we have number of employees working in a same position for more than 5 years. Their salary become high. Productivity is also average. Management wants to give them golden handshake. Do I go for that? if yes, what could be the process?
From United States,
From United States,
Dear Anjan,
Situations of this kind arise because:
a) Measures of performance may not be defined correctly
b) Career plans are not made.
c) Staffs are not groomed and trained to hold the higher positions
Now removing them even with golden handshake is outrageous. However, if the situation really merits then you can do so by:
d) Paying them gratuity as applicable
e) Salary for the next 36 to 60 months as per management's choice
What is the alternative to golden handshake? Alternative to golden handshake is to:
f) Post the employees at some remote location (provided your company has business unit located afar).
g) Change the department of the employees. They will get fed up in new department and may quit on their own.
For (f) and (g) cite reasons for change as "administrative reasons".
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
we have number of employees working in a same position for more than 5 years. Their salary become high. Productivity is also average. Management wants to give them golden handshake. Do I go for that? if yes, what could be the process?
From India, Bangalore
7879Situations of this kind arise because:
a) Measures of performance may not be defined correctly
b) Career plans are not made.
c) Staffs are not groomed and trained to hold the higher positions
Now removing them even with golden handshake is outrageous. However, if the situation really merits then you can do so by:
d) Paying them gratuity as applicable
e) Salary for the next 36 to 60 months as per management's choice
What is the alternative to golden handshake? Alternative to golden handshake is to:
f) Post the employees at some remote location (provided your company has business unit located afar).
g) Change the department of the employees. They will get fed up in new department and may quit on their own.
For (f) and (g) cite reasons for change as "administrative reasons".
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
we have number of employees working in a same position for more than 5 years. Their salary become high. Productivity is also average. Management wants to give them golden handshake. Do I go for that? if yes, what could be the process?
From India, Bangalore
Dear Mr. Amkam Paul
Do you mind letting us know, "WHO IS HELD RESPONSIBLE FOR YOUR EMPLOYEES TO CONTINUE DELIVERING THEIR SERVICES IN THE SAME CADRE WITHOUT ESCALATION(DESIGNATION) MECHANISM?
Does your management wants to PLAY GAMES with your EMPLOYEES rather being very ETHICAL with them?
Who is going to be BENEFITED through GOLDEN HANDSHAKE?
With profound regards
From India, Chennai
Do you mind letting us know, "WHO IS HELD RESPONSIBLE FOR YOUR EMPLOYEES TO CONTINUE DELIVERING THEIR SERVICES IN THE SAME CADRE WITHOUT ESCALATION(DESIGNATION) MECHANISM?
Does your management wants to PLAY GAMES with your EMPLOYEES rather being very ETHICAL with them?
Who is going to be BENEFITED through GOLDEN HANDSHAKE?
With profound regards
From India, Chennai
Dear Khadir,
This is not an isolated case. In India at least such cases happen anywhere and everywhere. Why has it happened, its reasons I have mentioned in my previous post.
I came across a case wherein few employees of courier company worked for same position and did same job for 16 years. With the introduction of bar code scanners, their positions became redundant. Now management was in dilemma what to do with them. On humanitarian ground they could not be removed and they were considered useless to do any job at any other section.
To avoid contingency like this, we should run organisation as per the principles of management. But then which business leader has time to do all this? They are too obsessed with expansion of their company.
Not all blame should go to employers alone. Employees also should be equally blamed. Why they did not volunteer for working in another department? Why they did not develop their career on their own? They did not do this because of the lack of personality development.
Ok...
DVD
Dear Mr. Amkam Paul
Do you mind letting us know, "WHO IS HELD RESPONSIBLE FOR YOUR EMPLOYEES TO CONTINUE DELIVERING THEIR SERVICES IN THE SAME CADRE WITHOUT ESCALATION(DESIGNATION) MECHANISM?
Does your management wants to PLAY GAMES with your EMPLOYEES rather being very ETHICAL with them?
Who is going to be BENEFITED through GOLDEN HANDSHAKE.
With profound regards
From India, Bangalore
This is not an isolated case. In India at least such cases happen anywhere and everywhere. Why has it happened, its reasons I have mentioned in my previous post.
I came across a case wherein few employees of courier company worked for same position and did same job for 16 years. With the introduction of bar code scanners, their positions became redundant. Now management was in dilemma what to do with them. On humanitarian ground they could not be removed and they were considered useless to do any job at any other section.
To avoid contingency like this, we should run organisation as per the principles of management. But then which business leader has time to do all this? They are too obsessed with expansion of their company.
Not all blame should go to employers alone. Employees also should be equally blamed. Why they did not volunteer for working in another department? Why they did not develop their career on their own? They did not do this because of the lack of personality development.
Ok...
DVD
Dear Mr. Amkam Paul
Do you mind letting us know, "WHO IS HELD RESPONSIBLE FOR YOUR EMPLOYEES TO CONTINUE DELIVERING THEIR SERVICES IN THE SAME CADRE WITHOUT ESCALATION(DESIGNATION) MECHANISM?
Does your management wants to PLAY GAMES with your EMPLOYEES rather being very ETHICAL with them?
Who is going to be BENEFITED through GOLDEN HANDSHAKE.
With profound regards
From India, Bangalore
Dear Mr. Dinesh,
I do agree with you and you must be aware of EMPLOYEE CAREER DEVELOPMENT PROGRAMMES being practiced by very few Indian organisations. INDIA is globally known for supply of MANPOWER in various disciplines but, to what extent the QUALITY OF MANPOWER meets CURRENT MARKET TRENDS, even though we have come across employees having DECADES of EXPERIENCE.
Its not just about PERSONALITY DEVELOPMENT, its lack of EXPOSURE, NON-AVAILABILITY of MENTORS, EDUCATION SYSTEM WHICH DOESN'T FOCUS ON SKILL DEVELOPMENT, INDIAN TRADITIONAL CULTURE, and may be lot more.
I was studying WESTERN(AMERICAN) CULTURE "HIRE & FIRE" and i found it quite interesting because, WESTERNER'S HIRE FOR SKILLS AND FIRE FOR THEIR BAD ATTITUDE or FOR NOT ABLE TO COMPENSATE THEM ANYMORE DUE TO LACK OF PROJECTS/ASSIGNMENTS". They also believe in EFFECTIVE COMMUNICATION across HIERARCHY LEVELS.
I really appreciate your PUNCH LINE(marked in purple) "PRINCIPLES OF MANAGEMENT and MANAGEMENT ITSELF OBSESSED WITH BUSINESS EXPANSION".
If employers could have succeeded in COMMUNICATING their POLICES to employees, everything would have been executed in a PROFESSIONAL WAY proportional situation and circumstances.
With profound regards
From India, Chennai
I do agree with you and you must be aware of EMPLOYEE CAREER DEVELOPMENT PROGRAMMES being practiced by very few Indian organisations. INDIA is globally known for supply of MANPOWER in various disciplines but, to what extent the QUALITY OF MANPOWER meets CURRENT MARKET TRENDS, even though we have come across employees having DECADES of EXPERIENCE.
Its not just about PERSONALITY DEVELOPMENT, its lack of EXPOSURE, NON-AVAILABILITY of MENTORS, EDUCATION SYSTEM WHICH DOESN'T FOCUS ON SKILL DEVELOPMENT, INDIAN TRADITIONAL CULTURE, and may be lot more.
I was studying WESTERN(AMERICAN) CULTURE "HIRE & FIRE" and i found it quite interesting because, WESTERNER'S HIRE FOR SKILLS AND FIRE FOR THEIR BAD ATTITUDE or FOR NOT ABLE TO COMPENSATE THEM ANYMORE DUE TO LACK OF PROJECTS/ASSIGNMENTS". They also believe in EFFECTIVE COMMUNICATION across HIERARCHY LEVELS.
I really appreciate your PUNCH LINE(marked in purple) "PRINCIPLES OF MANAGEMENT and MANAGEMENT ITSELF OBSESSED WITH BUSINESS EXPANSION".
If employers could have succeeded in COMMUNICATING their POLICES to employees, everything would have been executed in a PROFESSIONAL WAY proportional situation and circumstances.
With profound regards
From India, Chennai
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