Dear Sir, We have already issued appointment letter to trainees. We didn’t mention Retention Security clause. We would like to retain them minimum for 3 years. Kindly guide. Many Thanks, Mili
From India, Vadodara
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23From India, Vadodara
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Dear Mili,
If you want to retain your employees (trainees), you need to improve the conditions of employment, welfare measures, job challenges, and management style of the managers, among other aspects. As an HR Manager, ask yourself if you have addressed these areas. Furthermore, you should develop their career plans, mentor or groom them, so they can handle the next level of assignments.
Not many companies do all of this. Instead, some retain 1-2 months' salary of employees and label it as a security deposit with a lock-in period, as you wish for three years in your case. However, this new condition of employment should have been communicated well before recruitment. Introducing this now could lead to backlash. How do you plan to manage that?
Moreover, if an employee wishes to exit while forfeiting the security deposit, how would you address this scenario? Recognize that not all young individuals have significant responsibilities at home, as their needs may be supported by their parents. Ultimately, the focus should be on enhancing the organization's culture and the company's brand image to avoid resorting to measures lacking support from management principles.
Thanks,
Dinesh Divekar
From India, Bangalore
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If you want to retain your employees (trainees), you need to improve the conditions of employment, welfare measures, job challenges, and management style of the managers, among other aspects. As an HR Manager, ask yourself if you have addressed these areas. Furthermore, you should develop their career plans, mentor or groom them, so they can handle the next level of assignments.
Not many companies do all of this. Instead, some retain 1-2 months' salary of employees and label it as a security deposit with a lock-in period, as you wish for three years in your case. However, this new condition of employment should have been communicated well before recruitment. Introducing this now could lead to backlash. How do you plan to manage that?
Moreover, if an employee wishes to exit while forfeiting the security deposit, how would you address this scenario? Recognize that not all young individuals have significant responsibilities at home, as their needs may be supported by their parents. Ultimately, the focus should be on enhancing the organization's culture and the company's brand image to avoid resorting to measures lacking support from management principles.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Sir,
Many thanks for your inspiring reply, sir. You are absolutely right; we must motivate them by fostering an excellent work culture. In pursuit of a raise, employees tend to desire rapid change. Since the advent of social media, everyone seeks less work, more fun, the best position, and the best package within a limited timeframe.
I will follow your guidance diligently, sir.
Many Thanks, Mili
From India, Vadodara
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Many thanks for your inspiring reply, sir. You are absolutely right; we must motivate them by fostering an excellent work culture. In pursuit of a raise, employees tend to desire rapid change. Since the advent of social media, everyone seeks less work, more fun, the best position, and the best package within a limited timeframe.
I will follow your guidance diligently, sir.
Many Thanks, Mili
From India, Vadodara
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Dear Mili,
As such, I have given suggestions in my previous reply. This reply is for your following statement:
"For getting a hike, they would like to change very rapidly. After social media came, everyone wants less work, more fun, the best position, the best package in a very limited lifespan."
Yes, what you say is correct. But then please note that it has been more than twenty years since the remote control became a part of TV sets. Therefore, change started coming at the flick of a button. Then came mobile phones, and now even smartphones with touch screens. If technology has changed the mindset of the current generation, then they should not be held responsible.
The second aspect is about the youth entering the job market. Parents of most of today's youth are beneficiaries of economic liberalization. Children were doted on and were always given more than what they needed. Therefore, again, the current generation is not responsible for that.
What I do not agree with you on is "less work." What they do not expect in their job is monotony. They want to be valued. This is because since their childhood, even their small achievements were well-recognized. Therefore, if you can provide challenging assignments and recognize their efforts, they will surely remain with your company.
What matters is the value addition done by freshers in your company. If a career-conscious youth works with complete and wholehearted fidelity, adds value in his/her two-year stay, and then quits, then nothing is wrong per se.
By the way, let me give you an example within our network. A daughter of our acquaintance completed her MSc and then MBA (Fin) and later appeared for the SBI PO Exam and cleared it. After training, now she wants to quit SBI. She says that the work culture is "boring." Parents have their only child. In today's world, will any parent tell her that it would be foolish to do so? Never. In the preceding generation, it was possible but not now!
Thanks,
Dinesh Divekar
From India, Bangalore
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As such, I have given suggestions in my previous reply. This reply is for your following statement:
"For getting a hike, they would like to change very rapidly. After social media came, everyone wants less work, more fun, the best position, the best package in a very limited lifespan."
Yes, what you say is correct. But then please note that it has been more than twenty years since the remote control became a part of TV sets. Therefore, change started coming at the flick of a button. Then came mobile phones, and now even smartphones with touch screens. If technology has changed the mindset of the current generation, then they should not be held responsible.
The second aspect is about the youth entering the job market. Parents of most of today's youth are beneficiaries of economic liberalization. Children were doted on and were always given more than what they needed. Therefore, again, the current generation is not responsible for that.
What I do not agree with you on is "less work." What they do not expect in their job is monotony. They want to be valued. This is because since their childhood, even their small achievements were well-recognized. Therefore, if you can provide challenging assignments and recognize their efforts, they will surely remain with your company.
What matters is the value addition done by freshers in your company. If a career-conscious youth works with complete and wholehearted fidelity, adds value in his/her two-year stay, and then quits, then nothing is wrong per se.
By the way, let me give you an example within our network. A daughter of our acquaintance completed her MSc and then MBA (Fin) and later appeared for the SBI PO Exam and cleared it. After training, now she wants to quit SBI. She says that the work culture is "boring." Parents have their only child. In today's world, will any parent tell her that it would be foolish to do so? Never. In the preceding generation, it was possible but not now!
Thanks,
Dinesh Divekar
From India, Bangalore
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MW-Jan-June'18- Security.pdf
Retention quest.doc