Dear Mr. Bhatia,
Appreciate you supporting the 'other' view, this will actually help clarify any remaining doubts from the enquirer's mind.
I know of some companies, that keep a part of salary/stipend on hold during training period, to be paid later on confirmation. This is a valid/legal way to go with, if the contact says so clearly! There are also more other ways of doing this, than to venture into the illegal activities.
I work with service/IT type of industry as well, & know of very few companies that actually provide training that is worth more than bond value + earnings from employee's work during on-job training. Most of them don't even do training cost analysis, for the on-job training period. The bond values are set based on salary structure, generally very high than the actual training costs. The bond periods are set looking at what other peer companies are doing. Many of the posts on this forum indicate this fact!
Only companies that want the cheapest employees, with minimum training, to provide maximum efficiency, opt for such options to increase retention. There is nothing wrong in it, but if the employee expects maximum salary, with minimum skills/training, & the market is allowing growth to the employee elsewhere, then they cannot really expect long term association with employees.
The companies with good environment, ethical policies, transparency, and at-par salary structure, rarely face the attrition problems. And even during the period of market upsets, I have seen employees returning to these companies, after they left for short duration.
Unfortunately, one can easily bend the laws & take advantage of lengthy legal processes to justify these methods; But is it the kind of advice we want to give to the enquirer on this forum?
Best Regards,
Amod.
Appreciate you supporting the 'other' view, this will actually help clarify any remaining doubts from the enquirer's mind.
I know of some companies, that keep a part of salary/stipend on hold during training period, to be paid later on confirmation. This is a valid/legal way to go with, if the contact says so clearly! There are also more other ways of doing this, than to venture into the illegal activities.
I work with service/IT type of industry as well, & know of very few companies that actually provide training that is worth more than bond value + earnings from employee's work during on-job training. Most of them don't even do training cost analysis, for the on-job training period. The bond values are set based on salary structure, generally very high than the actual training costs. The bond periods are set looking at what other peer companies are doing. Many of the posts on this forum indicate this fact!
Only companies that want the cheapest employees, with minimum training, to provide maximum efficiency, opt for such options to increase retention. There is nothing wrong in it, but if the employee expects maximum salary, with minimum skills/training, & the market is allowing growth to the employee elsewhere, then they cannot really expect long term association with employees.
The companies with good environment, ethical policies, transparency, and at-par salary structure, rarely face the attrition problems. And even during the period of market upsets, I have seen employees returning to these companies, after they left for short duration.
Unfortunately, one can easily bend the laws & take advantage of lengthy legal processes to justify these methods; But is it the kind of advice we want to give to the enquirer on this forum?
Best Regards,
Amod.