HR Challenges: Can You Share Real-Life Employee Issues and Examples?

Hi all,

Thanks a lot to Archana. Kindly tell me the problems you face with your employees with some real-time examples. Kindly reply to this mail since every individual opinion and group information will help me gather more info on real-time case analysis.

Thank you, Archana, once again.

Karuna

Hi Karuna,

A big problem where security guards sleep during working hours despite agency changes, guards being replaced, motivation schemes, penalties, fines, etc. Now, how can we reduce the cases of security guards sleeping during working hours?

Regards,
Sidheshwar

Retaining employees...

I'm sure everyone will agree with this in my placement agency. This exec joined in the morning and told us that he is going out for lunch but never came back. We were really scared at first. Then we called him the next day and realized that the work was too stressful for him and that he was lying; he was not an MBA fresher, he didn't look like one either. Honestly, to me, he looked like a 12th std pass out. Well, funny story really. His name is John. Now, every time someone says he is going out, we ask - are you gonna pull a John on us?

Lesson learned... Now, if we recruit someone, we see to it that they don't work but sit and observe us, at least until the end of the day, and definitely no calls on the first day.

Hi Sunayana,

Let me comment on it. Don't mind please.

1) Do you know, when there's no option of good food to eat, what do we do? Simply, we go for any type of food because there are no options, and we have to satisfy our hunger.

2) Similarly, when there is no mineral water to drink, we have to rely on normal water depending on availability.

3) Also, when there is no good five-star hotel to stay at while we are on tour, we book any type of hotel based on availability just to get some sleep.

But the result will not be of high quality.

In the same vein, when we need to hire someone, we tend to hire whoever is available in the market based on our budget, resulting in high turnover rates and potentially lower-quality work.

Now, for a solution, we should adopt a middle path when hiring, considering individual needs. Please keep in mind the "Economic Theory" of "Demand and Supply."

If the demand is high and the supply is low, it means you will have to pay more while also considering the individual needs of the employees.

Conversely, if the supply is high and the demand is low, the situation will be different.

Please share your thoughts on my views.

Regards,

Sidheshwar