Dear All,
In today's Competitive world, all are being career oriented as well as work oriented. Therefore, a person very cautiously choose his way through his education and even more cautiously select the place to work. The main perspective to join a good company is to grow with the company and work for himself as well as for the company's growth. Therefore, it is now the company's liability also to take care of his employee.
So my Question is,
1. "How a company can contribute towards the growth of every individual working with the company?"
2. "What different programs can be run, for the employees benefit with regards to their future?"
Kindly suggest me the answers as I am on the part of the employer to design a new program for all the employees for their future benefits with the company.
Nishtha.
From India, Aurangabad
In today's Competitive world, all are being career oriented as well as work oriented. Therefore, a person very cautiously choose his way through his education and even more cautiously select the place to work. The main perspective to join a good company is to grow with the company and work for himself as well as for the company's growth. Therefore, it is now the company's liability also to take care of his employee.
So my Question is,
1. "How a company can contribute towards the growth of every individual working with the company?"
2. "What different programs can be run, for the employees benefit with regards to their future?"
Kindly suggest me the answers as I am on the part of the employer to design a new program for all the employees for their future benefits with the company.
Nishtha.
From India, Aurangabad
there are two models of thinking:
1. you are hired on a fixed term contract for a position.. the company expects 100% results from you on this position ..the onus is on you to pick new skills and move ahead.. they will not discriminate against you in aplying for any opening.
2. conventional model: as a token of loyalty, people are trained and rise with the ranks...
here the drawback is people lay entire responsibility of their career on the employer which is wrong.. 2nd, remember the peter drucker principle "people promote themselves to levels of incompetency"
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ISO 10015 suggests that 88% trainings turn out to be a failure.
two aspects need focus: TNA and ROI...
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take trainings from 2 perspectives:
one to perform the current job >100% ..this one is the most imp cos we are paying someone for a job and this needs to be done
2nd succession planning perspective...
this one is imp in the long run
From India, Delhi
411. you are hired on a fixed term contract for a position.. the company expects 100% results from you on this position ..the onus is on you to pick new skills and move ahead.. they will not discriminate against you in aplying for any opening.
2. conventional model: as a token of loyalty, people are trained and rise with the ranks...
here the drawback is people lay entire responsibility of their career on the employer which is wrong.. 2nd, remember the peter drucker principle "people promote themselves to levels of incompetency"
-------------------------------------------------------------------------------------------------------------------------
ISO 10015 suggests that 88% trainings turn out to be a failure.
two aspects need focus: TNA and ROI...
-------------------------------------------------------------------------------------------------------------------------
take trainings from 2 perspectives:
one to perform the current job >100% ..this one is the most imp cos we are paying someone for a job and this needs to be done
2nd succession planning perspective...
this one is imp in the long run
From India, Delhi
The first essential ingredient for an enduring partnership in progress between the employer and the employee is that there should be commitment from both sides to grow togther. The apparent feature of the present day employment is the absence of the feeling of 'partnership in progress' and the prevalent presence of employer and emplyee relationship. The employee is always on the look out for greener pastures in terms of his individual progress and the employer is intent of making best of the employee in his pursuit of profits without investing any thing in his development. Thus there is trust deficit. Therefore it is necessary for the employer to take the initiative first to build such trust. Some of the suggesstions can be :
1)The employer should explian the employees as to how the company grows.A growing company sets at rest the anxieties of the employees about their future.
2) he should lay bare his plans for thier career path.this shows that the empoyer is genuinely interested in their career.
3)He should design programmes for their skills development
4)he should conduct employee engagement programmes and OD programmes to generate a sense of belongingness among the employees.
5)he should develop a plan for proper deployment of his resources.For example, deploying some one in a project where his skills are of no use. It breeds frustration among employees compelling them to look for alternatives.
6)He should undertake certain family welfare programmes to promote bonding of employee with the company.
The message is " You grow. I grow and together we grow".
B.Saikumar
Hr & Labour Law advisor
Mumbai
From India, Mumbai
1)The employer should explian the employees as to how the company grows.A growing company sets at rest the anxieties of the employees about their future.
2) he should lay bare his plans for thier career path.this shows that the empoyer is genuinely interested in their career.
3)He should design programmes for their skills development
4)he should conduct employee engagement programmes and OD programmes to generate a sense of belongingness among the employees.
5)he should develop a plan for proper deployment of his resources.For example, deploying some one in a project where his skills are of no use. It breeds frustration among employees compelling them to look for alternatives.
6)He should undertake certain family welfare programmes to promote bonding of employee with the company.
The message is " You grow. I grow and together we grow".
B.Saikumar
Hr & Labour Law advisor
Mumbai
From India, Mumbai
Mr Sai sir,
please sort out my problem as well, willing to leave my present company but there is a clause in the appointment letter which says:
" In event of your resigning before completing 12 months of service in our organization, you would be liable to pay a 12 months salary as compensation towards your expenses incurred for your training etc."
this clause is mentioned in the appointment letter of every employee whether a fresher or an Experienced, whether at junior level or at some higher position.
Now Mr Sai please guide me if i leave the organization before completing 12 months can this clause make the company eligible to take any legal action against me or it is just a tool to retain a candidate for at least one year.
the environment in the organization is so negative, even my manager is not supportive towards me. all the just makes me sit empty hands, does not teach me anything as I am a fresher and neither gives me any guidance nor any task to perform, if I try to do something on my own she says why you did that? who permitted you? you are not allowed to do any such thing.
since joining I am only using internet and surfing lot of websites and trying to add some knowledge & skills. but for a last few days my system does not have access to any network
i do not know what to do, i am fed up of my manager's behavior and willing to leave the company as soon as i will be having a new job. please help me out what to do and how to handle this situation.
it is just a start of my career and i dont want to spoil it anyhow.
you can write on my e-mail id as well i.e.,
please help me.
Regards
From India, New Delhi
please sort out my problem as well, willing to leave my present company but there is a clause in the appointment letter which says:
" In event of your resigning before completing 12 months of service in our organization, you would be liable to pay a 12 months salary as compensation towards your expenses incurred for your training etc."
this clause is mentioned in the appointment letter of every employee whether a fresher or an Experienced, whether at junior level or at some higher position.
Now Mr Sai please guide me if i leave the organization before completing 12 months can this clause make the company eligible to take any legal action against me or it is just a tool to retain a candidate for at least one year.
the environment in the organization is so negative, even my manager is not supportive towards me. all the just makes me sit empty hands, does not teach me anything as I am a fresher and neither gives me any guidance nor any task to perform, if I try to do something on my own she says why you did that? who permitted you? you are not allowed to do any such thing.
since joining I am only using internet and surfing lot of websites and trying to add some knowledge & skills. but for a last few days my system does not have access to any network
i do not know what to do, i am fed up of my manager's behavior and willing to leave the company as soon as i will be having a new job. please help me out what to do and how to handle this situation.
it is just a start of my career and i dont want to spoil it anyhow.
you can write on my e-mail id as well i.e.,
please help me.
Regards
From India, New Delhi
Mr.Pramod
There are two approaches to your problem.One is strictly from point of view of your right to leave vis-a-vis the company's right to retain. In such case, the mutual rights need to be exercised within the frame work of the terms of contarct between you and the company and in the istant case the contract is in the form of letter of appointment. the clause in the letter of appointment states that you are liable to pay 12 months salry as compensation for the expenses incurred by the company for your training. In technical sense, the company is within it's right to recover the compensation if you leave before completing 12 months since you have also agreed to that condition by accepting appointment. I can only enlighten you about the probable legal consequences and cannot comment whether such a clause is a mere tool to retain an employee.
The second approach involves tact an prudence. Be patient more so it is the beginning of your career.. You are only fed up with idling away time. No company will allow it's resources to idle for along time. Probably, they may have some specific timing for utilising your services for a specific job. Instaed of trying to do things on your own, you can approach your reporting manager and volunteer to seek work from him. Try to understand the environ ment there and accordingly make some workbale moves till you complete the 12 months. In no time 12 months fly.Therafter you can take a prudent decison.
B.Saikumar
Hr & Labour law advisor
mumbai
From India, Mumbai
There are two approaches to your problem.One is strictly from point of view of your right to leave vis-a-vis the company's right to retain. In such case, the mutual rights need to be exercised within the frame work of the terms of contarct between you and the company and in the istant case the contract is in the form of letter of appointment. the clause in the letter of appointment states that you are liable to pay 12 months salry as compensation for the expenses incurred by the company for your training. In technical sense, the company is within it's right to recover the compensation if you leave before completing 12 months since you have also agreed to that condition by accepting appointment. I can only enlighten you about the probable legal consequences and cannot comment whether such a clause is a mere tool to retain an employee.
The second approach involves tact an prudence. Be patient more so it is the beginning of your career.. You are only fed up with idling away time. No company will allow it's resources to idle for along time. Probably, they may have some specific timing for utilising your services for a specific job. Instaed of trying to do things on your own, you can approach your reporting manager and volunteer to seek work from him. Try to understand the environ ment there and accordingly make some workbale moves till you complete the 12 months. In no time 12 months fly.Therafter you can take a prudent decison.
B.Saikumar
Hr & Labour law advisor
mumbai
From India, Mumbai
I think a company taking upon itself to take care of the careers of its employees is putting the cart before the horse. Moreover, it seems to be the extension of the mai-baap sarkar attitude applied to the company-employee relationship. Employer is not a malik and employee is not a my-future-in-your-hands slave.
A healthy work environment means employees have the opportunity to learn, flexibility to apply their thinking, accountability to be answerable for results and a reward system which recognizes and rewards efficient performance, creative thinking and initiative and which is free of external factors which drain a person's initiative (favoritism, groupism, unnecessary processes, bureaucracy etc)
The company's duty is to create such an environment - the best ones are able to do it. The employees are smart enough to take care of their careers themselves.
We actually do not need to patronize the employees by telling them, "Look kid, be a good boy and daddy will take care of your career"
From India, Delhi
A healthy work environment means employees have the opportunity to learn, flexibility to apply their thinking, accountability to be answerable for results and a reward system which recognizes and rewards efficient performance, creative thinking and initiative and which is free of external factors which drain a person's initiative (favoritism, groupism, unnecessary processes, bureaucracy etc)
The company's duty is to create such an environment - the best ones are able to do it. The employees are smart enough to take care of their careers themselves.
We actually do not need to patronize the employees by telling them, "Look kid, be a good boy and daddy will take care of your career"
From India, Delhi
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