Dear Mr Karthik
Thank you for your valuable comments .I absolutely agree with you that MPP has to be very strong so that we can plan the recruitment activities well in advance .The policies differ from organisation to organisation but I can say only one thing, in our organisation we sometimes ask the candidate to negotiate on the notice period and in certain cases we buy out the notice period as well but we dont take in people without relieving letter or at least the resignation letter accpted by the HR or managment .
In my earlier posts also I have mentioned that all of us are vworking under tremendous pressures of recruitment and it becomes worse when an employee goes absconding ,it becomes a chain reaction an employee leaves our organisation and joins another without relieving letter then I feel the pressure from the managment and technical team to get someone on board within 7 days and then I try to recruit people who can negotiate out with the notice period and may be the HR of another company with whom the employee tries to negotiate the notice period faces a problem.
All I want to say is in this entire cycle of events it is we the HR professionals and the employees who are facing a problem .Lets take some corrective actions from our part so that the employees are also happy we are also happy and the managemnt is also happy .
I know the kind of situation I am a talking about might be practically impossible but even if we achieve 50% success in this then also it will be beneficial for all of us
Thanks and Regards
Indrani Chakraborty
From India, Pune
3Thank you for your valuable comments .I absolutely agree with you that MPP has to be very strong so that we can plan the recruitment activities well in advance .The policies differ from organisation to organisation but I can say only one thing, in our organisation we sometimes ask the candidate to negotiate on the notice period and in certain cases we buy out the notice period as well but we dont take in people without relieving letter or at least the resignation letter accpted by the HR or managment .
In my earlier posts also I have mentioned that all of us are vworking under tremendous pressures of recruitment and it becomes worse when an employee goes absconding ,it becomes a chain reaction an employee leaves our organisation and joins another without relieving letter then I feel the pressure from the managment and technical team to get someone on board within 7 days and then I try to recruit people who can negotiate out with the notice period and may be the HR of another company with whom the employee tries to negotiate the notice period faces a problem.
All I want to say is in this entire cycle of events it is we the HR professionals and the employees who are facing a problem .Lets take some corrective actions from our part so that the employees are also happy we are also happy and the managemnt is also happy .
I know the kind of situation I am a talking about might be practically impossible but even if we achieve 50% success in this then also it will be beneficial for all of us
Thanks and Regards
Indrani Chakraborty
From India, Pune
Actually there is quite a lot we can acheive if we as responsible HR executives take stand on certain issues. It will not only make lives easier for us, but also put India back on the right track.
Dear Ms Ruchika
Thank you for such a wonderful thought provoking comment.
Even if one single HR professional thinks about revising his/her views on the relieving letter issue then I will think this post is not a wastage of time and effort
Keep posting
Thanks and Regards
Indrani Chakraborty
From India, Pune
Thank you for such a wonderful thought provoking comment.
Even if one single HR professional thinks about revising his/her views on the relieving letter issue then I will think this post is not a wastage of time and effort
Keep posting
Thanks and Regards
Indrani Chakraborty
From India, Pune
Dear All,
Please forgive me for sounding judgemental here. But I feel, everyone is only looking at their particular experience and not trying to understand why and what Indu said.
This isnt about Seniors and Juniours. This is not about Management and Hardworking employees either.
Its about Ethics. It is about Integrity. It is about respect and committment.
When an employee joins an organization, they are subject to the culture, the politics, the ethos and the rules and regulations of that company.
If they are dissatisfied by the salary, job profile, company culture, management decisions or anything else that impacts them in the organization, then they have all the right to pusue a better option and move on.
But no matter what their grudges , complaints or problems with the company or management, no matter how much better the next option maybe for their career, THEY ARE BEING UNETHICAL, UNPROFESSIONAL AND IRRESPONSIBLE if they do not follow the proper exit procedures and rules. There is absolutely no excuse for that.
And it is true that the HR executives, especially those who are in the recruitment and staffing roles, too many of them, behave in the above manner, rendering the entire recruitment industry "unprofessional" in the process.
The example being given by Guru....it is again the same unscruplous recruitment executives, not taking responsibility of their decisions, and not bothering that someone will suffer because of their irresponsibility.
Indu has raised an important point in my view, lets forget hierarchy levels and commit to highest levels of responsibility and professionalism in our HR roles.
Regards
Marut
From India, Delhi
Please forgive me for sounding judgemental here. But I feel, everyone is only looking at their particular experience and not trying to understand why and what Indu said.
This isnt about Seniors and Juniours. This is not about Management and Hardworking employees either.
Its about Ethics. It is about Integrity. It is about respect and committment.
When an employee joins an organization, they are subject to the culture, the politics, the ethos and the rules and regulations of that company.
If they are dissatisfied by the salary, job profile, company culture, management decisions or anything else that impacts them in the organization, then they have all the right to pusue a better option and move on.
But no matter what their grudges , complaints or problems with the company or management, no matter how much better the next option maybe for their career, THEY ARE BEING UNETHICAL, UNPROFESSIONAL AND IRRESPONSIBLE if they do not follow the proper exit procedures and rules. There is absolutely no excuse for that.
And it is true that the HR executives, especially those who are in the recruitment and staffing roles, too many of them, behave in the above manner, rendering the entire recruitment industry "unprofessional" in the process.
The example being given by Guru....it is again the same unscruplous recruitment executives, not taking responsibility of their decisions, and not bothering that someone will suffer because of their irresponsibility.
Indu has raised an important point in my view, lets forget hierarchy levels and commit to highest levels of responsibility and professionalism in our HR roles.
Regards
Marut
From India, Delhi
Dear Cite Members,
After going through the entire thread, I would say that to ensure that the recruitment, relieving and the joining process is smooth and ethical it is the responsibility of all of us and not just the employee or recruiter.
- The Recruiting firm i.e. the potential employer should follow ethical ways of recruitment. Proper reference check shuld be done, relieving papers should be asked for and a reasonable time frame should be given for joining.
Now here, it becomes the responsibility of the current employer to provide honest feedback & supporting docs.
- The employee should resign and give reasonable notice and ensure that all his responsibilities are delegated. After doing so, he would receive his relieving documents from the company.
Briefly, the entire process is inter linked. Things need to be improved at all the ends only then can we help each other.
It is like a chain wherein all of us are linked to each other and we have to follow ethical ways at our end and thus rest of the things will automatically fall in place.
Lets help each other and enusre that we make the Recruitment Industry the most ethical one.
Thoughts/Suggestions invited.
Regards
Bhavna
www.vinove.com
From India, Delhi
After going through the entire thread, I would say that to ensure that the recruitment, relieving and the joining process is smooth and ethical it is the responsibility of all of us and not just the employee or recruiter.
- The Recruiting firm i.e. the potential employer should follow ethical ways of recruitment. Proper reference check shuld be done, relieving papers should be asked for and a reasonable time frame should be given for joining.
Now here, it becomes the responsibility of the current employer to provide honest feedback & supporting docs.
- The employee should resign and give reasonable notice and ensure that all his responsibilities are delegated. After doing so, he would receive his relieving documents from the company.
Briefly, the entire process is inter linked. Things need to be improved at all the ends only then can we help each other.
It is like a chain wherein all of us are linked to each other and we have to follow ethical ways at our end and thus rest of the things will automatically fall in place.
Lets help each other and enusre that we make the Recruitment Industry the most ethical one.
Thoughts/Suggestions invited.
Regards
Bhavna
www.vinove.com
From India, Delhi
Dear Mr/Ms Marut
I dont have enough words to thank you for this wonderful post .You have exactly portrayed on this post what I wanted to say
Keep posting your valuable views
Best Regards
Indrani Chakraborty
From India, Pune
I dont have enough words to thank you for this wonderful post .You have exactly portrayed on this post what I wanted to say
Keep posting your valuable views
Best Regards
Indrani Chakraborty
From India, Pune
Hi Gururaj
First of all your friend might have received appointment letter stating designation & also job responsibilities along with his reporting persons details.
Also appointment letter states that both the parties are bound by some period before exit whether it is resignation by employee or termination by employer.He can mail these details to higher authority of that company & get it resolved.
Solution by Co. can be on HR by making policies clear else by paying him for that specified days in appointment letter.
If he has not received above details from Co. before joining why did he signed bond for the level of "Executive Secretary".Now its too late to wake up.
Regards
Supriya(HR)
First of all your friend might have received appointment letter stating designation & also job responsibilities along with his reporting persons details.
Also appointment letter states that both the parties are bound by some period before exit whether it is resignation by employee or termination by employer.He can mail these details to higher authority of that company & get it resolved.
Solution by Co. can be on HR by making policies clear else by paying him for that specified days in appointment letter.
If he has not received above details from Co. before joining why did he signed bond for the level of "Executive Secretary".Now its too late to wake up.
Regards
Supriya(HR)
Hi All,
I think that being HR professionals we all wud agree to the fact that in HR there can be no rules and theories. Every case has to be treated differently. What holds good for one may not hold good for the other.
In case of relieving and joining of employees, I believe HR plays a very hypocrite role. At the time of joining we all want the person to come on board as soon as yesterday, but in case of relieving we want to stick to him for eternity. This is very very wrongs. Rules have to be same in both cases.
Moreover, looking for a job or changing job is everyone's right. We can not question the same. As an employer the only check that we should do is the Check on his tenure and salary. In most of the cases the last company may not always give a positive feedback if asked about the person. It is we as a new employer who have to acess the person's capability before offering him a job, rather than accepting blindly what has been told by his previous company.
If we like the person and think he is capable then feedback from the last organizations should only be restricted to his work experience (tenure) and his salary and also if he has any dues on the company.
Or in other case we all HR professionals should stop persuading people to join early and should appreciate their serving the complete notice with the current company !!!!!
Regards
Anurag
From United States
I think that being HR professionals we all wud agree to the fact that in HR there can be no rules and theories. Every case has to be treated differently. What holds good for one may not hold good for the other.
In case of relieving and joining of employees, I believe HR plays a very hypocrite role. At the time of joining we all want the person to come on board as soon as yesterday, but in case of relieving we want to stick to him for eternity. This is very very wrongs. Rules have to be same in both cases.
Moreover, looking for a job or changing job is everyone's right. We can not question the same. As an employer the only check that we should do is the Check on his tenure and salary. In most of the cases the last company may not always give a positive feedback if asked about the person. It is we as a new employer who have to acess the person's capability before offering him a job, rather than accepting blindly what has been told by his previous company.
If we like the person and think he is capable then feedback from the last organizations should only be restricted to his work experience (tenure) and his salary and also if he has any dues on the company.
Or in other case we all HR professionals should stop persuading people to join early and should appreciate their serving the complete notice with the current company !!!!!
Regards
Anurag
From United States
Hi Indu,
I have also noticed that employees also exit without a notice period because of the lack of knowledge about it. They just have not been told properly during their resignation. I am facing a stranger problem here.
We are an NBFC. There are a whole lot of people who have left with no notice period since they were harassed by the rogue manager inspite of being performers. They are asking for dues/relieving letters etc. , I have no idea what to do. I handle the region, while decisions have to be made at the HO. I have taken the trouble of speaking to all of them. Sent in a report to the HO. Have not heard ever since.
From India, Bangalore
I have also noticed that employees also exit without a notice period because of the lack of knowledge about it. They just have not been told properly during their resignation. I am facing a stranger problem here.
We are an NBFC. There are a whole lot of people who have left with no notice period since they were harassed by the rogue manager inspite of being performers. They are asking for dues/relieving letters etc. , I have no idea what to do. I handle the region, while decisions have to be made at the HO. I have taken the trouble of speaking to all of them. Sent in a report to the HO. Have not heard ever since.
From India, Bangalore
Dear Ms Nandita
Thank you for your comments .I guess you are in deep trouble .My suggestion to you is please have a word with the manager first.Dont point fingers at him at the initial lvele of discussion justry to probe in to the matter to find out how true are the complaints,that are being put forward by the employees.Discuss about his relationship with other team members etc .If you find that the complaints are true then after taking management into confidence take a strict action on him like a warning letter in writing
You have already taken an appropriate action by sending a report to the HO.If you have not heard from them for anyreason whtasoever you are left with one option escalate the matter further forward the same report to the higher authority
But the most important step is keep communicating to the employees that you are probing into the matter and you will try to resolve this issue .If possible give them daily updates on what actions you have taken on this issue
Since they are performers you should try to convince them to stay back but still if they refuse then co operate with them in exit process and start looking for their replacements.There can be no employee whose substitute cannot be found so Iam sure you will get their replacements soon.
I wish you all the best and I hope my post makes sense to you
Thanks and Regards
Indrani Chakraborty
From India, Pune
Thank you for your comments .I guess you are in deep trouble .My suggestion to you is please have a word with the manager first.Dont point fingers at him at the initial lvele of discussion justry to probe in to the matter to find out how true are the complaints,that are being put forward by the employees.Discuss about his relationship with other team members etc .If you find that the complaints are true then after taking management into confidence take a strict action on him like a warning letter in writing
You have already taken an appropriate action by sending a report to the HO.If you have not heard from them for anyreason whtasoever you are left with one option escalate the matter further forward the same report to the higher authority
But the most important step is keep communicating to the employees that you are probing into the matter and you will try to resolve this issue .If possible give them daily updates on what actions you have taken on this issue
Since they are performers you should try to convince them to stay back but still if they refuse then co operate with them in exit process and start looking for their replacements.There can be no employee whose substitute cannot be found so Iam sure you will get their replacements soon.
I wish you all the best and I hope my post makes sense to you
Thanks and Regards
Indrani Chakraborty
From India, Pune
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