Hi all,
I believe that if companies limit their notice period to 30 days, the issue of no-shows can be significantly reduced. This restriction would prevent employees from having ample time to explore other job opportunities while still holding onto their current offers.
Any suggestions, please?
Thank you.
From India, Thrissur
Acknowledge(0)
Amend(0)
I believe that if companies limit their notice period to 30 days, the issue of no-shows can be significantly reduced. This restriction would prevent employees from having ample time to explore other job opportunities while still holding onto their current offers.
Any suggestions, please?
Thank you.
From India, Thrissur
Acknowledge(0)Amend(0)
Your question is not clear. What is the link between no-shows and notice period? What we understand by no-shows is that a person accepts the offer of a job but does not join on the stipulated date. Kindly clarify.
From India, Pune
Acknowledge(0)Amend(0)
3251From India, Pune
Acknowledge(0)Amend(0)
Are you from the HR fraternity? If not, then stay away from this type of discussion because you will not be able to understand the mechanism.
The system of NP is well established; there is no need to change.
From India, Mumbai
Acknowledge(0)Amend(0)
The system of NP is well established; there is no need to change.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Mr. Nathrao,
Sir, the poster of this post had posted the query in the old thread. Since he came up with the new idea, moderators have delinked it from the old thread and made a new thread.
Many companies are harassed when the selected job candidate does not join on the proposed date. It upsets the company's planning as well as operations.
The contention of Anoop is that the bane of "No show" lies in a long notice period of 90 days. This long notice period gives elbow room to the current employer to maneuver to retain an employee. They may promise an increase in pay, promotion, or additional perks. However, if the job candidate accepts the offer from the current employer and does not join the company on the date mentioned in the offer letter, then it leaves the prospective employer high and dry. To avoid this situation, Anoop has mooted an idea of a reduction in the notice period.
For Mr. Prabhat Ranjan Mohanty: There could be merit in his argument or there may not be. Nevertheless, it would not be advisable to thwart some members' proposition. Let us discuss, debate, disagree but not discourage!
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Acknowledge(0)Amend(0)
Sir, the poster of this post had posted the query in the old thread. Since he came up with the new idea, moderators have delinked it from the old thread and made a new thread.
Many companies are harassed when the selected job candidate does not join on the proposed date. It upsets the company's planning as well as operations.
The contention of Anoop is that the bane of "No show" lies in a long notice period of 90 days. This long notice period gives elbow room to the current employer to maneuver to retain an employee. They may promise an increase in pay, promotion, or additional perks. However, if the job candidate accepts the offer from the current employer and does not join the company on the date mentioned in the offer letter, then it leaves the prospective employer high and dry. To avoid this situation, Anoop has mooted an idea of a reduction in the notice period.
For Mr. Prabhat Ranjan Mohanty: There could be merit in his argument or there may not be. Nevertheless, it would not be advisable to thwart some members' proposition. Let us discuss, debate, disagree but not discourage!
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Respected Dinesh,
I understand that longer notice periods to quit can make new joiners hesitate while joining. I asked this question because his post is slightly confusing. Thanks for the clarification.
From India, Pune
Acknowledge(0)Amend(0)
I understand that longer notice periods to quit can make new joiners hesitate while joining. I asked this question because his post is slightly confusing. Thanks for the clarification.
From India, Pune
Acknowledge(0)Amend(0)
The suggestion of the querying member can be tried. Apart from this, a 'no show' can also be avoided by probing the candidate at the time of the interview as to what is the key motivating factor for the employee to switch his job. If the predominant motive is a better salary, then there is a risk of 'no show' as he can be tempted by his employer with an attractive counteroffer. If the reason for change is a better job profile, career growth, greater autonomy, or work-life balance and if the prospective company meets his needs adequately, then the 'no shows' can greatly diminish. The solution can also include managing "no shows" by keeping a panel of candidates who can fill in the vacancy if an employee does not show up.
B. Saikumar
HR & Labour Law Adviser
Navi Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
B. Saikumar
HR & Labour Law Adviser
Navi Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
The link between a shorter notice period or a longer notice period and no-show is tenuous. A person joins a company keeping many factors in mind. If I join a company, I would consider job prospects, career growth, value addition for my CV, and general things like distance from residence, pay, leave, etc. Longer or shorter notice periods will not have a significant impact if the company is otherwise good. A shorter notice period by itself will make no difference.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Dear Anoop,
I think it would be better to come up with details of your apprehension for restricting the notice period. Only then can there be a sound and fruitful discussion by the members. Hence, it is required to know the exact query from the seeker.
In short, the notice period is determined to check retrenchment and victimization by the employer. This is a mechanism under the ID Act. This is a worker-friendly system and helps the workers substantially. The notice for 3 months helps a lot for the workers subject to victimization or loss of employment to arrange alternative employment.
This notice period helps both the employer and employee to manage their respective requirements and stand against uncertainty.
I appreciate the role of Mr. Divekar for shedding light on the discussion.
From India, Mumbai
Acknowledge(0)Amend(0)
I think it would be better to come up with details of your apprehension for restricting the notice period. Only then can there be a sound and fruitful discussion by the members. Hence, it is required to know the exact query from the seeker.
In short, the notice period is determined to check retrenchment and victimization by the employer. This is a mechanism under the ID Act. This is a worker-friendly system and helps the workers substantially. The notice for 3 months helps a lot for the workers subject to victimization or loss of employment to arrange alternative employment.
This notice period helps both the employer and employee to manage their respective requirements and stand against uncertainty.
I appreciate the role of Mr. Divekar for shedding light on the discussion.
From India, Mumbai
Acknowledge(0)Amend(0)
The clause about the notice period is a mutually beneficial clause to avoid both employees and employers being caught off guard by sudden termination or resignation. It provides time for both parties to seek alternative arrangements to overcome the problem of sudden unemployment or loss of a resource.
Saikumar
From India, Mumbai
Acknowledge(0)Amend(0)
Saikumar
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Anoop,
Beyond agreeing with all learned senior members' points, the notice period also gives a chance for both the employer and employee to reduce any gap in the actual exit process. This may lead to a positive situation where the employee can be asked to continue in service.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
Beyond agreeing with all learned senior members' points, the notice period also gives a chance for both the employer and employee to reduce any gap in the actual exit process. This may lead to a positive situation where the employee can be asked to continue in service.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
Notice period.jpg
Notice Period Extension Letter Format.doc