What is the HR protocol on employees who join the organization and quit within a week or ten days? Do organizations recover the 1 month notice pay from them. Is their case treated as a regular exit or abscond in the personnel records?
From India, Bangalore
From India, Bangalore
First of all find out the reason why the new joinees leave the organisation with a span of 10 days, and thereafter try to over come the situation wherein the employees leave the establishment. The duty of a HR is to retain the employees for a longer period and not to penalise them by charging Notice Pay even who have not completed 10 days in your organisation. What is your termination clause states for probationers due you have notice period during probations too ??
From India, Ahmadabad
734From India, Ahmadabad
It depends on appointment letter either s/he should serve 1 month or less days in his / her probation period.
it can not be shown absonding case only if employee has left without any prior information in that case you can count him/ her as per your HR policy.
From India, undefined
it can not be shown absonding case only if employee has left without any prior information in that case you can count him/ her as per your HR policy.
From India, undefined
1. Some Companies follow a principle that if they have any salary to such employee then they embark on recovery otherwise they are treated as normal absconders & their names are removed from the rolls. Their full & final settlement is done as nil (no payment & no recovery) the case is closed.
2. Some companies hound these poor employee for recovery as if they wish to make profit out of it.
3. In their personal records it is absconded.
From India, Thane
2. Some companies hound these poor employee for recovery as if they wish to make profit out of it.
3. In their personal records it is absconded.
From India, Thane
If new employees are leaving your organisation within the first 10 days, you have a serious problem on your hands.
You need to find out what that problem is, and fix it, double quick.
The first thing that needs fixing is your recruitment process.
The second thing to look at is your organisation, and why people don't want to work there, eg, pay, management, other staff members, lack of training, lack of future opportunities, etc etc.
Thirdly, when people are interviewed, you need to ensure they are not being told lies about what it is going to be like to work for your organisation. Many of us have gone to job interviews and been told how wonderful it is going to be, but the reality is sadly different.
Good luck with that, you will need it.
From Australia, Melbourne
You need to find out what that problem is, and fix it, double quick.
The first thing that needs fixing is your recruitment process.
The second thing to look at is your organisation, and why people don't want to work there, eg, pay, management, other staff members, lack of training, lack of future opportunities, etc etc.
Thirdly, when people are interviewed, you need to ensure they are not being told lies about what it is going to be like to work for your organisation. Many of us have gone to job interviews and been told how wonderful it is going to be, but the reality is sadly different.
Good luck with that, you will need it.
From Australia, Melbourne
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.
HR managers being taught how to deal with employees in times of slowdown.pdf