Hi 'Unusual' Indu, Radha & other friends..
This is a very sensitive topic that's raised and an actual 'nightmare' situation for the actual process owners. While I respect all the posts and point out that ALL had 'INPUTS', including Radha's.
I LOVE WHAT RUCHIKA HAS BROUGHT OUT - HR TAKING A STAND
But, the truth is not Hidden - HR many-a-times (not all) has to follow instructions... and in such issues, in a talent-crunch situation, where projects can't wait, hiring is imperative, people are 'IMMEDIATELY' needed, taking stand means Company's Loss... and one wouldn't actually wanna suffer that.
Coming back to the initial post... Firstly, I think we need to understand the process - If an employee is acting irresponsibly, by absconding and quitting or any other means, why is he doing so?
Instead the question posted here is - With all due respect and acceptance that your company is following the best practices...
I understand that when we say company is doing everything etc., etc.,
1. You're operating with a close-mind
2. You're not open to any criticism, even constructive
3. And more importantly, you are not reading between the lines and ignoring the causes.
Before I go too far from the actual subject, lemme make my point(s) --
Companies as they grow large get more disconnected with the bottomline.. and are not informed of what's brewing..
All employees need is value for their talent. If your company cannot pay for talent, and someone else can, why would one not go to the highest bidder?
Companies now-a-days Buy out employees. Not minding the amount.
I know of companies which don't care to do proper documentation while taking a new person on rolls. Implications - The candidate is ready to join next day if the hiring company has no qualms and is ready to compensate for whatever problems may arise.
And remember, the person may have left the company, but he sure is in touch with his colleagues.. This results in a chain reaction.. You need to put a check on this from spreading... This is for REAL.
About Radha's comments:
Perhaps we HR folks sometimes oversee this point Radha has raised, that employees do not understand the meaning of CTC (well, not all are as intelligent as we expect them to be). What I exactly am saying is, they confuse CTC with gross and end up disappointed as their expectations are not matching. I myself am appalled at some executives while on the job training etc., how people can't understand what is told once and agreed on.
There was no offense meant in this.. when i say not all are as intelligent, i mean, mistakes happen.. and they must be expected.. it's humane..
Well... looking forward to more participation beyond comments & joining hands..
Best,
Manohar..