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Search for "Tackling Hyperated Employee"


Reason for leaving the organization!!!
Hi all would like to know some best way of tackling the undersaid question? "why you want to leave the organization and looking out for new job?" particularly when you have spent 2.yrs in an organization. regards jay
Need suggestions for disciplinary action
Hi in my organization we have an employee who is a very good performer as far as work is concerned but she has two annoying habits as discribed. 1. she talks very loud in the office and in vernacular language. 2. she sends reports on time. her reports which she is suppose to send every week are always at least 1 week or 2 weeks late. we have already tackled the first issue. i need help for tackling the second one. we have already sent her written notices have had talks and strict discussions with her about the reporting schedule. we also had a discussion about the report structure and changed it to an easier format of the mis but she does not change. please suggest a way or a disciplinary action we can take for this. warm regards archana jog
What are the methods of tackling fake resumes & fake certificates?
Hello everybody require your urgent feedback on the below "is there a problem with reference to fake resumes and fake certificates in your industry? what measures do you take to arrest them?" hope to hear your valuable feedback and comments at the earliest thanks shyam
Action against employees who remain absent without informing
Hi all... need ur suggestions and tips on tackling this particular issue a employee of ours took leave for two days citing reasons of her mother s illness. the leave was granted to her without any hassles. she has not yet returned from her leave and it s been over a week now. believe that she had taken leave for finding another job speculating.... she s not been reponding to our calls or messages and completely ignoring all the communicatoins that we have been making with her... this is just one off case that has happened in our organization but want to make sure that we take steps which would send a right message for all the other employees and prevent a reoccurance of such event.... we plan to send a warning letter to her place telling her to reply back or face termination i would like to know two things 1 how do we send this letter to her house so that we have a record of such action being taken against her which medium shoud we use to send the letter 2 how to avoid such smart moves by employees. regards
Tackling the middle ground: resolving inconsistent performance appraisals and subsequent performance issues
We are encountering an unusual issue within our organization. during performance reviews several managers assign 3 ratings to associates but later they approach hr to report performance problems and request placing these associates on a pip. our rating scale ranges from 1 to 5 with 1 denoting the highest and 5 the lowest. besides conducting awareness sessions for managers on rating their team members' performance how else can we address this practice? any thoughts?
Pf issue - company gives false joining date - what can be done?
Hi i am currently working in an it company in kerala for past 1.5 year. while my offer letter did mention about pf and other benefits pf wasn t implemented by the organization despite having close to 50 employees when i joined. later after constant pressure from employees the company has implemented pf but when we checked out pf accounts on receiving uan numbers our joining date was intentionally given an year late. the management has also informed us that they would not give us the amount which we were supposed to receive for past 12 months. could someone guide in how we should be tackling the issue? regards