If an IT company is providing a high value technical training to it's employee which is a great cost to the company then what can it do to ensure employees don't leave after the training. Should there be a bond for a year???
From India, Bangalore
From India, Bangalore
Hi!!
The company could ask the employees to repay the cost of Training incurred by the Company. This can be done by way of an agreement entered with the employees. The employees who leave say before one year of training have to repay the entire cost incurred on training. This will ensure that employees would stay with the organization. And till the time employee is on board the organization can use him productively.
Priyanka
From India, Pune
1The company could ask the employees to repay the cost of Training incurred by the Company. This can be done by way of an agreement entered with the employees. The employees who leave say before one year of training have to repay the entire cost incurred on training. This will ensure that employees would stay with the organization. And till the time employee is on board the organization can use him productively.
Priyanka
From India, Pune
Company can also make them sign a bond for period any period depending upon the cost incurred by the company on such training. For example we have sent a employee to Japan on a 6 months training and we made the employee sign a bond for 3 years or two lack rupees. Means the employee has to stay with the company for atleast for three years after he comes back from the training or will need to pay two lacks in case he chooses to leave the company before the three years. There is absolutely no harm in getting the employee sign the bond.
rohit
rohit
Bond cannot be a solution to stop employees from quiting , this may demotivate the employee giving a feeling that the company dont have faith in him, in todays market there are so many opportunities that its difficult to hold back any employee.
According to me we can distribute the training according to the time frame and if one batch of candidates get trained ask them to train the other batches this will motivate some of the employees who wish to take part in training.try to focuss on internal training rather that goin for external training :))
Kumar arun
09850841183
Pune
From Luxembourg
According to me we can distribute the training according to the time frame and if one batch of candidates get trained ask them to train the other batches this will motivate some of the employees who wish to take part in training.try to focuss on internal training rather that goin for external training :))
Kumar arun
09850841183
Pune
From Luxembourg
i totally agree that bond cant be a solutions. but i was only replying and giving answer to a particular situation. rohit 09971997149
It entirely depends on the type of training imparted - is it specific to an assignment which needs a commitment of a certain time span or the training is imparted to groom the individuals for higher roles. Also other factors like if the training is conducted internally or by external agency, if the individuals were deputed to a different location for training (overseas etc.)
A right combination of the above factors will determine if you should apply a bond system for those identified/undergoing training. It is important to communicate the terms & conditions/commitments to those undergoing the training well before hand rather than after completion of training else it could become a non-compliance or breach of trust.
Hope the above inputs is useful.
From India, Mumbai
A right combination of the above factors will determine if you should apply a bond system for those identified/undergoing training. It is important to communicate the terms & conditions/commitments to those undergoing the training well before hand rather than after completion of training else it could become a non-compliance or breach of trust.
Hope the above inputs is useful.
From India, Mumbai
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Agr. for training, apprentice with bond.doc