Hi,
Mine is a public sector enterprise and we want to reduce the attrition rate.We want some conditions to be included in appointment letter which will make the decision of resigning or leaving the company entirely in the hands of management.
I will be happy to have your views.
Thank You.
From India, Delhi
Mine is a public sector enterprise and we want to reduce the attrition rate.We want some conditions to be included in appointment letter which will make the decision of resigning or leaving the company entirely in the hands of management.
I will be happy to have your views.
Thank You.
From India, Delhi
46
It is not like that but we don't want to lose our good employees. I have written so because we want the employee to be with us and if the authority will lie with us we can work in a batter way to make that employee stay. We can prove from our side as a good employer. We don't want to bound them to stay but to facilitate them with their requirement and to make them review in a period of time.
Regards
Niharika Sharma
From India, Delhi
Regards
Niharika Sharma
From India, Delhi
The best way to retain talent is not to tie him in the knots of restrictive clauses incorporated in the appointment letter. This is not a fair play. The fair way is to compensate him adequately and provide opportunitie of learning and development and when he looks for higher opportunities of self actualisation, reward him with career progression in the company itself and be impartial and transparent in perforamnce appraisals.Undertake various employee engagement activities too.
B.Saikumar
HR & labour Law advsior
Mumbai
From India, Mumbai
B.Saikumar
HR & labour Law advsior
Mumbai
From India, Mumbai
I am completely in agreement with Mr Saikumar. The best way to retain talent is make them feel wanted and make it a place where he wants to stay and work. Today there are so many retention options - please do a bit of thinking I am sure you will find a solution. A person, in a bonded labour situation is never happy and if an employee is not happy - his performance will also not be as per requirement. In that case it is better to let him go.
So please consider some of the options mentioned above - salary increment / learning and development / careen progression / higher responsibility etc.
From India, Nagpur
So please consider some of the options mentioned above - salary increment / learning and development / careen progression / higher responsibility etc.
From India, Nagpur
I do agree with your suggestions and will look into that direction. Regards Niharika sharma
From India, Delhi
From India, Delhi
Dear Niharika
What Sai Says is Right if you put a clause in appointment letter it will demoralize the candidate and for future course candidates will be cautioned.
What you need to know is the Right cause of Attrition and tackle the problem and do some training programme related to this allow them to participate in the company development.
I can help you in this regard. You can contact me on my Mobile 09650059003
Regards
Param
From India, Delhi
What Sai Says is Right if you put a clause in appointment letter it will demoralize the candidate and for future course candidates will be cautioned.
What you need to know is the Right cause of Attrition and tackle the problem and do some training programme related to this allow them to participate in the company development.
I can help you in this regard. You can contact me on my Mobile 09650059003
Regards
Param
From India, Delhi
hi
you should be fair and terms of appointment too. employee and employer, both are interdependant contributors for the growth of the organisation. there serveral opportunities to retain good talented employees as said above by other members. you need to assess the needs and requirements of employees and plan in way it help to create good bondage and confidence in the working people minds. Human factor in industry is very vital and it can think, analyse, react and reciprocate against each step you take.
Think positive , win targets
From India, Hyderabad
you should be fair and terms of appointment too. employee and employer, both are interdependant contributors for the growth of the organisation. there serveral opportunities to retain good talented employees as said above by other members. you need to assess the needs and requirements of employees and plan in way it help to create good bondage and confidence in the working people minds. Human factor in industry is very vital and it can think, analyse, react and reciprocate against each step you take.
Think positive , win targets
From India, Hyderabad
Hi All,
I put my notice in my organization on 20 June 2012, so that i can join my new company after 1 month of notice.
After 10 days, on July 1 2012, the employer comes and tells me that i had a security breach and will be terminated immediately.
Now, my new employer says they need my relieving letter from the previous organization. But my previous organization is neither giving me a relieving letter nor resignation acceptance letter and they say my full and final will be given after 1 month along with the termination letter.
Kindly help me on this. What should i do? Do i need to go and consult a attorney? Any suggestions please.
Also can i get relieving letter, experience letter, F&F settlement and my PF?
Thanks,
Amul
From India, Bangalore
I put my notice in my organization on 20 June 2012, so that i can join my new company after 1 month of notice.
After 10 days, on July 1 2012, the employer comes and tells me that i had a security breach and will be terminated immediately.
Now, my new employer says they need my relieving letter from the previous organization. But my previous organization is neither giving me a relieving letter nor resignation acceptance letter and they say my full and final will be given after 1 month along with the termination letter.
Kindly help me on this. What should i do? Do i need to go and consult a attorney? Any suggestions please.
Also can i get relieving letter, experience letter, F&F settlement and my PF?
Thanks,
Amul
From India, Bangalore
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