Dear Mr Gururaj

Thank you so much for your inputs . I am not saying that these things dont happen in the industry and its ethical .A huge number of employees are kept on bench in big It companies ,even they go through such a kind of situation and its absolutely right on the part of the employee to leave the job and look for a change

If you ask for my suggestion then I would say they should document all the communication to the managmeent and Hr regading this and put forward the same to the prospective employer so that he can show reason to take such a step .

All I am trying to say is "is this the only reason for an employee to go absconding?" If yes then we should not have a system of "serving a notice period" nad if "no then lets concentrate on the employees who leave the organisation without giving any prior notice to the management and get accepted in other organisations without relieving letter (or by showing a false one"

What would have done in my situation when an employee was given a 40% salary hike as increement a month before he left,was given 14 days leaves for diwali and after coming back from vacation he took the diwali gift vouchers the sweets and then just left the company.

This is one stray incident in the organisation and has not happened before,so the managment on good faith has taken up a project from a client based on his commitments

Tell me what are your views on the same ?

Thanks and Regards

Indrani Chakraborty

From India, Pune
What everyone is used to is HR with a scowling face and an iron fist. How about making a conscientious effort to change our image to a smiling face and kind heart? Perhaps that would really make a difference in the attitude of the employees towards HR as well.

It would be difficult to generalize situations, because each case of separation is unique in some way or other. But what we CAN do is to call the HR manager of the new joinee's previous organization and check about the employee's past employment. In the worst case scenario, he or she might refuse to divulge any information, and might even give some wrong feedback. But then you should only be doing a check of the duration of employment and the reason for separation at this stage, and nothing beyond that. And yes, if you are the one receiving a similar call, please be frank enough to say that the employee did (or did not) stay with the organization for the duration claimed by him or her, and if necessary state that the separation was amicable or not. With the large number of members this forum has, we could easily enlist many HR peofessionals' support for this movement.

Any differing views on this?

From India, Mumbai
Dear Mr Raj

I am verry happy to see your response and I absolutely agree with you that the situation may differ every time an employee is leaving an organisation without a notice but the crux of the matter is if the employee doesnt have sufficient reason to support this kind of an action then the Hr of the prospective company should probe a little into the matter and find out the reasons for the same and take necessary actions

I expected this kind of support from the seniors as well as my fellow Hr professionals as I thought there is an HR or an union leader or may be both in a company to protect the interests of an employee but there is no one in the organisation to protect the interest of the HR as an employee Hence when something like this happens it is most likely the Hr person seeks help in open forums like these from fellow HR professionals

Thank you for the suggestion of wearing a smile on the face while I greet the employees in the morning(I usually do that:).I believe that it brings in positive vibes among the employees if they find their HR approachable

Thank you once again for the post

Best Regards

Indrani Chakraborty

From India, Pune
We cannot force any employee to remain with the company and we cannot even expect them to tell us in advance that they are looking for a job change. So accepting this phenomenon as a reality, we must seek alternative paths to compensate for the loss of manpower.

Companies must go out and tap even the rural population, graduates, post graduates and impart training to absorb them later as full time employees. This is what TCS is doing for instance.

Such candidates are more loyal and tend to stick with the company for long.

Also, more and more emphasis must be given on hiring women candidates. studies and observations have proved that they tend to stay longer with the company if their basic needs are taken care of.

Effective communication is the ultimate key.When leaders fail to communicate clearly and openly, the void is filled by information from other sources which can be very beneficial for rumour mongers

Temping is also handy.

We should stop losing our sleep over such issues because even we have right to live a tension free life. Proactive measures such as those mentioned above will prove beneficial in the long run

Hope this makes some sense.



From India, Mumbai
Hi Frends,
First of all, I should congratulate Indu for starting a good discussion.From what I've seen from the above discussions, there have been people who speak from the management side/ employee side/ or in between the two.
I truly agree with the fact that if the employee is not happy with the job/company, he can for sure leave his job.However, it is jus moral responsibility, that he abides by the Appointment order terms & conditons.We as HR persons may try to stop the employee from leaving, however even in that case if the employee is adamant to leave, we should releive him, as per the appointment order terms again.
It is justified from both the employee & employer perspective, that we follow the appointment order terms to maintain a good atmosphere.Infact, we are doing nothing wrong/inhuman but merely following an agreement that was made before.
I hope i've made my point clear.

From India, Vijayawada
Dear Ms Sonal
Thank you for your views on a long term perspective.Whether female employees are more loyal than their counterparts is a different debate altogether and I would not like to comment on that but I agree with you when you say that candidates from suburbs or small towns are usually more loyal for the 1st 2-3 yrs of their service .After spending 2-3 yrs in the corporate world they also become a part of the corporate culture(my understanding of the same)
Keep posting
Thanks and Regards
Indrani Chakraborty

From India, Pune
Dear Mr Ravi
Thank you so much for your valuable comments.I absolutely agree with you that is the duty of both the parties the employers as well as the employees to stick to the agreement vide the appointment letter.Exceptions are always there from both the parities but we should aim at streamlining the process as much as possible by bringing these discussions on open forums and hsaring them with fellow members of the HR fraternity
Thank you once again
Best Regards
Indrani Chakraborty

From India, Pune
Dear Indrani,
I guess I was not clear when talking about female employees. I never mentioned they are more loyal vis-a-vis male counterparts. Its just that I mentioned they tend to stick longer with the company once their basic needs such as posting (generally they want posting in the same place as their spouse),child care, flexi-time schedules etc. are taken care of.
Research has proved this.

From India, Mumbai
Dear Ms Sonal I am sorry if I have misinterpreted your statement but all I wanted to say is its is a diffrent debate altogether Thanks and Regards Indrani Chakraborty
From India, Pune
It is become very common, employees absconding with out serving the notice period, particularly in IT companies. But we have to think in the other angel.
When we recruit a person to our company, Are we giving him the necessary time to join? We have our own dead line and we ask them to join ASAP.
Most of the companies have 30 to 60 days as notice period and our project cannot wait till that time, and we ask them to join even without proper relieving from the current company. The same thing happens when they leave our comapny also.
We cant really stop this, But we can reduce this by adopting a good recruitment policy. The recruitment plan has to be made well in advance and the recruiters should be given with enough time to close the positions.

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