Dear cite members,
I have two queries related to pink slips and recruitment :
1> what can be the HR ways to handle pink slips ?
2> Please suggest innovative ways of doing mass recruitment .
your advice on the above questions is required .Please reply ASAP .
Regards,
Roy , s.k
From India, Delhi
I have two queries related to pink slips and recruitment :
1> what can be the HR ways to handle pink slips ?
2> Please suggest innovative ways of doing mass recruitment .
your advice on the above questions is required .Please reply ASAP .
Regards,
Roy , s.k
From India, Delhi
Dear TS, These are 2 different questions , please don’t link them .They are not at all connected .I have clubbed these questions instead of 2 postings . Regards, ROY
From India, Delhi
From India, Delhi
Hello Roy,
OK...I get it.
Reg the first one....do you mean the process OR handling the employees while giving the pink slips?
Reg the second one, depends on what profile, domain & level you want to hire [for eg., if freshers, campus recruitment would obviously be the best choice].
If you want the RIGHT answer, you have to ask the right question...no?:mrgreen:
Rgds,
TS
From India, Hyderabad
1637OK...I get it.
Reg the first one....do you mean the process OR handling the employees while giving the pink slips?
Reg the second one, depends on what profile, domain & level you want to hire [for eg., if freshers, campus recruitment would obviously be the best choice].
If you want the RIGHT answer, you have to ask the right question...no?:mrgreen:
Rgds,
TS
From India, Hyderabad
Dear Roy,
HR professionals are going through a very tough time. Recession combined with need for cost cutting in all the areas results in pink slips. And in most of the organisation, the person to communicate the pink slip is HR. Even line managers are not comfortable in doing this and passes to HR. The challenge infront of HR is how to sent out honourably an employee who till the other day was like a key player and moroever, this should not affect the morale of employees who will be staying back. I suggest the following approach which I am doing myself.
1. Be aware of management's strategies. This will help for effective communication with the employees who are going to stay back or sent out.
2. Have an open communication with the employees and continuously explain the scenario outside as well as in the organisation (without revealing sensitive information). This will help the employee to mentally prepare himself.
3. While giving pink slip, appreciate the employee's contribution and give positive feedback. We should show empathy. Try outplacement option to help the outgoing employee. Please remember, tomorrow HR person may also be given pink slip by his boss.
4. As far as possible inform the employees who are staying back that the outgoing employee has resigned on his own. Don't make pink slip obvious. This will damage the morale of other staff.
5. Talk positive with the employees and emphasis the need for working as a team to come out of the crisis.
6. If staff welfare measures are implemented, please continue. If not introduce. Staff birthday, wedding anniversaries etc., will be vital.
7. HR person should not be emotional about pink slips. We should see the reality and accept and adjust.
Regards
Bhavan
From India, Bangalore
HR professionals are going through a very tough time. Recession combined with need for cost cutting in all the areas results in pink slips. And in most of the organisation, the person to communicate the pink slip is HR. Even line managers are not comfortable in doing this and passes to HR. The challenge infront of HR is how to sent out honourably an employee who till the other day was like a key player and moroever, this should not affect the morale of employees who will be staying back. I suggest the following approach which I am doing myself.
1. Be aware of management's strategies. This will help for effective communication with the employees who are going to stay back or sent out.
2. Have an open communication with the employees and continuously explain the scenario outside as well as in the organisation (without revealing sensitive information). This will help the employee to mentally prepare himself.
3. While giving pink slip, appreciate the employee's contribution and give positive feedback. We should show empathy. Try outplacement option to help the outgoing employee. Please remember, tomorrow HR person may also be given pink slip by his boss.
4. As far as possible inform the employees who are staying back that the outgoing employee has resigned on his own. Don't make pink slip obvious. This will damage the morale of other staff.
5. Talk positive with the employees and emphasis the need for working as a team to come out of the crisis.
6. If staff welfare measures are implemented, please continue. If not introduce. Staff birthday, wedding anniversaries etc., will be vital.
7. HR person should not be emotional about pink slips. We should see the reality and accept and adjust.
Regards
Bhavan
From India, Bangalore
Nice contribution Bhavan. for bulk hiring.. you may go for bulk mails, job postings, walk-in interviews, advertisements, campuse drive, referencing, ....:-?
From India, Delhi
From India, Delhi
& if the company is not hiring the consultant then what shell they do .... am a consultant and facing the same prob... Regards, Shikha
From India, New Delhi
From India, New Delhi
Dear Bhavan,
All the measures suggested by you are quite excellent . Please let me know as in the USA they are having COBRA Act under which all the employees are covered under group insurance Act . In India are we having any provision through which we can enable the employee to purchase insurance at a cheaper rate or almost at a group insurance for 3-4 months once they are out of the job . Is it posibble to implement this measure legally .
Regards,
ROY
From India, Delhi
All the measures suggested by you are quite excellent . Please let me know as in the USA they are having COBRA Act under which all the employees are covered under group insurance Act . In India are we having any provision through which we can enable the employee to purchase insurance at a cheaper rate or almost at a group insurance for 3-4 months once they are out of the job . Is it posibble to implement this measure legally .
Regards,
ROY
From India, Delhi
Dear Roy,
I appreciate your concern for the employees without job. But as per my knowledge, there is no such provision in our labour legislations. In Indian context, if you say insurance it is life insurance or general insurance like mediclaim. Organisation have not matured to implement insurance to cover job loss. May be a few organisations might have introduced this concept. I suggest you can check with insurance players whether they have a policy to cover job loss. Let me also check with my known vendors and let you know.
The other challenge is who is going to pay the premium? Organisation which is focussing on cost cutting including HR cost or the employee who has taken the salary cuts, who has lost his performance based incentive/bonus etc.? A real challenge for HR.
I request senior members to give their inputs to Mr.Roy.
Regards
Bhavan
From India, Bangalore
I appreciate your concern for the employees without job. But as per my knowledge, there is no such provision in our labour legislations. In Indian context, if you say insurance it is life insurance or general insurance like mediclaim. Organisation have not matured to implement insurance to cover job loss. May be a few organisations might have introduced this concept. I suggest you can check with insurance players whether they have a policy to cover job loss. Let me also check with my known vendors and let you know.
The other challenge is who is going to pay the premium? Organisation which is focussing on cost cutting including HR cost or the employee who has taken the salary cuts, who has lost his performance based incentive/bonus etc.? A real challenge for HR.
I request senior members to give their inputs to Mr.Roy.
Regards
Bhavan
From India, Bangalore
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