Hi Falguni,
The basic issue seems to be as to how to make resigned employees serve their notice period.
The issue is based on :
1. Organizational Policy on the matter and its effective communication to
the employees
2. Appointment letter and clarity of terms of employment
3. Organizational culture, work norms and practices
Employees tend to follow past practices and Company norms. If employees in the past have not served a notice period and have gone scott free, others will follow suit.
To plug this the options are :
1. Make clear policy guidelines in case the don't exist and communicate
that effectively across the organization
2. Set terms of employment (i.e. notice period or payment in lieu thereof)
in clear terms for the employees to understand properly
3. Take some punitive action in atleast one case so that others fear the
consequences of breach of contract
4. Be fair and objective in settling full and final dues quickly and issuing
settlement details, relieving & experience letters.
Employees watch fairness of action on the part of the management and act accordingly. If an organization intends to cheat on employees or has done so in the past, employees take their salary at the end of a month and then resign and disappear.
So, the reasons are both ways, personal and organizational. Both have to act responsibly. HR is a facilitator and/or a department ensuring that employees comply to set guidelines, rules and policies.
Regards,
Rahul Kumar
The basic issue seems to be as to how to make resigned employees serve their notice period.
The issue is based on :
1. Organizational Policy on the matter and its effective communication to
the employees
2. Appointment letter and clarity of terms of employment
3. Organizational culture, work norms and practices
Employees tend to follow past practices and Company norms. If employees in the past have not served a notice period and have gone scott free, others will follow suit.
To plug this the options are :
1. Make clear policy guidelines in case the don't exist and communicate
that effectively across the organization
2. Set terms of employment (i.e. notice period or payment in lieu thereof)
in clear terms for the employees to understand properly
3. Take some punitive action in atleast one case so that others fear the
consequences of breach of contract
4. Be fair and objective in settling full and final dues quickly and issuing
settlement details, relieving & experience letters.
Employees watch fairness of action on the part of the management and act accordingly. If an organization intends to cheat on employees or has done so in the past, employees take their salary at the end of a month and then resign and disappear.
So, the reasons are both ways, personal and organizational. Both have to act responsibly. HR is a facilitator and/or a department ensuring that employees comply to set guidelines, rules and policies.
Regards,
Rahul Kumar