Hello Seniors,
Pls clear me on the below statement.
one of our employee is going on leave for marriage in june and we have salary hike process in April and we are not sure her rejoining. shall we include her in the process or not. pls suggest me.
syed hussain
7667464933
From India, Madras
4Pls clear me on the below statement.
one of our employee is going on leave for marriage in june and we have salary hike process in April and we are not sure her rejoining. shall we include her in the process or not. pls suggest me.
syed hussain
7667464933
From India, Madras
Hello syed hussain,
Pl be fair in handling your employees.
Are the salary Hikes being given for the ACTUAL performance UPTO April or for the ANTICIPATED performance FROM April? I am sure I don't need to answer that--since you know it.
A Technical Head may be more concerned with the PRESENT performance/response of an employee. But, as HR, you need to more concerned with BOTH the Present & Future. Let the employee go in a happy frame of mind.
Also, the fact that you posted this thread makes me to presume that you DO WANT HER TO REJOIN--pl correct me if wrong [whether she actually does or not is a different issue].
Another way of looking @ the situation is from the employee's perspective: you aren't sure if she will join back--which means that she MIGHT ALSO REJOIN. Given the human mental mindset, IF YOU WERE HER, if & when you are in 2 minds whether to rejoin this company or join another company, would you rejoin if you are left-out of the salary review process--even if you like the company in all other ways?
Another angle to this issue: I am sure you know that such actions in a company never remain a secret. The employees who are still present & would continue to work would definitely know about what transpired--and more importantly WHY. What's the unsaid message that you--as HR--wish to send to them? Hope you get the point I am making.
Hope you have the answer to your query by now--at least my take on it.
All the Best.
Rgds,
TS
From India, Hyderabad
Pl be fair in handling your employees.
Are the salary Hikes being given for the ACTUAL performance UPTO April or for the ANTICIPATED performance FROM April? I am sure I don't need to answer that--since you know it.
A Technical Head may be more concerned with the PRESENT performance/response of an employee. But, as HR, you need to more concerned with BOTH the Present & Future. Let the employee go in a happy frame of mind.
Also, the fact that you posted this thread makes me to presume that you DO WANT HER TO REJOIN--pl correct me if wrong [whether she actually does or not is a different issue].
Another way of looking @ the situation is from the employee's perspective: you aren't sure if she will join back--which means that she MIGHT ALSO REJOIN. Given the human mental mindset, IF YOU WERE HER, if & when you are in 2 minds whether to rejoin this company or join another company, would you rejoin if you are left-out of the salary review process--even if you like the company in all other ways?
Another angle to this issue: I am sure you know that such actions in a company never remain a secret. The employees who are still present & would continue to work would definitely know about what transpired--and more importantly WHY. What's the unsaid message that you--as HR--wish to send to them? Hope you get the point I am making.
Hope you have the answer to your query by now--at least my take on it.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Syed,
Performance appraisal is done for the past 12 / 6 months performance by the employee.
Today in modern india there is only little percentage of women leaves the job after marriage due to location change. The same can happen mostly after child birth only and not in case of marriage.
you cannot stop an employee who wants to quit. what if another employee who is not happy about the performance rating you had give and resigns.
So give all the importance to the employee as other employees and do the performance evaluation.
From India, Mumbai
Performance appraisal is done for the past 12 / 6 months performance by the employee.
Today in modern india there is only little percentage of women leaves the job after marriage due to location change. The same can happen mostly after child birth only and not in case of marriage.
you cannot stop an employee who wants to quit. what if another employee who is not happy about the performance rating you had give and resigns.
So give all the importance to the employee as other employees and do the performance evaluation.
From India, Mumbai
Further to all that TS has mentioned - and I agree to,
How you respond to this situation will give your employees a clear view of their expected future conduct and behavior. What I mean by this is - this employee has indicated her marriage plans and you "may reward this with" - no increment.
So next behavior - do not inform these guys in advance. They will draw negative conclusions.
Consider this - If you do prepare her increment letter and hand it to her along with her wedding gift check or keep it ready for her return - I presume you do something like this for employees weddings, imagine the discussion and talk time this would generate in 2 families. All very positive talk about the values in your organisation. So what do you as the HR wish for your organisation. Accodingly convince those involved in the decision.
Richard
From India, Mumbai
How you respond to this situation will give your employees a clear view of their expected future conduct and behavior. What I mean by this is - this employee has indicated her marriage plans and you "may reward this with" - no increment.
So next behavior - do not inform these guys in advance. They will draw negative conclusions.
Consider this - If you do prepare her increment letter and hand it to her along with her wedding gift check or keep it ready for her return - I presume you do something like this for employees weddings, imagine the discussion and talk time this would generate in 2 families. All very positive talk about the values in your organisation. So what do you as the HR wish for your organisation. Accodingly convince those involved in the decision.
Richard
From India, Mumbai
Richard has put it very succinctly & clearly about the values you would be conveying — either way — deeper down with the employees syed hussain — much better than me. Rgds, TS
From India, Hyderabad
From India, Hyderabad
Sayeed,
If the person is not rejoining, what do you lose by giving her an increment ?
At worse, you have 2 months in which your payroll is slightly higher.
She will definitely be a brand ambassador for your company even if she does not join back.
If you want, you can call her HR when giving the increment letter and while handing it over ask her frankly whether she is planning to rejoin or quit after marriage. She will mostly give you the correct answer which will allow you to plan properly.
From India, Mumbai
If the person is not rejoining, what do you lose by giving her an increment ?
At worse, you have 2 months in which your payroll is slightly higher.
She will definitely be a brand ambassador for your company even if she does not join back.
If you want, you can call her HR when giving the increment letter and while handing it over ask her frankly whether she is planning to rejoin or quit after marriage. She will mostly give you the correct answer which will allow you to plan properly.
From India, Mumbai
I have one more suggestion which i feel even your management will consider. YOu can keep her appraisal on hold till she rejoins and as well inform the employee that increment is not denied to her, however it will be released on her rejoining the organisation.
From India, Bangalore
From India, Bangalore
Hello sajithams, Can you pl give the logic/reasoning for your suggestion? What are you trying to achieve with this way of tackling the issue? Looks good, but something seems amiss in it. Rgds, TS
From India, Hyderabad
From India, Hyderabad
Mr.Syed,
It may not be possible to withhold her appraisal in April when she is expected to go on leave from June only. Especially, I believe she has not put in her paper yet. With what reason you'll exclude her appraisal ? In all fairness U should give her the appraisal in April as she would be on duty atleast two months thereafter and that too on leave subsequently. What reply would U give her when she is excluded in April while she still on duty and she would construe it that the co. is prompting her to go out.
Pl.don't do this. Alternatively, complete the formality and keep her informed that effecting the hike would be after she rejoins.
kumar.s.
From India, Bangalore
It may not be possible to withhold her appraisal in April when she is expected to go on leave from June only. Especially, I believe she has not put in her paper yet. With what reason you'll exclude her appraisal ? In all fairness U should give her the appraisal in April as she would be on duty atleast two months thereafter and that too on leave subsequently. What reply would U give her when she is excluded in April while she still on duty and she would construe it that the co. is prompting her to go out.
Pl.don't do this. Alternatively, complete the formality and keep her informed that effecting the hike would be after she rejoins.
kumar.s.
From India, Bangalore
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