Hi
I am working in a small scale firm as an HR executive. Iam the only person in Hr section all the Hr responisibilities, policies etc are done by me only. We are going to recruit freshers from top universities and we'll be providing three months training to them and later on according to their performance and knowledge we'll take them on permanent payroll. But the main issue is that we dont want to be fooled at the end as basicaly in small or large scale company freshers join as trainees they learn new technology and leave after training. So please let me know what we can do to sustain them after training and they should stay for a longer duration. most company's give stipend salary etc to trainees three months basis or quatrly like giving half salary monthly then later on etc. but i dont think its a right procedure please let me know what i can i do to sustain those people.Please reply asap as i have to give plan to manager day after tommorow.
Regards,
Ajitha
From India, Delhi
1I am working in a small scale firm as an HR executive. Iam the only person in Hr section all the Hr responisibilities, policies etc are done by me only. We are going to recruit freshers from top universities and we'll be providing three months training to them and later on according to their performance and knowledge we'll take them on permanent payroll. But the main issue is that we dont want to be fooled at the end as basicaly in small or large scale company freshers join as trainees they learn new technology and leave after training. So please let me know what we can do to sustain them after training and they should stay for a longer duration. most company's give stipend salary etc to trainees three months basis or quatrly like giving half salary monthly then later on etc. but i dont think its a right procedure please let me know what i can i do to sustain those people.Please reply asap as i have to give plan to manager day after tommorow.
Regards,
Ajitha
From India, Delhi
Dear Ajitha,
Its true that the freshers have a huge fictitious ambition.which they dream when they are in college. There is no exact formula to retain anybody in any type of organization. Some fresher look for the money others look for the work and learning and some look for the brand.
The organization culture and the interpersonal realationship in your organization will play a key role in retaining them.
As a freshers they dont have much knowledge, they expect to build a good rapport with the colleagues and really looks upto the seniors...so try to be polite and nurture them and give them a good career path...and rest totally depends on TIME..
regards,
Diwesh
From India, Mumbai
Its true that the freshers have a huge fictitious ambition.which they dream when they are in college. There is no exact formula to retain anybody in any type of organization. Some fresher look for the money others look for the work and learning and some look for the brand.
The organization culture and the interpersonal realationship in your organization will play a key role in retaining them.
As a freshers they dont have much knowledge, they expect to build a good rapport with the colleagues and really looks upto the seniors...so try to be polite and nurture them and give them a good career path...and rest totally depends on TIME..
regards,
Diwesh
From India, Mumbai
Ajitha,
As Vennila suggested, you can retain them when you have a service agreement in place and a penality clause for breaking the service agreement. Majority of the IT companies in India are following this principle to protect employees from leaving after training period.
After initial training, you will have to ensure they are on projects orelse they will start obsconding without information.
Keep them busy with work then you can retain.
Regards
From India
As Vennila suggested, you can retain them when you have a service agreement in place and a penality clause for breaking the service agreement. Majority of the IT companies in India are following this principle to protect employees from leaving after training period.
After initial training, you will have to ensure they are on projects orelse they will start obsconding without information.
Keep them busy with work then you can retain.
Regards
From India
Hi Ajitha,
I am a student of HR. i would like to express my opinions too.
Hope i had been of assistance in some form. Take Care.
Sam Amose
Student of HR
Alliance Business Academy, Bangalore
I am a student of HR. i would like to express my opinions too.
- First of all i feel students from preferrably the 2nd grade of colleges should be recrutied and not necessarily the top institutions... as you said you are now in a small scale firm. This strategy would make appointed employees more eager to learn and rise within your organization thus staying longer. Students from top colleges due to peer comparition in college would be inclined to be on a top branded company payroll, and could thus leave faster. They might even take your offer as last preference.
In such a scenario of recruiting from 2nd grade colleges, quality of training provided should be a top priority to you. If we are not recruiting the best in the business our training has to be top-notch.
- Secondly.. its against law to have employees sign bonding agreements. One solution could be done is to instead make employees sign an agreement stating that they would have to pay back the expenses beared by the company on them for training and development if they were to quit in job in 3 yrs (or so). This is practically applicable. Its in practice too.
Hope i had been of assistance in some form. Take Care.
Sam Amose
Student of HR
Alliance Business Academy, Bangalore
Hi Ajitha,
Sam given good suggession.. That will be good for small organisations.. If they breaks the bond also, you will get back the amount which you spent on him.. So, you may not be the looser that time..
Good suggession Sam..
All the best Ajitha & Sam..
Regards,
Suma
From India, Secunderabad
Sam given good suggession.. That will be good for small organisations.. If they breaks the bond also, you will get back the amount which you spent on him.. So, you may not be the looser that time..
Good suggession Sam..
All the best Ajitha & Sam..
Regards,
Suma
From India, Secunderabad
Hi Friends In the eyes of law, such bonds have no value. It’s just an eye wash. It’s better to impart good training and create opportrunities for the grwoth and development. Rajeev
From India, Mumbai
From India, Mumbai
Dear Ajitha,
What is the training cost ?
50% of the training fee can be paid by the company and the rest 50% can be paid the individual.
This 50% of the traing fee can be returned to the individual after completions of certain duration of service with the company. ( ex 1 year or after 2 years )
Regards
Dasa
From India, Bangalore
What is the training cost ?
50% of the training fee can be paid by the company and the rest 50% can be paid the individual.
This 50% of the traing fee can be returned to the individual after completions of certain duration of service with the company. ( ex 1 year or after 2 years )
Regards
Dasa
From India, Bangalore
Dear Ajitha,
Greetings!
I agree vth Mr Rajeev.
Better u can target opposite professional. If u r looking for BE Fresher, Instead of BE go for B.Sc,BBA etc... They will retain in the company after traning.
Rgds,
John N
From India, Madras
Greetings!
I agree vth Mr Rajeev.
Better u can target opposite professional. If u r looking for BE Fresher, Instead of BE go for B.Sc,BBA etc... They will retain in the company after traning.
Rgds,
John N
From India, Madras
Hi,
I think what you can do is........ start creating emotional bonding with the freshers, find out why they want to change, if majority responses are for higher growth, start making the job more challenging / rotation or some more additional attractive and learning training programs.
Some entertainments could be possible to keep in the organisations like every weekend for 15 minutes keep debate sessions on any topics or any such non-monetary events., which would freshers enjoy.
One more thing, if you try to retain employee for 1 month they will stay for 3 months, if you try to retain for 3 month they will stay with you for 6 months and so on.
You have to build the attachment between employee and the organisation.
Hope my suggestion would help.
Others, what do you all think???
- Sanjukta
From India, Mumbai
I think what you can do is........ start creating emotional bonding with the freshers, find out why they want to change, if majority responses are for higher growth, start making the job more challenging / rotation or some more additional attractive and learning training programs.
Some entertainments could be possible to keep in the organisations like every weekend for 15 minutes keep debate sessions on any topics or any such non-monetary events., which would freshers enjoy.
One more thing, if you try to retain employee for 1 month they will stay for 3 months, if you try to retain for 3 month they will stay with you for 6 months and so on.
You have to build the attachment between employee and the organisation.
Hope my suggestion would help.
Others, what do you all think???
- Sanjukta
From India, Mumbai
hi,
What i feel is that Sam has given u a very practical guidance.Being a small company,even if you are able to attract job aspirants from top-notch universities,after training ,sure you'll find it difficult to retain them.
This is a problem encountered by most of the companies.
Even from the point of view of assessing the return on investment from training,it definitely will take years to accomplish.By then attrition must be have started.
So,it would be advisable to focus on Sam's advice.signing an agreement /contract is a common feature nowadays.But people are able to break it.So it is not fool proof!But then from the company's point of view,it is reasonable.
After the training period ,device methods to retain them.If possible you can give them a small hike....Above all.....develop methods to motivate them.Everyday should be different....there should be some learning ,some creativity involved .Make them aware of the career prospects if they stay back!For all these you need to have good rapport with them.
Any way,all the best!
Rakhee
What i feel is that Sam has given u a very practical guidance.Being a small company,even if you are able to attract job aspirants from top-notch universities,after training ,sure you'll find it difficult to retain them.
This is a problem encountered by most of the companies.
Even from the point of view of assessing the return on investment from training,it definitely will take years to accomplish.By then attrition must be have started.
So,it would be advisable to focus on Sam's advice.signing an agreement /contract is a common feature nowadays.But people are able to break it.So it is not fool proof!But then from the company's point of view,it is reasonable.
After the training period ,device methods to retain them.If possible you can give them a small hike....Above all.....develop methods to motivate them.Everyday should be different....there should be some learning ,some creativity involved .Make them aware of the career prospects if they stay back!For all these you need to have good rapport with them.
Any way,all the best!
Rakhee
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Minimum Wages in Maharashtra for the period January 2018 to June 2018.xls
HC All - Trainees not covered for PF -2010.pdf
Appointment Letter to an Employee for fixed period.doc