experience: i am still in touch with ex employees (not frm Hr)from my previous organisations they still would call me if they need advice on any HR issue. As Hr proffesionals we need to build bridges these small tools help us in the long run
regards
Preeti
From India, Pune
Hi folks,
In some cases finance people think that they are the bosses and they are generating money to company and heading the company, as they deal with money. Though HR sends the F & F clearence request to Finance, they feel like they r paying money from their own pocket and delay it further saying simple reason " out of budget" or "waiting for funds in flow".:icon6:
Regards
Vamsi...:icon1:
From India, Hyderabad
In some cases finance people think that they are the bosses and they are generating money to company and heading the company, as they deal with money. Though HR sends the F & F clearence request to Finance, they feel like they r paying money from their own pocket and delay it further saying simple reason " out of budget" or "waiting for funds in flow".:icon6:
Regards
Vamsi...:icon1:
From India, Hyderabad
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