Industrial Relations And Labour Laws
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There is a lot of truth in the article.
Unfortunately , the example refers to a SOFTWARE OPERATION.
From my knowledge, very many of the IT firms promote
people based on their technical competency/ years of experience
and not management ability.
Either they should be nominated for the managerial position
based on management talent or trained in management
skills/ techniques, before promoted.
18th May 2005 From India, Mumbai
have you worked on effect of perceived family support on job satisfaction(life and job satisfaction) or have any idea of it. i would appreciate if you guide me or send some material on it.
5th December 2007 From Pakistan, Islamabad
This is good topic to discuss, but still there are so many factors those are important also in job profile.
India is a hub for software industry, but how many software engineers are working in thr domain. They have talent but they won’t be able to show that.
An employee always looks forward to see good company as well good package to grow and satisfy for his future requirements. Everywhere we find that employee is not satisfied and they will try to see outcome and what they are doing in organization and what they are doing. When comparison starts then thr is end and employee start looking for other opening.
Thr is a way to stop your employees from leaving [according to me]
Understand employee first
Understand his requirement
Understand his interest of domain
Understand what is his view he may not be comfortable with HR. Ask his best friend if necessary
Understand his nature
Understand his problems
Understand how much time is devoted to his family
Understand his family problems
Understand his any financial issues
Understand what he is thinking about his manager or team lead
Understand any exploitation
Understand any mind teasing is any
Understand how is lead manager
Understand how much pressure he can take
Thr are so many to thk over it to stop employee from leaving organization
Apply this and see the results, I am sure that you will find less employee leaving
9th January 2008 From India, Pune
23rd July 2008 From India, Kannur
This is a woderful piece of article on why empolyees quit a company.
Awesome information given by Azimji...
There is a huge subjectivity here where we need to understand the employee in all aspects...the provided information and views are very useful to each and everyone who deal with employees and understand them better.
Sharing knowledge is 'DIVINE' ...Learn and make others learn.
I take this opportunity to appreciate one and all who are contributing their valuable time for the advises given.
25th August 2008
Azim Premji may be good person and a good manager. But at WIPRO it sucks. I was into an account and I will tell what the actual situation is - That account is one of higest revenue at Wipro Tech and it had some really good employees. Now:
1. The General Manager comes from a PSU and have no idea on how a software system is built. I agree that you need not know techie stuff to be a GM. But if you are in an ecosystem, you need to know that ecosystem well. Will you accept a Petroleum Manager to lead a Hostpital. You can imagine it will be disastrous.
I will not go how he got in there. In India, language based recruitment rules. Only when the company founders or someone who is really good (mostly from good institutes) takes your interview than it is a different matter. Othewise, if someone speaks Latin and the interviewe speaks latin, then that person is recruited.
2. In my entire stay and that was substantial, the GM never ever gave a talk to the team. And he is the CEO of that account. You can imagine the kind of inspiration he drives.
3. In almost every team the GM will have a spy, based on lingustic identity. How I knew? When I was about to leave, the GM told me that some XYZ manager is keeping a tab on me and I am not fit for the position I am requesting. Well some 4 other companies were ready to give me the same offer.
4. Project managers use abusive languages - of course on fun basis. Sala, Harami (they are south indians!) etc and get away with it. As they are the saying it funnily. Abe Chupe Kar, Kamine etc also goes on.
5. Project Managers have no idea on management. They send FYI mails from one person to the team and every monring you come you will see many of them. It does not have any analysis, direction or input.
Just FYI or FYA. Good lord, I have never seen this kind of people.
6. Techinicality be damned. The account is for some 15 odd years and the work is not substantial. It is all the time politics all the way. The managers can not even create a Project Plan using MS project. I have first hand experience on that.
7. People who are good anyway keep on learing. But when politics rules, technology is not valued, management is imbecile and language based, then how long a good employee will stay??
8. The HR team (they call it TED) is one of the worst. First the HR manager is rarely on phone and even if you ask, you will not get a reply 99% of the time if the question is tough.
9. Ethics and Morality: It is something Premji is fanatical about. But it does not exist at all there.
10. The people who are there for 5+ years carry a red tag and think they have seen the world almost. They have not proper knowledge (people who are good have left) but are put in management. They have no certification like the PMP or Prince2 or do have any proper lanuage skills like Java or C++. They continued palmling the hands of their superior and of course, the language factor.
So how come I joined?
well, I thought that here is a company which talks of ethics, integrity, a CMM5 and PCMM5 and worlds first at that, something must be there. It is not. But I stayed as I had client commmittments.
So how they get so much revenue?
1 USD = 50 Rupees!
I stand my all comments and I have proof in the form of emails from Wipro's manager and their imbecility.
6th November 2008 From India, Bangalore
the fact is that......"Its employee that make the organisations and not the organisations that make people talented".........
one should try to retain good emloyees........
but we need to know the facts and requirements to retain good employees and that is needed to practise....
21st March 2010 From Nigeria, Abuja
What can i do. I simply left the company and joined in another company.
22nd March 2010 From India, Hyderabad
I wish this article 'a must' for every manager, HR executive, HR manager, CEO, CMD etc. Though there are certain other factors of leaving a job, but daily humiliation & torture creates disappointment, annoyance and rivalry with superior(s). In many companies, seniors are elected as managers without knowledge of human resources / without the understanding of how to handle manpower / no MBA degree or detailed study of physiology of the juniors. Poor juniors or subordinates however, do not dare to report this fact to anybody, but keep on sustaining the stress and this pressure causes ill-effects on his daily life and family life. Even I've personally seen so many cases of this type and also experienced this as a junior.
Hence, a manager should be elected with great care and special training be given to him.
9th June 2010 From India, Thana
You took the right step, but before leaving, you should have reported this to the HR manager, and then leave.
9th June 2010 From India, Thana
I totally agree with you, and very much with your point no.7 & no.10.
Frankly speaking, this problem is something which every company (no matter how small or big) has, and cannot eliminate, only control the extent. I've changed 4 companies, personally faced and also heard similar experiences of my friends who have been in other big national and multi-national companies.
Very sad, but truth. All the responses of seniors or 5+ year tagged people towards their juniors are totally personal and I also agree that their attitude spoils the company's name. They are also promoted on the only basis that they are older in the company and hence poses better exposure for at least that company.
Possible (or the only option) solution: Leaving the company is the last option, but before that, one has to report this kind of behavior to the higher management. They might not take any action at the first because they themselves are corrupted, but it is their responsibility & HR manager's responsibility to take needful action. They shall try to settle the matter temporarily by talks, but if this continues and if some others also report such complains, then the matter gets heated. In some companies, there is also called a section known as ethics code counselor where such information can be secretly submitted and they take necessary action.
Make sure that before resigning, report such information to higher management over mail, keeping HR manager or ethics counselor in CC.
9th June 2010 From India, Thana
Ive just got out of college and i wanted to hunt down a job of my own,without any recommendations . So i go to this Wipro placement drive conducted by I.P.S.R on 7th of july in my hometown Calicut. Sorry for the rudeness sir,but i have to say the interview was a mess, there was just one interviewer to have 400 of us interviewed.. im glad that he atleast asked me to say something about myself, but again cutting me of even before i could complete anything,Wipro is a beautiful well organized company is what i hear from some of my near ones working with you. but after listening to similar conditions of people who came there, i've started to think otherwise. When i went for further clarification with the HR present there (Mr.Anil Thankan) He blew me of saying that earlier i had MTI in my language as well did others and now its not my language ,but my attitude that has got a problem.Taking up matters privately and in person with the authority to me seemed to be the right thing to do. I have been if not an employee ,a consumer of your products all these years .Will taking a registration fee of 100 from each of us unemployed youth gain your company in any way? or is this the way of making extra perk income by your not so loyal employees. Im deeply wounded by todays incident and will go up to any extend to get me my justice. IM PLEADING U FOR JUSTICE.
7th July 2010 From India, Amritsar
very important question raised by shri.Azim premji.
Thank you sir.
as per my experience the real reason why employee leave organization after he/she has put,integrity,hard work,and dedication.He/She has not been lookafter.not taken care of their basic need.such employee look up to company chairman or MD or even director to comeforward to help them.but this thing does not happen eventually employee starts leaving or deserting org & finally it is a lose to organization in terms of goodwill and business.
I have been working in optical industry for 30 years now I am 51 started at age 21.,build up a decent goodwill in this trade. where 3 bitter experience has jolted my life.the last one has taken life of my mother.
since then I constantly keep praying almighty GOD to Inspire people like Shri.Ratan Tata,Shri.Anand Mahindra,Shri.Azim premji,Shri.Kishore Biyani,
Shri.Venu Srinivasan to venture in optical business retail and Lens lab business.& look after their employee who in turn will look after their investments & customer.as rightly said by HCL CEO Mr.V nayyar first employee & second customer. ( NUTS & GUTS BOOK ALSO SAYING THE SAME ) I firmly believe in doing business with ethically & professionally with Integrity.
My sincere Thanks to CITE HR.COM allowing me to express my views and suggestion which is very vital & most important human aspect taking care of organization where promoters and share holders have invested their precious money and TRUST.
DEEPAK D JOSHI
18th September 2010 From India, Mumbai
11th February 2015 From India, New Delhi