Dear friends, Should HR personnel inform his/her boss regarding the staff planning to leave the organisation? looking forward for your feedback... nigha
From Nepal
1From Nepal
Dear Mahesh, Thank you for your feedback. In some cases, what happens is they have gone for interviews in other organisation but not sure about their selection...what we can do to retain them? nigha
From Nepal
From Nepal
Dear Nigha,
Net working and information gathering is one of the critical and imporatant responsibility of HR. Obtaining the people related information, screening, discussing with the concerned and working out action plan is the HR responsibility.
Regards - kameswarao
From India, Hyderabad
Net working and information gathering is one of the critical and imporatant responsibility of HR. Obtaining the people related information, screening, discussing with the concerned and working out action plan is the HR responsibility.
Regards - kameswarao
From India, Hyderabad
Dear Nigha,
If we know than its our duty to convey the msg to proper chhannel so we can take step to retain him if he is core employee of the organisation. if you know that some one finding job then its your duty to find what are the causes which force him to leave organisaion. and counselling him.
Regards,
Mahesh
From India, Surat
If we know than its our duty to convey the msg to proper chhannel so we can take step to retain him if he is core employee of the organisation. if you know that some one finding job then its your duty to find what are the causes which force him to leave organisaion. and counselling him.
Regards,
Mahesh
From India, Surat
Nigha,
My suggestion is dont inform this to your boss unless untill if the employee confirmed that he/she is joining.U said if The candidates plans to leave.Its may or may not.Unless you dont know,please dont do bluffing with boss.Same time you can keep a back up of shortlisted candidates.
If eployee planning to leave you can also motivate him/her and try your best to retain them.
In the case of retaining them you can do lots of things such as Mapping their performance and make them aware of their growth chances,Tune them etc.
Regards
Vipin
From India, Bangalore
My suggestion is dont inform this to your boss unless untill if the employee confirmed that he/she is joining.U said if The candidates plans to leave.Its may or may not.Unless you dont know,please dont do bluffing with boss.Same time you can keep a back up of shortlisted candidates.
If eployee planning to leave you can also motivate him/her and try your best to retain them.
In the case of retaining them you can do lots of things such as Mapping their performance and make them aware of their growth chances,Tune them etc.
Regards
Vipin
From India, Bangalore
Dear Nigha,
if the information is through word of mouth then you are not suppose to inform it to your superior/boss etc. If an employee have informed you formally then you have to inform it to the management. Again for retention do check with this site itself using the search tab provided as there are lots of information on to the same topic. Still have some specific doubts, feel free to post it..
From India, Bangalore
if the information is through word of mouth then you are not suppose to inform it to your superior/boss etc. If an employee have informed you formally then you have to inform it to the management. Again for retention do check with this site itself using the search tab provided as there are lots of information on to the same topic. Still have some specific doubts, feel free to post it..
From India, Bangalore
Dear friends Thank you all for the useful information. What if HR personnel got to know indirectly from other colleague and that is true that he is looking for other alternatives? nigha
From Nepal
From Nepal
Dear Nigha
Re your question as to whether HR personnel should inform the boss if they have information about any staff planning to leave the organization.
My comment would be YES as I feel that it is our responsibility to act in the best interest of the company. However, before we give out the information, we need to find out the reasons that has caused him to think of leaving the company. Remember that 'People join good companies and leave bad bosses!' or they will move on if they feel that there is no more opportunity for both personal or career growth in the company.
Having knowledge of the reason that has caused him to plan to leave, it is then our responsibility to work out a plan (which has to be aligned to the company's policy) to retain him if he is a valued employee and also, a succession plan if we know that we will not be able to retain him.
Just structure all your information properly and inform the boss accordingly i.e. reason for his planning to leave; feedback from superior and peers on his general performance as in terms of teamwork, productivity, etc.; pros/cons of losing the said employee; proposed retention package; succession plan; etc.
If we handle this subject objectively, the boss will understand and the position of the said employee will not be jeopardized.
Well, our goal is to achieve what is best for the company and it is very important that HR must play their role responsibly.
Best Regards
Catherine
From Switzerland, Luzern
Re your question as to whether HR personnel should inform the boss if they have information about any staff planning to leave the organization.
My comment would be YES as I feel that it is our responsibility to act in the best interest of the company. However, before we give out the information, we need to find out the reasons that has caused him to think of leaving the company. Remember that 'People join good companies and leave bad bosses!' or they will move on if they feel that there is no more opportunity for both personal or career growth in the company.
Having knowledge of the reason that has caused him to plan to leave, it is then our responsibility to work out a plan (which has to be aligned to the company's policy) to retain him if he is a valued employee and also, a succession plan if we know that we will not be able to retain him.
Just structure all your information properly and inform the boss accordingly i.e. reason for his planning to leave; feedback from superior and peers on his general performance as in terms of teamwork, productivity, etc.; pros/cons of losing the said employee; proposed retention package; succession plan; etc.
If we handle this subject objectively, the boss will understand and the position of the said employee will not be jeopardized.
Well, our goal is to achieve what is best for the company and it is very important that HR must play their role responsibly.
Best Regards
Catherine
From Switzerland, Luzern
Nigha,
Being in HR, you must be careful. You should not be a part of remour spreading team. Make sure or look for whatever input you get is substantiated with some authenticity. Even if you inform your boss, he / she believes in your feedback and likely to consider authentic. Unless your input is reliable / authentic, both you and boss will be in fix. Even if your updation may be late reaching your boss, don't mind, give proper one.
Suresh
From India, Pune
Being in HR, you must be careful. You should not be a part of remour spreading team. Make sure or look for whatever input you get is substantiated with some authenticity. Even if you inform your boss, he / she believes in your feedback and likely to consider authentic. Unless your input is reliable / authentic, both you and boss will be in fix. Even if your updation may be late reaching your boss, don't mind, give proper one.
Suresh
From India, Pune
What I feel is that we should try to find out why this colleague has the thought of leaving the company.
If the resignation is not confirmed, I think it's possible to test his decision, and to understand why he has this thought of leaving the company. It may be something personal or things related to his field of job scope or even the management style of his dept or the company. Whatever it is, I do feel that the HR dept exists to understand the situation and try to make it better, so that we don't get a recurring case.
If the resignation has been confirmed, do get feedback from him and make use of the information as a reference to improve the company.
From Singapore, Singapore
If the resignation is not confirmed, I think it's possible to test his decision, and to understand why he has this thought of leaving the company. It may be something personal or things related to his field of job scope or even the management style of his dept or the company. Whatever it is, I do feel that the HR dept exists to understand the situation and try to make it better, so that we don't get a recurring case.
If the resignation has been confirmed, do get feedback from him and make use of the information as a reference to improve the company.
From Singapore, Singapore
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