Swastik73
Human Resource And Industrial Relations
Svsrana
Hr Head With Pmi
Vikash.arora
Hr Professional
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Anshuanshu
Professional
Gunjan Khaitan
Client Relations & Delivery
Daleep
Hr Consultant
Asha PG
Hr Exec
Tikam
Mangerial Job
Anubrat
Manager-hr
Arun Kumar
Hr Executive

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Dear All!!
Please find me a solution to my problem... How will a company protect itself when a confirmed employee( That is an employee after successful completion of his/her probation) uses some of his leaves (say 6-7 days), takes the month's salary and does not come from next day (without any notice or resignation)
Its a serious issue in my organisation and its creating leave policy issues for others...
Urgent....
Regards
Gunjan
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Dear Gunjan, Are your employees deserting you after they are given confirmation?? Kindly elaborate. Regards, Swastik 9433258202
Dear Swastik,
Some cases have happened in the company where a confirmed employee after using leaves and taking salary just calls up next day saying they are not interested in the job any more for whatever reasons. What to do... Is it a fault in the regular leave policy?? Can we make changes in that so that they dont get paid full months salary even after they take leaves and are confirmed?? Is it ethically right??
Regards
Gunjan
noticed a similiar case with one of my client sites.... 35-80 ppl leave every month.. there it has do with compensation...
so what is the protection for the company who’s money is also gone along with the employee??
in one of the tier II BPOs, in noticed a simliar thing..
they now pay their employees between 15-20th every month.. and another month's lag for even the allowances to get finalised n then come incentives etal.
this is a wrong strategy similiar to the one adopted for domestic helps.. people give them a small pocket money every month and even when the servan wants to go on the annual pilgrimage to his hometown, people donot pay the entire amount for fear of loosing the employee..
This is an ideal sceenarion for initiating an Employee satisfaction survey, Exit interviews pref by 3rd parties since most mgmt do not enjoy the credibility/ impartiality needed for a free discussion.
Survey of competitor's compensation leves wont harm either..
surya
How can we hold back a part of the salary and give it later?? I dont think it wud be acceptable by employees which can create further dissatisfaction. Though I agree that this happens because there is lack of transparency or openness in the org. and ppl may feel scared to disclose before hand that they hv found another job... Plz suggest a systematic solution to it?? How can I devise a leave policy which will protect the co. frm such incidents???
hey guys, this is something unexpected out of the members of this community.. plz suggest a solution to my prob..
hold an employee satisfaction survey either yourself or third party and act upon the findings.

a) try introducing a salary hike on completion of probation after six months

b) you may give a loyalty bonus to employees who succesfully complete a year of service.

c) closely tied to the 2nd option, increase the hiring through employee referrals.

d) if your employees are practically freshers, then introduce a concept of paid learning like we had in plenty of IT cos earlier.

Set up a training wing, ask people to enroll, teach them for 1 month and then put them on live calls.. pay them a stipend according to their performance for the next few months.

your company makes money by training fee plus wage differential during on the job training..

lastly set up a placement wing and provide placement services too.

Make money once again (>10% CTC)

e) interact with a university for courses like MBA/ BBA, offer to pay half their course fee and provide benefits like company cabs/ food etc on weekends when classes are held

surya
You will have to address the sanctioning of leaves afresh. You will have to make it clear to all employees that taking leave is not matter of right. it can be sanctioned at the sole discretion of the management.
You as HR resource need to engage employees in constant dialogue with you to find out theroot cause of this particular issue.
You need to also note who are the managers who loose their employees in such fashion . There might be serious problems of Manager-subordinate relationship.
Use these options, you will be able to find out why this is happening
Daleep
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