Dear All, Kindly provide me any suggestions : 1. to avoid employee’s absconding without any intimation 2. on what actions can be taken against the absconded employee. With regards, Sangeetha
From India, Bangalore
2From India, Bangalore
In order to avoid employees absconding, you should recognize them as contributors to the goals of your organization. To achieve this, pay them a good salary (which is essential to motivate anyone, including trainers or psychologists who often discuss motivation theories, improving the quality of resources, and retaining manpower), offer attractive career progression opportunities, and create a wonderful working environment.
Regarding the second question, I don't have a definitive answer because we cannot force an employee to stay once they have decided to leave. It is their fundamental right to go wherever they choose. If we consider the losses incurred by the company when a trained employee leaves without a replacement, I would classify this as a recruitment error. Just like any decision that may later result in a loss, the risks associated with manpower recruitment, selection, or retention should also be acknowledged.
Regards,
Madhu.T.K
From India, Kannur
Regarding the second question, I don't have a definitive answer because we cannot force an employee to stay once they have decided to leave. It is their fundamental right to go wherever they choose. If we consider the losses incurred by the company when a trained employee leaves without a replacement, I would classify this as a recruitment error. Just like any decision that may later result in a loss, the risks associated with manpower recruitment, selection, or retention should also be acknowledged.
Regards,
Madhu.T.K
From India, Kannur
You cannot avoid this situation when an employee wants to abscond. However, you can minimize the incidence of absconding by taking a few precautions as outlined below:
1) The first precaution is to be exercised at the time of recruitment itself.
2) Try to ascertain either during your pre-interview conversation with the candidate or during the interview whether they genuinely need a job and are not just fence-sitters.
3) Ensure that the candidate aligns with the job requirements and the organizational work culture, and that they appreciate the nature of the job being offered.
4) Maintain a motivating work environment by fostering harmony in interpersonal relations within the office.
5) Review the employees' salary packages to determine if it could be a contributing factor to absconding.
Implementing the above measures could potentially reduce the incidence of absconding. Hope this information is helpful.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
1) The first precaution is to be exercised at the time of recruitment itself.
2) Try to ascertain either during your pre-interview conversation with the candidate or during the interview whether they genuinely need a job and are not just fence-sitters.
3) Ensure that the candidate aligns with the job requirements and the organizational work culture, and that they appreciate the nature of the job being offered.
4) Maintain a motivating work environment by fostering harmony in interpersonal relations within the office.
5) Review the employees' salary packages to determine if it could be a contributing factor to absconding.
Implementing the above measures could potentially reduce the incidence of absconding. Hope this information is helpful.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
Dear All,
Thank you for your reply.
Kindly advise me on the following: An employee has been trained for a particular project for 3 to 4 months, and when the project is about to start, they have absconded without any prior information. What kind of action can be taken against them?
With regards,
Sangeetha
From India, Bangalore
Thank you for your reply.
Kindly advise me on the following: An employee has been trained for a particular project for 3 to 4 months, and when the project is about to start, they have absconded without any prior information. What kind of action can be taken against them?
With regards,
Sangeetha
From India, Bangalore
Hello! Thanks for your reply.
Kindly advise me on the following: An employee has been trained for a particular project for 3 to 4 months, and when the project is about to start, they have absconded without any prior information. What kind of action can be taken against them?
With regards,
Sangeetha
From India, Bangalore
Kindly advise me on the following: An employee has been trained for a particular project for 3 to 4 months, and when the project is about to start, they have absconded without any prior information. What kind of action can be taken against them?
With regards,
Sangeetha
From India, Bangalore
It appears that your company does not have any policy in dealing with absenteeism. It is advisable to frame a policy or to follow the procedure, if any laid down in the contract of service. However, keeping in view the brief details furnished by you about the case, I can say that you can send a communication in writing asking the absent employee to report for duty specifying a date by which he should resume duty. On his resumption of duty, ask him to explain his unauthorized absence. If his explanation is not satisfactory, inform him so and warn him not to repeat this behavior in the future, failing which he will render himself for disciplinary action. If he does not report for duty, send him another letter advising him to resume work immediately. If he is still absent from duty, send him a notice that he has voluntarily abandoned his job, and thereafter send him a final notice to that effect.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
Dear Sangeeta,
As per the legal HR Policy, if you are spending any amount on an employee to enhance their skills (e.g., sending them abroad, providing training, etc.), you are eligible to ask the employee to sign a bond for 1 or 2 years.
Please proceed with asking the employee to sign a bond so that this kind of situation can be avoided.
Note: Kindly consult your legal consultant for more details.
Regards,
Ram Chauhan
Dy. HR Manager
From India, Perungudi
As per the legal HR Policy, if you are spending any amount on an employee to enhance their skills (e.g., sending them abroad, providing training, etc.), you are eligible to ask the employee to sign a bond for 1 or 2 years.
Please proceed with asking the employee to sign a bond so that this kind of situation can be avoided.
Note: Kindly consult your legal consultant for more details.
Regards,
Ram Chauhan
Dy. HR Manager
From India, Perungudi
Dear Sangeetha,
1. During the interview, ask about their future plans and family background in detail.
2. Determine if they are genuinely interested in the job.
3. Assess their adaptability.
4. Maintain a consistent relationship with employees.
5. Ensure they feel valued within the company.
6. Confirm their satisfaction with their salary.
I trust that the above points will be beneficial to you.
Regards,
Soundarya
Executive - HR,
Cistron Infotek.
From India, Chennai
1. During the interview, ask about their future plans and family background in detail.
2. Determine if they are genuinely interested in the job.
3. Assess their adaptability.
4. Maintain a consistent relationship with employees.
5. Ensure they feel valued within the company.
6. Confirm their satisfaction with their salary.
I trust that the above points will be beneficial to you.
Regards,
Soundarya
Executive - HR,
Cistron Infotek.
From India, Chennai
Mr. Madhu has given a very good explanation of your situation. Furthermore, after two or three recall letters, you can simply strike his name from the company muster roll; you cannot do anything more than this. You cannot force a person to stay with you; it is the motivation, good salary, career progress, and sense of belongingness to the organization that can keep them attached.
From India, Delhi
From India, Delhi
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Please provide the following information - Employee validation.doc
Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf