Seeking Advice on Crafting a Formal Email for Launching Our New Employee Referral Scheme

Hi,

I am currently working in the HR department of a data conversion firm, and we are about to launch a new employee referral scheme in the organization. Kindly advise on how to write a formal email to all the departmental heads informing them about the same.

Thanks

Subject: CIRCULAR: Employee Referral Scheme

Dear all,

The Management is pleased to introduce the 'Employee Referral Scheme' to all the employees of XXX Technologies (P) Ltd.

It is your chance to rope in the right kind of people to help build our company. As associates of the Company, we know that you will be the best judge of the type of people we need here.

The program is an opportunity for the employees to earn an attractive bonus and be able to contribute to creating the best team of qualified and efficient people working for the success of the company.

You will receive the current Human Resource requirements shortly with the Job Descriptions. Make sure you mention 'Your Name' in the subject line when you refer a candidate.

For the Employee Referral policy, please read the enclosed document. Please contact HRD for any clarifications.

--------- Human Resources

Hi Everyone,

I am Mukut, working in an IT company as an HR manager. Here, most employees are from IIT, and there are more females than males. The problem here is that some employees misuse the internet by visiting adult sites frequently. The IT team emails me a list of misusers, and the biggest issue is when they find the IDs of females. I am 24 years old, so my age is not suitable for me to address this matter with them, especially since our female HR recently left the job.

Please suggest a proper way for me to find a solution to this problem.

I am a new manager and already need a letter for insubordination. The employee is always complaining about other employees and gossiping instead of doing her work. She even told me I was too new to put the hammer down on the current employees. She needs to be put in her place quickly. Help

Hi Mukut, you are an HR Manager and make sure that you are bold enough to face such kinds of issues. Don't ever hesitate as it's your duty, and that's why you are paid.

Do one thing first: talk to the IT head and ask them to frame a Security Policy, Do's and Don'ts list. As you are the HR, please circulate it to all the employees of your company. At the end of the email, specify that whosoever violates this, the management will take severe action against them. Paste a photocopy of the same on the notice board too.

Even if those female employees continue to exceed the policy, then ask your IT team to send the links visited by those female employees, take a note of it, make sure that they are really restricted sites, call those employees for a meeting along with their respective Team Leads and the IT head.

Start off the meeting with the Do's and Don'ts, Security policy, and warn them for exceeding their limits. Tell them that if they continue the same, they will be fired from the company, and the reason will be circulated to all the employees with their names mentioned. The same will be stated in their relieving letters as well as their reference checks.

Issue a warning letter, get it signed from the employee, their TL, and the IT team for proof, and finally, you sign. File that sheet in their respective files.

I will email you the Security Policy and Do's and Don'ts list shortly.

It doesn't matter whether you are a new or old employee. What matters is your position. Be bold enough to say, "Concentrate on your work and mind your business."

The best and polite way to do this is - First of all, don't give her much room to talk. Don't share any of your personal things with her. Don't be too strict or too liberal. Be very strict when it comes to work. Make sure that you do justice to your position and maintain it. Try to cut down on her unnecessary conversations and tell her to concentrate on her work alone, and the rest you can take care of.

Look at the number of years that she has served for the current company. Evaluate her performance. Try to point out her drawbacks and the areas she is lagging behind. Give her a handful of work with deadlines and monitor accordingly. Ask her to send an everyday task sheet. Have weekly meetings. Warn her that it's not the right attitude if she starts complaining about others or if found gossiping about others.

In case she (or any of your team members) doesn't complete her (or their) work on time, during weekly meetings bring up that topic and warn them. Ask them to complete their tasks within the given deadlines. Tell her that if the same is repeated, then action will be taken against her, and the same will be reflected in her appraisal. The more she is occupied with work, the less time she has to complain or gossip about others.