Yes many companies are following Training Agreement / collection of security cheques especially for Trainees.
However please analyze the reason as to why they abscond. Try to gather some information through their colleagues or absconded employee itself if you were able to reach.
Find out whether it is due to long work hours?, Lack of career growth ? training imparted not up to the mark?. I think identifying the root cause and implementing corrective measures would be more beneficial.
Employers have no right to retain original certificates.
If your training involves costs like software, licenses, then you may have proper training agreement in place, drafted by an advocate. The training agreement should be brief with mention about scope of training, training expenses involved, period of training, liquidated damages in case of violation of training period etc.
21st May 2019 From India, Madras
Can you please share the format of this.
22nd May 2019 From India, Chennai
can we make EMPLOYMENT AGREEMENT with new employee? if yes then how?
is it on stamp paper? then what is the value of stamp paper, or notarization is necessary?
agreement is not just for training purpose... i am asking for every employee...fresher/ experience.
we are recruiting someone, giving salary on time, for just some thousands rupees increment employee serve notice before a year.
31st May 2019 From India, Delhi
Normally for Trainees employers use to have Training Agreement and for experienced category Indemnity Bond will apply. But I would suggest not to make for all. Human resources are asset for any company and we cannot compel them to stay for long using Bonds.
Rather cultivate a people friendly work environment. Have one to one session regularly. Have employee engagement activities in place. Introduce employee welfare. Bring in reward system etc.
31st May 2019 From India, Madras
this is true that bond is not a good thing.
but mainly we face issues.-
1. employee who is generally under 30 thousand salary left organization before a year.
infact we mention in our employment offer/ appointment letter they have to serve at least 1 month notice but still they basically serve 15 days notice or in a month notice they don't come regulary.
you would say that make a good environment for employees then I will say here we have only 8 hours job and very lenient attendance policy. Bosses doesn't come regularly so no pressure of their presence. I mean its stress free environment.
but just for some thousands rupees employee move. It creates issues for us...again recruiting cost.
1st June 2019 From India, Delhi
Only you are not facing such situations every organisation having the similar kind of problems (Attrition) This kind of challenges leads us in our life, Start doing new experiments everyday and sure you get results out of that.
As a HR professional need to adopt good practises and, challenges are part of that good practises.
Please work on following areas...
1. Make your recruitment to hiring process more stronger.
2. Keep communication with new joinees for 2 to 3 months
3. Implement some new programs for new joinees
4. Make your exit process more strong, analyse the data of exited employees and, sort their database for your study.
5. Look into sorted database and discuss with your management for better outcome.
6. Revise your retention policy.
1st June 2019 From India, Mumbai