Dear Friends,
Can you advise me from this case.
XYZ Ltd. have vacancy for Taxation Manager. Therefore they call candidates for interview and selected Mr.X for the same position. XYZ Ltd. issued offer letter so that Mr.X can resign and join as earliest as possible to XYZ Ltd. Mr.X told that he will be joining w.e.f. 1st April, 2009. Mr.X resigned from his present company and started handovering his charge.
After two week XYZ Ltd.'s CEO call HR Manager and asked to cancel offer issued to Mr.X and inform to him. Immediately HR Manager informed to his boss Sr.Vice President HR about the same. But he said OK I will discuss the with CEO. But one day gone he did not reply.
HR Manager wrote email to Mr.X as follows, so that Mr.X will make alternative arrangement or he will withdraw his resignation.
" Dear Mr.X,
This has reference to our offer letter issued to you on 7th March, 2009. Further we would like to inform you that we have internal problem, therefore you are advise not to leave your present job till further our instruction.
Regards,
HR Manager"
This email copy marked to Sr.Vice President HR, too. Immediately he called HR Manager and fired about the same. Why you wrote email to candidate. He advised me that let Mr.X join our company on 1st April, 2009. We will issue him on 2nd Termination letter saying poor performance. In this case our company will be saved.
But can you advise me is it real HR practice. Who was correct in this case? or advise another alternative in this case.
Regard,
HR Manager
XYZ Ltd.
From India, Mumbai
Can you advise me from this case.
XYZ Ltd. have vacancy for Taxation Manager. Therefore they call candidates for interview and selected Mr.X for the same position. XYZ Ltd. issued offer letter so that Mr.X can resign and join as earliest as possible to XYZ Ltd. Mr.X told that he will be joining w.e.f. 1st April, 2009. Mr.X resigned from his present company and started handovering his charge.
After two week XYZ Ltd.'s CEO call HR Manager and asked to cancel offer issued to Mr.X and inform to him. Immediately HR Manager informed to his boss Sr.Vice President HR about the same. But he said OK I will discuss the with CEO. But one day gone he did not reply.
HR Manager wrote email to Mr.X as follows, so that Mr.X will make alternative arrangement or he will withdraw his resignation.
" Dear Mr.X,
This has reference to our offer letter issued to you on 7th March, 2009. Further we would like to inform you that we have internal problem, therefore you are advise not to leave your present job till further our instruction.
Regards,
HR Manager"
This email copy marked to Sr.Vice President HR, too. Immediately he called HR Manager and fired about the same. Why you wrote email to candidate. He advised me that let Mr.X join our company on 1st April, 2009. We will issue him on 2nd Termination letter saying poor performance. In this case our company will be saved.
But can you advise me is it real HR practice. Who was correct in this case? or advise another alternative in this case.
Regard,
HR Manager
XYZ Ltd.
From India, Mumbai
hi,
well first and foremost the Hr manager who hired mr. X shud ask CEO abt the reason why doesnt he want Mr.X....now apart from whatever reasons XYZ company has, the HR manager shud inform Mr X. that the co. has decided to hold the profile of taxation manager for some time so plz take ur resignation back..apologies and then later on they can tell that they dont require anyone for that position.
Hiring the person and then firing him for internal reason and above that telling lie that he was not performing...is totally agaisnt the policies of HR....Moreover the HR Manager shud formulate some new policies so that onwards there is no such problem.
regards
meghha:-|
From India, Pune
well first and foremost the Hr manager who hired mr. X shud ask CEO abt the reason why doesnt he want Mr.X....now apart from whatever reasons XYZ company has, the HR manager shud inform Mr X. that the co. has decided to hold the profile of taxation manager for some time so plz take ur resignation back..apologies and then later on they can tell that they dont require anyone for that position.
Hiring the person and then firing him for internal reason and above that telling lie that he was not performing...is totally agaisnt the policies of HR....Moreover the HR Manager shud formulate some new policies so that onwards there is no such problem.
regards
meghha:-|
From India, Pune
Hi,
I agree with Meghha. Hiring and then firing for internal reason, that too mentioning that he was not performing well......that won’t be good. So what your HR manager has done is right but still he would have informed him as meghha said.
Regards
Rajasekar
From India, Madras
59I agree with Meghha. Hiring and then firing for internal reason, that too mentioning that he was not performing well......that won’t be good. So what your HR manager has done is right but still he would have informed him as meghha said.
Regards
Rajasekar
From India, Madras
Both are wrong.
The HR manager should have sent an email to the CEO stating that "As discussed to terminate the candidate please find below the email that would be sent across to him..." and mark a CC to the VP - HR.
Atleast after this they would have discussed the matter.
And its such a weird idea of saving the COmpany's imgae by issuign a termination letter so soon on non-performance. It only shows poor interviewing skills and nothing wrong on the Candidates end.
There is nothing wrong in sending an email to the candidate stating that the position no longer exists. Maybe the person has better options to chose from (may stick to previous co or may find another alternative) But he will be careful in chosing the profile as he knows what he shuld be careful abt the next time he is interviewed.
The HR Manager shuld have discussed this before with the VP and the CEO much in advance and explained why such an email shuld be sent, rather than hiring and terminating. That is the only mistake on his end.
Well... the VP - HR shuld be fired. If a person in the senior position has such an idea that makes no sense, and save his own position - that will be the future of teh Company too. He will earn as much as he can and leave the company in doom.
Why shuld HR Manager alone formulate policies .. . . and Let the VP come up with strategies that ruin ones smart work.??
I am glad I am not the HR manager in this case. I would have lost my temper and questioned his "experience".
From India, Madras
The HR manager should have sent an email to the CEO stating that "As discussed to terminate the candidate please find below the email that would be sent across to him..." and mark a CC to the VP - HR.
Atleast after this they would have discussed the matter.
And its such a weird idea of saving the COmpany's imgae by issuign a termination letter so soon on non-performance. It only shows poor interviewing skills and nothing wrong on the Candidates end.
There is nothing wrong in sending an email to the candidate stating that the position no longer exists. Maybe the person has better options to chose from (may stick to previous co or may find another alternative) But he will be careful in chosing the profile as he knows what he shuld be careful abt the next time he is interviewed.
The HR Manager shuld have discussed this before with the VP and the CEO much in advance and explained why such an email shuld be sent, rather than hiring and terminating. That is the only mistake on his end.
Well... the VP - HR shuld be fired. If a person in the senior position has such an idea that makes no sense, and save his own position - that will be the future of teh Company too. He will earn as much as he can and leave the company in doom.
Why shuld HR Manager alone formulate policies .. . . and Let the VP come up with strategies that ruin ones smart work.??
I am glad I am not the HR manager in this case. I would have lost my temper and questioned his "experience".
From India, Madras
Hi Asha,
i agree with you but dont you think that the HR manager shud first ask CEO abt the reason....boss is always not right ya...perhaps the HR manager before sending a mail to Mr. X cud convince CEO to select him....and even if they dont want to select him..they shud discuss the matter before sending mail to that candidate..coz apparently it talks low abt the co.XYZ and not abt the HR manager and CEO.....there is nothing wrong in sending mail to the candidate but hanging him for a long is wrong. What if after somtime they really want to fill in this position and its not that the HR manager will formulate the policies alone he will surely discuss it with his seniors...but apparently the HR manager is the one who is managing/executing everything and not directing, so he only will take intiatives and then discuss with others.
hope ull undersand my point of view...
well this is what happens in big organizations..more people more confusions in taking decisions...well thats a joke...:grin:
regards
meghha
From India, Pune
i agree with you but dont you think that the HR manager shud first ask CEO abt the reason....boss is always not right ya...perhaps the HR manager before sending a mail to Mr. X cud convince CEO to select him....and even if they dont want to select him..they shud discuss the matter before sending mail to that candidate..coz apparently it talks low abt the co.XYZ and not abt the HR manager and CEO.....there is nothing wrong in sending mail to the candidate but hanging him for a long is wrong. What if after somtime they really want to fill in this position and its not that the HR manager will formulate the policies alone he will surely discuss it with his seniors...but apparently the HR manager is the one who is managing/executing everything and not directing, so he only will take intiatives and then discuss with others.
hope ull undersand my point of view...
well this is what happens in big organizations..more people more confusions in taking decisions...well thats a joke...:grin:
regards
meghha
From India, Pune
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