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| Message From: hr.hitesh |
Total Posts: 18 |
Rank: Beginner |
| Post Date: 17/10/2006 05:32:24 |
Points: 90 |
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Hello friends
I am in a dilemma and need your advice in solving it.
We recruited a person around two months back. Our team is very satisfied with his work but we have feeling that he is not happy with the company. We recruited him because he is technically very sound though a bit expensive (in terms of salary) as compared to the rest of the team. Recently, we found his updated resume on one of the job sites and have a hunch that he is looking out for another job.
I would like to find out whether my assumptions are right, if yes, how do I retain this employee.
Awaiting your support. Regards,
Hitesh
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| Message From: amarjeet |
Total Posts: 25 |
Rank: Beginner |
| Post Date: 17/10/2006 05:36:07 |
Points: 125 |
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Hello Hitesh, It shall be a better idea of talking to him as to how he has found the company and what he thinks about his future plan with the company about his growth and contribution to the company, i am sure a real gentlemen personality will tell what is there in his mind. Amarjeet
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| Message From: prashantthakkar |
Total Posts: 17 |
Rank: Beginner |
| Post Date: 18/10/2006 00:34:26 |
Points: 85 |
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Dear Hitesh,
Continuing in line with what Amarjeet has said, I believe that anyone who has recently updated his resume on a job site is definitely trying out for a better position, in such cases, I would have spoken directly to the person and tried to find out the reasons for his dis-satisfaction if any, however I would not mention the updated resume in the first instance, if the person denies any dis satisfactiojn, thenI would mention the resume , if he then tries to cover up, it would mean that he is just waiting for an opportunity to jump boat, in such a case, I would try to make best use of his expertise for the short time that he would be around by offering a project leader / managerial position, if he is looking for better position, he will accept, if not, he will try to walk out of it, then it would be better to let him go as early as possible and minimise such impact, by moving him out of long term projects.
This incident is a classic "IT" case where the industry itself is so fast changing that it does not try to make the best programmers into the best employees but looks for "mercenaries" who come for a specific project and nearing completion, look for better opportunities. As the skillset portfolio goes on becoming very wide, and ever changing, it becomes ever more important to ensure that the company tries to identify the most commited resources and put them into "ownership" positions within the organisation so that the organisation as such does not get hampered by the coming and going of "mercenaries". regards, Prashant Thakkar
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| Message From: kannan_hrd |
Total Posts: 24 |
Rank: Beginner |
| Post Date: 15/12/2006 05:05:34 |
Points: 120 |
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Dear HR Friends, Myself Krishnan from Ahmedabad, new to this group. I am working as Asst.Manager with Small IT company. We are signing a service agreement with the every new employee to control attrition. But we are observing that it will create more negative impressions about our company in many candidates in market. I would like to know your views in signing a bond for new employees and really appreciate your knowledge sharing. Regards Krishnan |
| Message From: tesmian |
Total Posts: 45 |
Rank: Beginner |
| Post Date: 15/12/2006 06:02:02 |
Points: 225 |
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Dear Krishnan, Check out the following link which appeared in the economic times last year. It is very informative and throws light on your queries regarding the bond/service agreement.
Bond or no bond; you are a free bird : http://economictimes.indiatimes.com/articleshow/1196073.cms I'm sure this shall solve your query. Regards, Tesmian |
| Message From: kashmeera |
Total Posts: 15 |
Rank: Beginner |
| Post Date: 15/12/2006 06:06:40 |
Points: 75 |
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Adding to tesmian's comments "Indian Labour Laws does not recognize Bonded Labour" and hence the service bonds might not stand good in front of the courts
It is always better to promote the trust amongst the employees by not engaging in the bonds, which implies that WE dont Trust You. I am not against the HR fraternity for such endeavours, because the initiatives were originated due to the employee behaviour - I accept that.
Yet, it makes sense for us to inculcate a culture that promotes trust. Regards Kash |
| Message From: lieu |
Total Posts: 23 |
Rank: Beginner |
| Post Date: 15/12/2006 06:14:31 |
Points: 115 |
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The experience tells that :
1) It is uneconomical (cost-wise) to enforce the bond. (Lawyers may end up earning more that the bond value!!!)
2) It is time consuming.
3) It is at best a psychological deterrent.
Even so if this has to be done then please remember that the bond should be balanced. Both parties must enjoy even rights/obligations. (This the lawyers would advise well.) And it is sometimes necessary to make an example so that others become aware of the consequences. Regards, lieu
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