Anonymous
9

Hi all, I am HR in an IT company and would like to discuss a case.

If an employee is adamant about getting an increment and wishes to resign if he is not. Is it fair to keep the employee from resigning?

And if the management not cooperating with HR in giving their decision update. Is it the duty and right of HR to know the update regarding the increment?


I know a good company has fair transparency with its employees. But in this case, management is also working along with the employees and busy with their project work.

From India, Kochi
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Madhu.T.K
Seasoned Ir Professional
Vmlakshminarayanan
Agm - Hr&admin

Madhu.T.K
4193

Whatever be the business that makes the company busy about, you cannot make the employee stand outside your doors. You will give increment only if the employee is worth. Then why should delay? HR will be questioned if there is delay. You can probably say that you have submitted the evaluation reports and the delay is from the top management. But you cannot keep of saying it. It is true that increment is not a right of employee. But at the say time you will not pay increment to an employee who is not contributing. If you don't give increment he may leave the company and that will add a negative mark on you and you only. But it is your duty and should should accept it. You can convince the employee but you cannot judge him. If he is not okay with what you are saying let him carry on with his decision of leaving the company.
From India, Kannur
vmlakshminarayanan
919

Hi,

I differ from Mr. Madhu.

The other side of the coin is if you are planning to recommend increment for the employee just because he will resign then tomorrow all other employees will follow his foot steps. So such employees with threatening attitude should not be encouraged. The employee need to wait for increment patiently. Your role here is to update Management about the resignation and reason for resignation. But no Management will succumb to such pressure from individual employee.

As the ball is in Management's court they will take a call on it. You may try to pacify the employee to wait which will be the maximum you can do.

From India, Madras
Anonymous
9

Thank you for your views on the above.
From India, Kochi
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