Retaining employees - not providing an NOC

Hi Friends,

Would like to hear your thoughts on whether not providing an NOC for a transfer of sponsorship a good/ethical/decent way to retain employees.

Reasons for moving are as follows:

• Better salary
• Better exposure in terms of career growth
• returning to home country(very rarely)

Await your comments and suggestions if any.

Thanks

Hi,

As a HR I expect a candidate to be loyal to the company for atleast 3years for the investment made to procure his visa.

Regards,
Jessie J

Hi abl,

Interesting topic!!

Not providing NOC ??? - My opinion - If the employee wants to leave then we should let them go- whatever is the reason.

Ok, If you consider the scenario of not giving NOC - what has the organization achieved - a disgruntled, unhappy, reluctant employee. Is that good for the organization? When he/she asks for NOC then it implies their mind has been made up to move. So let them!!!

I look at it this way - Give NOC - in turn - employee quits the right way. If time permits - helps in recruitment of substitute by way of reference and also helps in training substitute. Even after the employee quits he/she provides referrals. (the reverse also happens - you give NOC, he/she moves and pulls others from this org...!!!! that is the risk we are taking)

True, cost of training, knowledge transfer etc all that is expensive but a healthy turnover in the organization is necessary to keep the organization fresh and active.

Geetha

Greetings,

On the issue of NOC, I too, am of the opinion that it should be issued for an employee that wants to leave. While, many vew it as a way to hold an employee, and recoop costs of recruitment, I dont think it actually serves that pursue. Unhappy, disgruntled, unmotivated,employees become passive-aggressive employees and that hurts the company more than letting them go.

Furthermore, if the company has a good reputation for treating employees well, and has a strong brand, people will want to work for that organization so replacement should be too much of a problem.

Forfeit of gratuity as is the case of short leavers, already captures the cost of visa in most cases.

Lastly, I dont think its reasonable or moral for employers to try to exercise control over the future livelihood of a person. I dont think many people really leave an organization for a superfluous reasons, many times its because was was promised and what is , turn out to be like night and day.

Regards,

__________________
Bruncha @ Capita-Global