Enhancing Induction, Training, and Employee Communication Strategies

Hi,

In my company, we have a policy of 15 days of training. If the selected employee is unable to perform up to a certain level, they will be terminated without receiving 15 days' worth of salary.

My concern is that when I explain this policy during induction, some employees become confused and perceive it negatively. Consequently, some of them refrain from showing up the next day.

Recruiting in a BPO setting poses significant challenges. I would appreciate any suggestions on more effective ways to communicate and motivate employees regarding this policy.

Thank you in advance.

Dear 9310466986,

If any employee works for a day, then he/she should be paid for that day. This is what the Payment of Wages Act says. Non-payment of wages is illegal. If your company starts making policies inconsistent with the labor laws, then it has to pay the price too.

Non-adherence to labor laws aside, your management has failed on another count. In order to recover the training charges, they stopped payment of salary. However, this, in turn, increased the cost of attrition. So, which cost is higher, the training cost or the manpower attrition cost?

Lastly, you are unable to attract confident candidates. A confident candidate will never quit. During the training, he/she will study hard and try to pass the training test. Start conducting IQ tests during the recruitment process. If trainees quit during the training, then it reflects on their low IQ. This problem needs to be fixed too.

Ok...

Dinesh Divekar

9310 - You can't 'explain'. It is easier if you change the format and issue a letter to 'selection to a vocational training program' and issue appointment letters only after the 15-day period. Otherwise, you need to pay them for 15 days.