HI everyone we have recruited a guy in our company and found that he edited his Btech marks sheet to fulfil the criteria and also we got to know not he ,his elder brother and sister all are working in MNC just by producing fake documents please help what shall we do to him.
From India, Mumbai
From India, Mumbai
The solution to this situation looks straight into eyes!
Firing for forging documents is what you must do. However, request you to do it with difference.
How would you want to be taught a lesson if you had to forge to get a job ?
From India, Mumbai
1859Firing for forging documents is what you must do. However, request you to do it with difference.
How would you want to be taught a lesson if you had to forge to get a job ?
From India, Mumbai
If you are in the software industry, you can report the matter to NASSCOM The nasscom skill registry is designed to ensure that such people do not get jobs.
From India, Mumbai
From India, Mumbai
YOU SHOULD TAKE AN INTERVIEW N ASK SOME TECHNICAL QUESTION FROM HIM...IF HE ABLE TO GIVE THE ANSWER SO HE IS ELIGIBLE ...BECAUSE THERE IS NO HUGE DIFFERENCE BETWEEN IN 59.8% AND 60% ... ITS ALL ABOUT CRITERIA .. IF PERSON HAVE GUTS T EDIT THEIR MARK SHEET SO PERSON IS NOT A DUMP..HE IS STREET SMART...
From India, Lucknow
From India, Lucknow
I think the company in question itself must have its own policy to deal with the situation because these are risks well known and validated at the prescreening stage itself. Any way Would suggest to issiue a memo and confirm the same from the employee with the show cause notice as to why the services be not terminated in the case of forged crediential to be replied by the employee in seven days failing which the services be deemed assumed as terminated in order to give to more integrated meritorious prospective employee
From Qatar, Doha
From Qatar, Doha
Hello Verma37,
Taking from the suggestions/remarks of other members, can you give the data on the editing he did--meaning how many marks did he add to get thru your criteria.
I can see a few options:
1] Fire him without hesitation--the usual tendency of going by the Rule Book.
2] IF the faking/editing isn't not very high [I know this word 'high' can be subjective], suggest hold an extended technical session to ensure he MAY deserve a lenient approach to be dealt with. IF, like Animeshtiwari suggested, he is found to really good technically, MAYBE you can consider taking him into the Company based on his ACTUAL marks sheet......BUT with some sort of 'hit' [like lower salary, extended Probation, etc] to ensure he doesn't take any advantage of this leniency later on.
I guess this was the scenario that (Cite Contribution) possibly had in mind when she suggested "How would you want to be taught a lesson if you had to forge to get a job?"
3] Fire him & Report to NASSCOM--like Saswata Banerjee suggested. Prima facie, this looks right--BUT again works like the Option (1) mentioned above.......going by the Rule Book....without taking an empathetic view of the situation.
4] In the event his fudging is for marks way beyond what he actually scored, fire him straight AND then it's FOR YOU to figure-out how in the first place was he hired. It's not realistic for someone with very low academic scores to rate high in job interviews....at least it's very very tough [unless unfair means are adopted].
Which option appeals to you depends on your Company's overall perspectives & priorities.
Rgds,
TS
From India, Hyderabad
Taking from the suggestions/remarks of other members, can you give the data on the editing he did--meaning how many marks did he add to get thru your criteria.
I can see a few options:
1] Fire him without hesitation--the usual tendency of going by the Rule Book.
2] IF the faking/editing isn't not very high [I know this word 'high' can be subjective], suggest hold an extended technical session to ensure he MAY deserve a lenient approach to be dealt with. IF, like Animeshtiwari suggested, he is found to really good technically, MAYBE you can consider taking him into the Company based on his ACTUAL marks sheet......BUT with some sort of 'hit' [like lower salary, extended Probation, etc] to ensure he doesn't take any advantage of this leniency later on.
I guess this was the scenario that (Cite Contribution) possibly had in mind when she suggested "How would you want to be taught a lesson if you had to forge to get a job?"
3] Fire him & Report to NASSCOM--like Saswata Banerjee suggested. Prima facie, this looks right--BUT again works like the Option (1) mentioned above.......going by the Rule Book....without taking an empathetic view of the situation.
4] In the event his fudging is for marks way beyond what he actually scored, fire him straight AND then it's FOR YOU to figure-out how in the first place was he hired. It's not realistic for someone with very low academic scores to rate high in job interviews....at least it's very very tough [unless unfair means are adopted].
Which option appeals to you depends on your Company's overall perspectives & priorities.
Rgds,
TS
From India, Hyderabad
Hie everyone and thanks for your suggestions appericiated he have had 58% and what he did he edited the marks with pensil and then lamimated the score card so that no one doubt it...we had a word with the associate later we found his sister asked him to do the same...
From India, Mumbai
From India, Mumbai
Dear Verma,
Satheesh have pointed out exactly what I wanted to say.
Its sad that we are the reason why such fraud cases happen. Our over importance on 'Credentials' and not on 'Competencies' , push candidates to fabricate certificates.
There is no guarantee that a student who scored 70% will work better than a student who scored 50% !
Acumen is not completely measured through academical exams , let alone delivery.
You will need a candidate who can deliver the projects in time. Someone who hasn't scored enough, will obviously push himself harder as he stands on quick sand.
This candidate in question has already cleared the interview rounds. If you still have doubts about his credibility, please try what Animesh Tiwari has suggested. Hire someone for potential and not the scores !
You always have the option to punish him. But make sure you don't punish him for something that you can easily turn around.
Disciplining him would be easy now, as he has already made a grave mistake. On the top, he is least likely be an attrite as every other employer would reject him for his scores. You actually have the option to win the loyalty of a potential employee if you manage to deal this differently!
The choice is yours! Wish you all the best
From India, Mumbai
Satheesh have pointed out exactly what I wanted to say.
Its sad that we are the reason why such fraud cases happen. Our over importance on 'Credentials' and not on 'Competencies' , push candidates to fabricate certificates.
There is no guarantee that a student who scored 70% will work better than a student who scored 50% !
Acumen is not completely measured through academical exams , let alone delivery.
You will need a candidate who can deliver the projects in time. Someone who hasn't scored enough, will obviously push himself harder as he stands on quick sand.
This candidate in question has already cleared the interview rounds. If you still have doubts about his credibility, please try what Animesh Tiwari has suggested. Hire someone for potential and not the scores !
You always have the option to punish him. But make sure you don't punish him for something that you can easily turn around.
Disciplining him would be easy now, as he has already made a grave mistake. On the top, he is least likely be an attrite as every other employer would reject him for his scores. You actually have the option to win the loyalty of a potential employee if you manage to deal this differently!
The choice is yours! Wish you all the best
From India, Mumbai
Hello Verma 37,
As many have pointed out there is no REVERSE GEAR in TIME to set right things.
Whether the person has to be reprimanded and retained or sent home.
Now, the point in question according to me is the Integrity, as a value.
I think it was our former President Mr APJ Abdul Kalam who said
IF INTEGRITY IS THERE, NOTHING ELSE MATTERS.
IF INTEGRITY IS NOT THERE, NOTHING ELSE MATTERS.
This may sound like a riddle in the first instance but when you read it once more,
the subtle change in the sentence shows the major difference.
If I need to stress the obvious INTEGRITY is such a powerful virtue other values are less important.
That is explained by the first sentence.
The second sentence implies that If INTEGRITY is absent, nothing else can compensate it.
What is the guarantee that he would not attempt similar actions while dealing in company matters tomorrow?
How does your company value INTEGRITY?
V.Raghunathan
From India
As many have pointed out there is no REVERSE GEAR in TIME to set right things.
Whether the person has to be reprimanded and retained or sent home.
Now, the point in question according to me is the Integrity, as a value.
I think it was our former President Mr APJ Abdul Kalam who said
IF INTEGRITY IS THERE, NOTHING ELSE MATTERS.
IF INTEGRITY IS NOT THERE, NOTHING ELSE MATTERS.
This may sound like a riddle in the first instance but when you read it once more,
the subtle change in the sentence shows the major difference.
If I need to stress the obvious INTEGRITY is such a powerful virtue other values are less important.
That is explained by the first sentence.
The second sentence implies that If INTEGRITY is absent, nothing else can compensate it.
What is the guarantee that he would not attempt similar actions while dealing in company matters tomorrow?
How does your company value INTEGRITY?
V.Raghunathan
From India
Today he might have committed forgery of attaining qualification, tomorrow he will get encouragement to do forgeries at larger scale putting the higher bosses at stake. There is no dearth of competent persons in market. Person recruited through forged certificates is said to have committed crime and his appointment is vitiated. Procedure wise give him a shoow cause notice and seek his explanation of forged mark sheet. Based on his reply, take appropriate action. If denies it, obtain certified copy of mark sheet from concerned university and take appropriate decision.It will set an example for otherwise it will bring down morale of other employees.
Thanks
Sushil
From India, New Delhi
Thanks
Sushil
From India, New Delhi
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.
SALARY SHEET CALCULATION.xls