Dear Deepak,
There is no obligation nor policy which obligates you to recruit through the recruiting agency. Organisations take recourse to recruitment through such agencies to circumvent the normal recruitment procedure to avoid time and cost involved and also as organisations lack adequate number of skilled personnel to handle . Otherwise the organisation can carry out the recruitment directly.
Regards
S.K.Johri
From India, Delhi
84There is no obligation nor policy which obligates you to recruit through the recruiting agency. Organisations take recourse to recruitment through such agencies to circumvent the normal recruitment procedure to avoid time and cost involved and also as organisations lack adequate number of skilled personnel to handle . Otherwise the organisation can carry out the recruitment directly.
Regards
S.K.Johri
From India, Delhi
Hello Navdeep,
I am strongly agree with the point of Annika and In addition to that you can take help of technology so that you could
represent your findings infront of the management.
For example if he contact girl over the phone she can record it.
and other option you have like you can also record during your research based on him and can show to the management.
It will take time and effort.
Regards
HR Priya
From India, Mumbai
I am strongly agree with the point of Annika and In addition to that you can take help of technology so that you could
represent your findings infront of the management.
For example if he contact girl over the phone she can record it.
and other option you have like you can also record during your research based on him and can show to the management.
It will take time and effort.
Regards
HR Priya
From India, Mumbai
Dear Navdeep,
The aggrieved employee has to make a complaint of the alleged sexual harassment either to you or her HOD and then only an enquiry in camera and and subsequent action can follow. In case she feels simply uncomfortable you have to see that she tackles the situation tactfully or transfer her to some other department and avoid hue and cry.
Regards
S.K.Johri
From India, Delhi
The aggrieved employee has to make a complaint of the alleged sexual harassment either to you or her HOD and then only an enquiry in camera and and subsequent action can follow. In case she feels simply uncomfortable you have to see that she tackles the situation tactfully or transfer her to some other department and avoid hue and cry.
Regards
S.K.Johri
From India, Delhi
Dear Navdeep,
Forst os all don't hesitate take your female employee in confidence and take written explation that why she is not comfortable with Tr. MGR. If she write genuine issue then you can proceed. But remember pls proceed only after recieving the written from her.
Piyush Dwivedi
From India, Delhi
Forst os all don't hesitate take your female employee in confidence and take written explation that why she is not comfortable with Tr. MGR. If she write genuine issue then you can proceed. But remember pls proceed only after recieving the written from her.
Piyush Dwivedi
From India, Delhi
Hi,
This issue should be escalated but before that a 1 to 1 session should be conducted with the feamle employee in order to know the root cause of the problem or if there is any incedent with the trainer. this would help you to get a fair idea about waht to talk with the seniors.
Regards
Bestbpo
From India, Delhi
This issue should be escalated but before that a 1 to 1 session should be conducted with the feamle employee in order to know the root cause of the problem or if there is any incedent with the trainer. this would help you to get a fair idea about waht to talk with the seniors.
Regards
Bestbpo
From India, Delhi
Dear Navdeep, Please complaint with the help of suggestion box where no Name and employee ID is required. Regards Pandey
From India, Mumbai
From India, Mumbai
Hello Navdeep
I am following this thread since you posted and discussion start. I think it is discussed and viewed in almost all perspective, and you are with full of information and ideas ( I can say well-informed), pl give your words and inform us now what you are looking for. Members started discussing other issues than keeping in line the thread intended.
So pl give your final comments if you can.
Thanks.
Dilip Bhandari
From India, Surat
I am following this thread since you posted and discussion start. I think it is discussed and viewed in almost all perspective, and you are with full of information and ideas ( I can say well-informed), pl give your words and inform us now what you are looking for. Members started discussing other issues than keeping in line the thread intended.
So pl give your final comments if you can.
Thanks.
Dilip Bhandari
From India, Surat
Dear All,
I think an indirect verbal warning will solve the purpose.
or you can prepare a sexual harassment policy and communicate it to employees.
Call that training Manager and explain him the policy in details. somewhere he will understand it and mind his ways.
Regards
N. Ramani Sharma
From India, Delhi
I think an indirect verbal warning will solve the purpose.
or you can prepare a sexual harassment policy and communicate it to employees.
Call that training Manager and explain him the policy in details. somewhere he will understand it and mind his ways.
Regards
N. Ramani Sharma
From India, Delhi
Dear Navneet,
I think first of all u check all the mishappening with this girl,because there is no terms always boys are wrong.if really this kind of problem generated ask to our seniors without hesitation.they'll justify that girl.if the girl don't do action against him then u take action against him.
Warmly,
Moni.
From India, Faridabad
I think first of all u check all the mishappening with this girl,because there is no terms always boys are wrong.if really this kind of problem generated ask to our seniors without hesitation.they'll justify that girl.if the girl don't do action against him then u take action against him.
Warmly,
Moni.
From India, Faridabad
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