hi,
I am Hr working for the IT firm and I want some good suggestion for the problem as the management wants to take some action on the following issue.
Can any one guide me for the salary deduction from the employees for the company security that the employee doesn't leave the company as an when they get better opportunity.
Regards,
H Rodrigues
From India, Mumbai
I am Hr working for the IT firm and I want some good suggestion for the problem as the management wants to take some action on the following issue.
Can any one guide me for the salary deduction from the employees for the company security that the employee doesn't leave the company as an when they get better opportunity.
Regards,
H Rodrigues
From India, Mumbai
As per your Query, You can include this in the Appointment letter that the employee has a certain notice period and if they leave without serving this period, then the compensatory salary will be withheld. So suppose, if the notice period is say for 2 months and the employee serves for 1 month or none, then salary due to him can be withheld by your company as a Back fill recuitement expenses.
In some companies, the new compnay which is hirirng your employee buys the notice period incase they want your ex-employee to join immediately.
I hope this is what you are looking for!
From India, Pune
13In some companies, the new compnay which is hirirng your employee buys the notice period incase they want your ex-employee to join immediately.
I hope this is what you are looking for!
From India, Pune
Hey Rodrigues,
I am really shocked at your companies "action in Plan". why would they like to penalies an employees who does not want to work with you.
I guess your goodself and your company should spend time, efforts and money to device a plan on "why an employee should not leave your compnay rather the otherway round".
I am sure you have read this, that "its twices as expensive to hire a new candidate then to retain trained staff".
So with positive attitude advice your company to plan a strategy to look into the area of high attrition and retain candidates.
All the best,
ukmitra
From Saudi Arabia, Riyadh
I am really shocked at your companies "action in Plan". why would they like to penalies an employees who does not want to work with you.
I guess your goodself and your company should spend time, efforts and money to device a plan on "why an employee should not leave your compnay rather the otherway round".
I am sure you have read this, that "its twices as expensive to hire a new candidate then to retain trained staff".
So with positive attitude advice your company to plan a strategy to look into the area of high attrition and retain candidates.
All the best,
ukmitra
From Saudi Arabia, Riyadh
Hi, We don’t have the rights to deduct the Employee salary during his service unless any remarks in his record. - Lingam
From India, Madras
From India, Madras
Hi,
In my view if your management is looking for retaining its employees then as an HR person you should:
a) Paln and Implement some Employee Retention Schemes.
b) Conduct regular communication meetings with staff. Dont always act like a disciplinarian on their head. Do the pep talk with them at times. It will help you to know the employee's frame of mind. So if one is planning to leave, you'll get to know in advance and you may talk to him to retain him/ talk to magt. about his promotion/ salary hike etc. which will make him stay back.
c) Encourage a healthy work culture in your organisation. Dont be too strict with employees. Allow them appopriate space.
d) Inculcate fun @ work exrcises on a regular basis to motivate employees to stay back.
e) You may change their compensation structure a bit by allowing them long term service reward on every increasing year. You may start it after confirmation or after 2 years of employee service so that the employee is motivated enough to stay minimum for 2 years with your co. Discuss this with your management as it will incur employee cost. Take C&B expert's help on this.
f) Add the clause of Notice Period Pay in your appointment letter. minimum 15 days during probation and 1 or 2 months after confirmation. This will allow you enough time to plan any of the above actions or at the worst find a replacement for the resigned employee.
In my view while retention is imperative in an org, we should not aim at retaining every employee of the co. After every 5 years there should be 50% staff change to let the water flowing. I hope you get what i mean!
All the best!
Parul
From India, New Delhi
In my view if your management is looking for retaining its employees then as an HR person you should:
a) Paln and Implement some Employee Retention Schemes.
b) Conduct regular communication meetings with staff. Dont always act like a disciplinarian on their head. Do the pep talk with them at times. It will help you to know the employee's frame of mind. So if one is planning to leave, you'll get to know in advance and you may talk to him to retain him/ talk to magt. about his promotion/ salary hike etc. which will make him stay back.
c) Encourage a healthy work culture in your organisation. Dont be too strict with employees. Allow them appopriate space.
d) Inculcate fun @ work exrcises on a regular basis to motivate employees to stay back.
e) You may change their compensation structure a bit by allowing them long term service reward on every increasing year. You may start it after confirmation or after 2 years of employee service so that the employee is motivated enough to stay minimum for 2 years with your co. Discuss this with your management as it will incur employee cost. Take C&B expert's help on this.
f) Add the clause of Notice Period Pay in your appointment letter. minimum 15 days during probation and 1 or 2 months after confirmation. This will allow you enough time to plan any of the above actions or at the worst find a replacement for the resigned employee.
In my view while retention is imperative in an org, we should not aim at retaining every employee of the co. After every 5 years there should be 50% staff change to let the water flowing. I hope you get what i mean!
All the best!
Parul
From India, New Delhi
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Employee Salary file - India 2016 AB.xls