Infosys had compelled employees to sign non compete bonds to prevent them from joining other(rival) firms and the result has been dissatisfaction.

So its proved that employees will do what they like as long as there are greener pastures before them. And that's human nature. Even HR professionals will surely grab opportunities if that offers more in terms of job satisfaction or salary.

However, the exit process is of concern. It is not always possible to make the employer aware of one's plans for change (job) as the employer will not approve of it even though etichs demand that.

In certain European countries, hiring is done in line with the 'employment at will' principle which means that the employer or the employee can terminate the relationship any time with no liability if there was no contract for a definite term.

All that can and should be done is to ensure that workplace provides job satisfaction and a cordial environment where there is a culture of listening.

Instead of Exit interviews, try Stay interviews and take regular feedbacks. The employees should be encouraged to speak their concerns and grievances and they should be addressed to rather than merely paying a lip service. There are some companies which do not give sky high salaries to their employees yet the latter have been known to stick with them for more than 20 years. This suggests that employees look for a place where they can look forward to going every Monday.

As mentioned in one of the earlier posts, induction and mentoring help.

HR has often been accused of 'arrogance' which is not true at all. At the same time, the fact that employees are the backbone of any organization and it is we who are responsible for them makes us accountable for them.
30th November 2007 From India, Mumbai
Dear Ms Sonal Thank you for a truly enriching post .I will surely keep in mind the suggestions that has been put forward by you Keep posting Thanks and Regards Indrani Chakraborty
30th November 2007 From India, Pune
Hi Indrani,
This is one area where no one can do anything about. People are most free to meet outside and talk about comapny, boss, salary or the absence of it, HR or anything else. We cannot do anything about it. It totally depends upon the employee and his ethics and values-in other words, its personal!
Thanks for inviting me to keep in touch. Will do so. This is a great forum to meet like-minded fellow HR-ians like you!
Can you also suggest which is the best MBA- in HR that one take in the Distance Learning mode? I am looking to join one. Is an MBA better than a Diploma in HRM? Need suggestions....
Regards,
nandita
30th November 2007 From India, Bangalore
Dear Ms Nandita
Thank you for your comments.I guess the distant learning course from ICFAI has got value in the market .I will ask my batch mates about their views but my personal view is, a part time MBA after office hours where you can attend classroom education is always preferred than DLC(this is if you want to carry on with your education along with your job,otherwise it is always great to have a full time MBA HR degree,it adds value to your profile)
For any other queries feel free to get in touch with me at my email id or just puit a psot I will get back to you
Thanks and Regards
Indrani Chakraborty
30th November 2007 From India, Pune
Thanks Guru.
Hi Indu,
You are right from your point of view and analysis.
We have to find the reason why this happens, as we are also under the list of employees we have to do the best to the employees...
Guru,
I feel we have to start a separate question to get the solution for the problems faced by the employees by the unthical activities of the management...
Seniors suggest,
PEER, Amit and all my friends what are you doing...
No comments from your side...
30th November 2007 From India, Madras
Dear Indu,

As long as the GAP in SUPPLY and DEMAND exists there is no point in Blaming HR to be ethical. As you know all HR personnel are under pressure from their managements and Teams to staff up with the required personnel at the shortest time.

At one point of time I was also following your suggestion and wanted the HR community to be One. Later I realised that this does not work as everyone else is taking candidates without clean documents.

How are we going to do this if we stick to all the rules and polcies? We try to follow as much as possible to do it but most of us break the rule at one point or another.

Remember if we dont deliver then we stand to lose our jobs! Especially after reading a report in yesterdays time sof India that all IT/ITES companies have defferred hiring HR/Admin and Accounts personnel due to the fall in dollar pricing most of us dont want to be in the market without a job!!! :roll:

I am wtih you but the market will not allow us to be ethical!

Regards

Praveen


30th November 2007 From India
Hi Indrani,

I go with Vennila's view... in some cases management is unethical towards employees as well the HR. I myself the victim of such practice. I need some seniors help in this regard.

I have 7+yrs of experience in HR field. It is only through experience i'm now in the position of Office Manager in a small software company. all the companies i worked were very good and due to some personal commitments i resigned from a reputed company and stayed back in home for 8months. after that break i joined in a small software company cum HR consultancy as Executive - HR with a very less pay offered. but considering my experience and dedication towards work i got my hike within a month. but there was no paper documents to say my increment. it was only a oral communication. and i was paid with the hike for 3 months. After 3 months the company met financial crisis and we din't get our salary for 3 months. please note that we din't sign any voucher for the salary in any of the months. since the management was little close to the employees, all employees din't ask for the salary.. and finally we decided to quit from the company and i joined in another firm. now i cant get my 3 months salary. if i ask in my previous company he says, he don't have money and he cannot give salary to the employees.

Seniors, please do suggest what can be done. can i take any legal action against the company. I got more than the remuneration quoted in my offer letter. also i haven't got my relieving order, experience certificate, my salary certificate from that company. i need submit all these docs to my current employer. what shall i do further to get all my papers and the salary...

Waiting for valuable suggestions......
30th November 2007 From India, Madras
Hi Indranil.
I understand the concern raised by you that employees are leaving their organisation without proper notice or intimation. As someone said that there are also many cases wherein bosses of the resigned employees are not ready to leave them inspite of serving the full notice period.
As HR professional we need to be balanced in both situations. While in first case the reference checks/ background verifications are becoming part of selection procedure and help up to great extent in filtering the wrong canddiates. In the second case we need to see that the boss/supervisor of the resigned staff relieves the person resigned with diginity if proper notice is served.
Suresh.
30th November 2007 From India, New Delhi
[/quote]
Dear Mr Pravenn
Thank you so much for your views .I guess I was not very clear on my post the last time .I would just like to point out that at no point of time I have blamed any HR for such a situation as I know that an HR has to work under tremendous recruiment pressures nd thee days employees are also smart in putting up a false cv or a convincing story about why they dont have a relieving letter
I also agree with Mr Gururajs post that sometimes employees are also harassed by employers
I just wanted to create an awareness among the HR fraternity that a clean exit procedure is necessary for the employees and the managment too and the HRs role in this case is also very crucial so let us put our 100% efforts to make it a success.I know this is a hypothetical situation but "lets hope for the best and prepare for the worst" :)
Keep posting
Thanks and Regards
Indrani Chakraborty
30th November 2007 From India, Pune
Hi Indrani

That's really a thought provoking one and lot of HR fraternerties have shared their views.

I wud also like to add on few experiences we had in our company.

1. We hired a person who was the right fit for that position and as per the company policy, we wanted all the dox like rel lr, service lr etc. The guy requested for time and promised to give the same within 15 days ... 30 days .... and days got extended and he didn't produce the dox.

At one point, we need to take a call whether to entertain this or not. It was then a debatable topic bet HR & Dept head ( as he was quite impressed with the employee ). But, we as HR of an organisation made it very clear that an employee shall not be taken if proper dox were not there. It was quite a tough decision then, ( considering humanitarian basis ) but if we had extended to one guy, the others may follow the same.

2. During a ref check done by a consultancy, we came to know that one guy had given emp no., designation and period of work along with copy of relieving lr ( prepared by him ) to his present employment

To our surprise, this guy has never worked with us and we were quite taken back and gave the info to his current employer as well as the Consultant who were doing ref check.

In such cases, employees may think that HR is not user friendly or they are trying to ruin a person's life.

But, I feel as HR of an organisation we need to keep our values reinforced and set an example.

Awaiting for your views.

Kayal
30th November 2007
Hi,

Yes that is a sad situation, in some cases a reality that we are left to live with especially if the exiting employee has the skill sets for which the recruiting company is in dire need off.

Reference check is something that we do not follow to the 'T', only if it is a data sensitive organisation, where the employees interity is required to be like a whiteboard, do companies invest in a through reference check.

For companies using SAP, this is issue is taken care at a certain level. When an employee leaves a company that has SAP implemented for HRIS etc., the HR here can put a red flag on his profile in case the employee has left on a bad note. If this same employee joins another company that has SAP implemented, the software does not allow the company to create the employee profile and throws up an error message. Here the recruiting company has to request the details of the same from the previous company. As SAP is a software that is databased over the internet, the data is avaliable across all the users (companies).

Thus, the only solution is that we look inward in our recruitment policy and make reference check to be an integral part of the system, on which we make our hiring decisions.
30th November 2007 From India, Mumbai
Dear Ms Maria
Thank you for your views .I am sorry to hear that you are facing such anunfortunate situation.My suggestion to you is forget about the salary part(even though I understand it is hard earned money),concentrate on the documents that are needed .Try to get your releiving letter and experience certificate as that is going to help you get a better job in future.After you get the documents then you can think about taking a legal action to claim your dues(this is my personal opinion)
I hope it makes sense to you
Thanks and Regards
Indrani Chakraborty
30th November 2007 From India, Pune
Dear Raistonraz
Thank you very much for your valuable comments .I have no exposure to erp and hence I was not aware of this functionality available with SAP Hr module .Thank you for educating me and other fellow community members on the same .
Currently I do the reference checks by my own but with the inputs that you have given I will try to make the system of background verification even stronger
Thank you once again
Keep posting
Thanks and Regards
Indrani Chakraborty
30th November 2007 From India, Pune
Dear Mr/Ms Kayal
Thank you for your valuable comments and thank you for sharing with us your experiences relevant to this topic .It feels great to know that you and your company are serious about ethics and values and adhere to the same even at the cost of losing a good candidate.
Keep up the good work
Thanks and Regards
Indrani Chakraborty
30th November 2007 From India, Pune
to continue from my last post.......
Apart from above problems, as a Hr person we must first identify other such problems and then only we can search for a solution of these problems.
We can definitely start a movement but i feel that it will be superficial.
We have to make our practices so strong that we can touch the soul of human factor in the organisation, so that a indvidual, first of all should not think to leave the organisation and even in extreme case if he think so, he should feel ethical to give notice to employer before leaving the job.
The HR must keep a track of such person if possible, and inform the factuals of employee to his new organisation. Requesting them to ask to serve the notice.
This effort of HR will result in two outcomes first the employee will have the feeling that his previous employer still thinks about him and the other that employer will become more cautious while dealing with such employee.
Regards
Rajnish
30th November 2007 From India, Raipur
Dear Ms. Indrani,
thank you for ur spontaneous reply and suggestion...:)
in my case i agree with ur suggestion and let me get my docs first...
even i thought of doing the same. this problem is not only for me, it is for all the employees. i feel that these kind of management shud be taught some lesson to realise what they r doing....
regards,
Maria Merlin
30th November 2007 From India, Madras
Hi Everyone,
Ref. Checks are another area where a discussion is needed. The candidate gives you references or you dig out someone whom you could ask about the candidate. Then, in that case would it really be confidential.
30th November 2007 From India, Bangalore
Dear Ms Nandita
I agree with you "Background verification can also be an important area of discussion .These days companies have started physical verification wherein they actually go the new joinees previous office to find out information about him and yes we can also get professional help from background verification agencies
Let me share with you what I got to know from a friend(?) of mine .She carries 2 mobiles and whenever she is asked about a reference number she gives one of her mobile numbers and she herself answers all the queries of the HR posing as her senior ....is it not surprising ?
Fortunately or unfortunately she has been able to get away with this trick every time but only God can save her if her profile gets scrutinised by a professional background verification agency ....
Thanks and Regards
Indrani Chakraborty
30th November 2007 From India, Pune
Dear Indrani,

What you say is true, but being in the HR I too have my experiences where the management feels that employees are bonded labourers and can deal with them anyway they like making their own laws.

We must realize that a clappping can always be done with two hands, the root cause analysis of every problem must be done to rectify it , instead of crying over spilt milk.

Why such a situation arises , when an employee behaves like that ?

Why does he join another organisation without proper relieving ?

A lot of companies are facing resources crunch, and they donot usually go through the background checks of every new joiner if they find him/her suitable for the job.

It's also true that some companies have different ways to deter employees of thinking of joining other organisations easily by using the following means : bonds for 2 - 5 years / notice period of 2 - 3 months etc.,

One the other hand employees must also understand that when companies spend a huge amount of time and money in their training and development, they must follow the right ethics of completing the assignments that they have been entrusted with before parting.

Exits should always be pleasing and graceful and a time to be remembered.

It is always a give and take relationship from both sides.

There are examples to show that in certain companies employees come back and rejoin when they find their experiences elsewhere not to their liking.

Employees and Employers cannot do with each other , they are partners in progress.

That relationship needs to nurtured.

In an era when business means time and money, such a culture is hard to develop.

Well, these were my thoughts....experiences of my fellow hr members are sure to follow

Regards

Debashis
30th November 2007 From India, Lucknow
Hey Indu
I completly agree with you. I'm working in a manufactoring sector, we have a quite high attrition rate, but still we have made it a point that all the documents have to be intact and we follow it religiously.
Looking for your comments.
Regards
Govil Nanda
30th November 2007 From India, Delhi
DEar Indrani,
You have really initiated a good debate. what i was really impressed was that through out your reply you have taken care to personally respect the members view point whether his / her view point is not in line with you. Keep it up.
According to you and situation you have described, your views are justified. But whoever it is whether employee or employer who has resorted to unethical practice (just to fulfil their selfish needs, without the concern for other) should be taught a good lesson so that the same is not repeated.
REgards
Gururaj.
30th November 2007 From India, Bangalore
Another summarisation, the HR in this forum, think they are 100% perfect and fault always lies with the employees only, and get angry / irritated when someone points out the weakness of HR, politics etc. [like done by Ms. Radha]. You HR need to come out of arrogance and think globally, it does not mean that if you personally are a good HR person, the whole HR fraternity in all over India or world, is good. Because whenever someone points out the negativities of HR all the HR people here taunt the person, get angry with them, instead of thinking that this also happens in HR. So for clean exit, both the HR and the employee need to change their mindset, apart from as some people think only employee should change and they are as pure as milk.
30th November 2007 From India, Pune
Hi Indrani,
I am totally satisfied with your point of view.
if we being HR marking policies it is imp to keep in mind for smooth functioning . We being HR insist to employees while giving offers to join on Immediate basis .
I have also come across with such incidents. Vill, we are not asking for much, if employees can't serve notice, atleast a resignation letters and exit formalities canbe done at immidiadte resignation cases .
AS we have recovery option as well
Dear senior's , please put your comments, feedback and views on the same .
Deepshikha
30th November 2007 From India, New Delhi
Dear Sir/Madam ,
I agree with you totally on the referral checks and the background checks, as a resource manager , we need to provide the company all the inputs organisation requires in order to recruit the right candidate.
we can try the technique of continuous know your employee methods to find out what he intends to do in the near future.
this would work out for a small set up of 50 employees.but for a larger set up an effective background check is required.
Regards
Rajeshwari
1st December 2007 From United Arab Emirates, Dubai
Hello every one
It has been so interesting to view all your worth able replies against the above mentioned topics.
Here I would like to add something which I feel necessary to remember.
According to the Newton Third Law of Motion
Every action has an equal and opposite reaction. I firmly believe that this applies to every where for every one.
If any employee make an absconding than this might be the reaction of something which made him feel to do so, and there might be so many reasons like lacking proper path for recruitment, culture , Boss, Lacking counsellings and all those reason which have been mentioned already in this topic..
A very good part of Ghazal on this is

MUJHAI REHZANO SAI GILA NAHI
TERE REHBARI KA SAWAL HAI !!!

A very good indeed to look in to yourself.
Regards
Hassan :)
1st December 2007 From Paraguay
Dear Mr Hassan
Thank for your comments
Keep posting
Thanks and Regards
Indrani Chakraborty
P.s...I am not very well versed with urdu hence I would request you to explain me the meaning of the urdu phrase
:)
1st December 2007 From India, Pune
Dear Mr. Indrani,
Thanks so much for taking interest, Its a great pleasure for me to share information no matter what language is it.
MUHJAI REHZANO SAI GILA NAHI
TERE REHBARI KA SAWAL HAI

Means that we dont have any complaints against robbers who make the robberies as this is what they do but we should put up the complains on our own safety as why we made ourself so vulnerable that any stranger/robber invade you.
What is the work of the trainer to train
What is the work of the robber to make robberies
this is what they keep doing so what is our work just to keep ourself away from any possible invasion/damages or any thing that demolishes your interest.
Hope this will make you feel comfort. :) :)
Regards
Hassan :):):)

1st December 2007 From Paraguay
Hello Indu,
I am not a HR person myself but run my own company here in Bangalore. I fully agree with your point of view that all HR departments should become very strict with respect to Relieving letters from the previous employer unless there is a very valid reason for not being able to get the same e.g., The company winds up overnight, or refusal to give the Letter to the employee etc.
I also need to stress another important point especially now a days in the IT Industry where HR picks up candidates who have just worked for a couple of months with another company. I know a guy who left my company and joined 3 other companies within a span of 6 months. All these are fairly well-known companies in the IT industry. Just because the company has to recruit a large number of candidates and achieve their numbers, they also have to look at the longevity of the candidate as well.
We should not encourage both the above practices.
Just my 2 cents.
Thanks,
Gopi
1st December 2007 From India, Bangalore
Dear Mr Hassan
Thank you for such an interesting comment and such a beautiful explanation.The lesson I have learnt from these phrases I will remember the rest of my life
Keep posting
Thanks and Regards
Indrani Chakraborty
1st December 2007 From India, Pune
Dear Mr Gopi
Thank you for your valuable comments .Through your comments we can the picture from a completely different angle i,e from the point of view of an entrepreneur
Keep posting
Thanks and Regards '
Indrani Chakraborty
1st December 2007 From India, Pune
Dear Mr.Indrani Chakraborty Thank you very much Mr. Indu for your liking & finding something worthwhile. Wishing you all the best. All is yours !!!!! Regards Hassan :) :)
1st December 2007 From Paraguay
hi all I think we all should join hands certainly and help to take this movement long long ahead.......
3rd December 2007 From India, Chandigarh
hi indrani and fellow members...

my monday ....(3rd of dec)started with this topic clean exit... ethics for employees and management.

QA engineer in my company is not coming from last 15 to 20 days. i knew that he is very much dissatisfied and frustated with the management policies. he was the victum for unethical Quality practices from management side. he wanted to teach a lesson and punish the management... so he absconded from work.

my management asked a production engineer (an old timer) not to come to work from next day. no one month notice... not gave one month salary ....no proper exit.....

This Pro. Engineer and QA engineer are friends. this QA guy joined the new company where this Pro. engineer is working now. No doby except me(HR) and my CEO know this. now my management wants to take a Strict disciplinary action against QA guy.

QA guy says when u dont follow the rules(one month notice for termination) why shall i give notice to u.

what shall i do..this is not time to discuss who is right and who is wrong. both are wrong i know but.. what i sahll i do.

regards

Sowjanya
3rd December 2007 From India, Ranchi
Dear indirani
an organization generally should favour of the employees than the managemet because in present day market if company pay salary they can be substitute manpower . if they try to spoil the future of the employee it is not fair
3rd December 2007
Dear Saisreedhara
Thank you fopr your comments but I beg to differ with you as I think Hr is a bridgebetween the managment and employees and should think about the employees and as well as the managment and the organisation as a whole The HR is the only person who has to balance things at the management side and as well as the employees side
Keep posting
Thanks and Regards
Indrani Chakraborty
3rd December 2007 From India, Pune
:oops: :oops: :oops: I am extremely sorry Ms. Indirani, I have taken notice, from now I will add Ms. with your good name. Regards Hassan
3rd December 2007 From Paraguay
Dear Sowjanya

I don't think I have understood your post totally.Let me first narrate what is my understanding of the situation .

1st incident : An old timer of your company who is by profession a production engineer was asked by the management to leave the organisation or we can say his services were terminated with immediate effect

2nd incident: A QA engineer who is a good friend of the production engineer has gone absconding to take revenge on the company and has joined his friend the production engineer in his organisation

Background: The Ceo and HR is aware about both the incidents .Moreover the HR is aware that the QA engineer has to face internal office politics and was frustrated with the management and hence he took such an action

Now I would like to know a few things before I suggest you something from my side .

In the 1st incident why was the production engineer terminated with immediate effect? There has to be some strong reason for taking such a drastic step

In the 2nd incident if CEO and HR both are aware why the QA has taken this step then did you try to counsel the employee if the answer is "No" then why not ? and if "yes" then what was the outcome ?

I hope I will be able to suggest you something once I get a confirmation that I have understood your post properly and secondly if I get the answers of my question

This is an interesting question raised by you and hence I will be happy to be a part of the discussion

Keep posting

Thanks and Regards

Indrani Chakraborty
3rd December 2007 From India, Pune
Dear Indirani i agree that HR is a bridge between management ant employees but practically speacing an HR is an an employee who report and acts on behalf of management . so should be very partial
3rd December 2007
Dear Sowjanya,
This is really an interesting question raised by you and the points which have been put up by Ms. Indrani for getting more clarification, should be taken into consideration for further exploration of your question.
I am waiting too for this case.
Regards
Hassan :)

3rd December 2007 From Paraguay
Recruitment scenario have been changing very fast. Even the prospective employer, in order to get the best talent or in emergent cases, asked the incumbent to join him and if at all notice period is deducted from the previous employer the same is reimbursed to the joinee. In the fast developing economy some industries are finding it hard to recruit the experienced employees and they are ready to go beyond the set norms of the industry.
Regards,
3rd December 2007 From India, Mumbai
Hi All,
I think there is a disconnect, these are 2 things: 1. No exit formalities completed & 2. No job discription.
No Exit formalities, may be due to various reasons:1. Frustrated due to low eeficiency , politics, partiality, etc. 2. From other state & is absconding & his exp/relvng letter doesnt make any difference to him. 3. company is not ready to relieve as: he/she is not ready to serve notice period,or complete notice period & the other employer says he is ok with no relvng letter as their req. is urgent.
Here is the system set strong enough to make sure that the employee completes the exit formalities (bond) & is the management open for talk with the employee about such probabilities.
Importantly : The HR should have a log of the reasons for no exit formalities done, thats more important to keep track of the loopholes to avoid such exit & bring % to minimum.
Also I think there should be some blacklisting platform available to check the records.....
3rd December 2007 From China
Guys, please bare with me as my comment was for one post related to no job discription. It got posted without the earlier log, me being a new user. Thx
3rd December 2007 From China
hi indrani,
good morning. thanks for ur reply. u understood my point rightly.
Background.... the production engineer was terminated because we didnt had hand ful of orders and we are in Lay-off the labour. management thought Pro. Engineer's salary is high so if we remove his we can reduce some burden....(very un professional approach). so he was terminated with immediate effect.i as HR objected the idea but they (MD and Director) with out informing me and CEO terminated him. it was a shock to every one in the factory.
QA guy was absconding .... because of the harrasement from management side. he joined his friend, the Pro. Engineer in another firm with out any notice. i have sent a warning notice and asked to join the duties but .... he is not responding. Mobile Off.... courier came back. my CEO and I know that he is working with Pro. Engineer. He is not interested to meet or talk to us even casually.
b]Twist in the Story[/b]
yesterday my Director came to know that both are working together.
now he is asking me to get the phone number of the company where my Qa guy joined recently and talk to the Director.
WHAT TO DO........
regards
Sowjanya
[
4th December 2007 From India, Ranchi
If i give the contact no. my director will talk to that director....this QA guy's career will be in trouble ....
if i wont give he will ......sit on my head.. and he can get it any way...
regards
Sowjanya
4th December 2007 From India, Ranchi
Hi All,

I have been following this post. As one of our friends mentioned there are 2 sides to a coin.

If employees are leaving without intimation / notice, surely there has to be loopholes in the processes/systems encouraging employees to follow such practices.

As for other companies not doing thorough background check....well the reality is today the demand is much more than supply. Industry has been booming like never before. All sectors not just IT. Thus putting pressure to hire resources within specified deadlines.

Take an example...if there was a critical opening in your company and you have interviewed candidates for this position and shortlisted 2 of them

You do a background verification and find that the best fit candidate has not got a proper release from his / her previous co. for whatsoever reasons and the other candidate who is not the best but has an impeccable record. which one would you hire? You may say the second best because of his impeccable record. Ok so you hire the second best and a few months down the line you realise s/he is good but not good enough for the position, you move him/her to a more relevant role or put on bench and start the process again. What happens in this scenario, you have lost valuable time in the past and are now again losing time and maybe business as you have to start the process again.

Had you hired the best option, maybe this could have been avoided. This is the reality check. With cut throat competition and demand far exceeding supply, organisations have accepted a little leeway. They hire candidates without proper release and monitor his/her performance, behavior etc and ensure their choices are not wrong. At the end of the day if they get a superior candidate albeit with some blemishes, they will choose to turn a blind eye to those blemishes.

- Richa
4th December 2007 From India, Pune
Dear Ms Richa
Thank you for explaining the scenario from a realistic point of view .I just wanted to ask you one question .What if the "best option" repeated his actions in your organisation too in the sense that after working for a month or so when he has already been assigned to a project he leaves your company without any notice ? then ..... But I agree that perhaps if I would have been in your situtaion I would have also crumbled under recruitment pressure and hired the "best option" .I made this post just to know that this kind of a compromise that we are making in terms of value and ethics,is it worth it ?
Keep posting
Thanks and Regards
Indrani Chakraborty
4th December 2007 From India, Pune
Dear Sowjanya

I am sorry for the delay in reply .The case is getting complicated day by day.I have few more questions to add

1.Do you have copies of offer letter/appointment letter/confirmation letter signed by the QA engineer .If "yes" only then your company can take some legal actions on him

2. As per my understanding goes the QA engineer must have informed the management of the new company that under what circumstances he has left his previous company without notice .So even if now your director calls up that company's director it will have little or no effect

3.You are working as an HR of the company and you are an "HR" in the true sense of it because you care about your employees.But always remember you dont own the company you are an employee so you have to obey the orders from the management and dont feel guilty about "giving the director the other director's number and ruining the career of the QA engineer",you are just doing your job.Also remember that the QA engineer has left the company without notice and that is "WRONG" whatever the reasons may be so if you have to take action on the same then also you are "just doing your job"

4. If you feel that your personal values and ethics ,or your style of working ,or your way of looking at things are not at the same level with your management then start looking for another job .

5.The CEO of the company holds a lot of power in his hands so ask him to talk to the management regarding this issue

I hope this makes sense to you

Thanks and Regards

Indrani Chakraborty
4th December 2007 From India, Pune
Hi Yes, hiring the best option is a risk so is hiring the second best. If risk has to be taken, then why not take it with the best.
4th December 2007 From India, Pune
Dear Ms Richa
Thank you for your views .I would just like to repeat my question once again "I made this post just to know that this kind of a compromise that we are making in terms of value and ethics,is it worth it ? "
I agree with you on the risk part and that is why I mentioned that if I have been in your position I woulkd have done the same
Keep posting
Thanks and Regards
Indrani Chakraborty
4th December 2007 From India, Pune
hi,
i just want to add a point that even if an employee wishes to leave the organization then has to answer so many questions which are not ment for further remedy of management mach but to haress the resignee......so where comes question of loyalty from the person who has made up his mind to leave the organization?
4th December 2007 From United States, Malvern

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