Hi all,
I am handling HR functions for an IT company. We recently faced problems with a few new joiners who left within a week of joining. This has increased our attrition rate for no good reason. Despite taking precautions to reduce the number of bad recruitments, the issue persists.
A senior member has proposed that we should only count new joiners towards recruitment/attrition after 15 days of joining. This would involve not assigning an employee ID at the time of joining and issuing the appointment letter after the 15-day period. However, other joining formalities and induction processes would continue as usual.
Is this a valid approach? I would appreciate your suggestions. Please help.
Regards,
Bhavna
From India, Delhi
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33I am handling HR functions for an IT company. We recently faced problems with a few new joiners who left within a week of joining. This has increased our attrition rate for no good reason. Despite taking precautions to reduce the number of bad recruitments, the issue persists.
A senior member has proposed that we should only count new joiners towards recruitment/attrition after 15 days of joining. This would involve not assigning an employee ID at the time of joining and issuing the appointment letter after the 15-day period. However, other joining formalities and induction processes would continue as usual.
Is this a valid approach? I would appreciate your suggestions. Please help.
Regards,
Bhavna
From India, Delhi
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Hi friends,
Are these labor laws applicable to international call centers? I know of a few centers that, for their benefit, do not issue an appointment letter until the employee/trainee achieves 4-5 approved sales (Outbound call center). This place has high attrition and employee problems, but the management is overconfident about getting new employees. I believe it is fair to issue letters immediately or within a day or two.
Sireesha Deol.
From India, Ahmadabad
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Are these labor laws applicable to international call centers? I know of a few centers that, for their benefit, do not issue an appointment letter until the employee/trainee achieves 4-5 approved sales (Outbound call center). This place has high attrition and employee problems, but the management is overconfident about getting new employees. I believe it is fair to issue letters immediately or within a day or two.
Sireesha Deol.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi friends,
Are these labor laws applicable to international call centers? I know a few centers that, for their benefit, do not issue an appointment letter until the employee/trainee cracks 4-5 approved sales (Outbound call center). That place has huge attrition and employee problems, but the management is overconfident about getting new employees. I think it is fair to issue letters immediately or within a day or two.
Sireesha Deol.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Are these labor laws applicable to international call centers? I know a few centers that, for their benefit, do not issue an appointment letter until the employee/trainee cracks 4-5 approved sales (Outbound call center). That place has huge attrition and employee problems, but the management is overconfident about getting new employees. I think it is fair to issue letters immediately or within a day or two.
Sireesha Deol.
From India, Ahmadabad
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The movement of any employees into the premises of the organization, he has to be provided with some form of identification, such as being designated as a trainee or with some other coding. Additionally, he must be protected by an insurance scheme. If anything goes wrong on any day, the employer is liable for all the applicable acts and rules laid out by the government. Therefore, it is better to have a solid plan in place before proceeding.
Please let me know if you need further assistance.
From India, Visakhapatnam
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Please let me know if you need further assistance.
From India, Visakhapatnam
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Attrition-rate. xls
Appointment Letter.docx