Hi,
I work for a public sector enterprise, and we are looking to reduce the attrition rate. We are interested in including certain conditions in the appointment letter that would give the management full authority over the decision to resign or leave the company.
I would greatly appreciate hearing your views on this matter.
Thank you.
From India, Delhi
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I work for a public sector enterprise, and we are looking to reduce the attrition rate. We are interested in including certain conditions in the appointment letter that would give the management full authority over the decision to resign or leave the company.
I would greatly appreciate hearing your views on this matter.
Thank you.
From India, Delhi
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Hi It is not fare.It should be fare for both employee and employer as well as you should give chance otherwise it is unfair labour practice. Regards Eswar.K
From India, Chennai
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46From India, Chennai
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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 lies with us, we can work in a better way to make that employee stay. We can prove from our side as a good employer. We don't want to bind them to stay but to facilitate them with their requirements and to have them review in a period of time.
Regards,
Niharika Sharma
From India, Delhi
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Regards,
Niharika Sharma
From India, Delhi
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The best way to retain talent is not to tie them in the knots of restrictive clauses incorporated in the appointment letter. This is not fair play. The fair way is to compensate them adequately and provide opportunities for learning and development. When they look for higher opportunities of self-actualization, reward them with career progression within the company itself. Be impartial and transparent in performance appraisals. Undertake various employee engagement activities too.
B. Saikumar
HR & Labor Law Advisor
Mumbai
From India, Mumbai
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B. Saikumar
HR & Labor Law Advisor
Mumbai
From India, Mumbai
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I am completely in agreement with Mr. Saikumar. The best way to retain talent is to make them feel wanted and create an environment where they want to stay and work. Today, there are many retention options available - take some time to think, and I am sure you will find a solution. A person in a bonded labor situation is never happy, and if an employee is not happy, their performance will not meet requirements. In that case, it is better to let them go.
Please consider some of the options mentioned above - such as salary increments, learning and development opportunities, career progression, higher responsibilities, etc.
From India, Nagpur
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Please consider some of the options mentioned above - such as salary increments, learning and development opportunities, career progression, higher responsibilities, etc.
From India, Nagpur
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I do agree with your suggestions and will look into that direction. Regards Niharika sharma
From India, Delhi
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From India, Delhi
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Dear Niharika,
What Sai says is right. If you put a clause in the appointment letter, it will demoralize the candidate, and for future candidates, they will be cautioned.
What you need to know is the right cause of attrition and tackle the problem. Do some training programs related to this, allow them to participate in the company's development.
I can help you in this regard. You can contact me on my mobile at 09650059003.
Regards,
Param
From India, Delhi
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What Sai says is right. If you put a clause in the appointment letter, it will demoralize the candidate, and for future candidates, they will be cautioned.
What you need to know is the right cause of attrition and tackle the problem. Do some training programs related to this, allow them to participate in the company's development.
I can help you in this regard. You can contact me on my mobile at 09650059003.
Regards,
Param
From India, Delhi
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Hi,
You should be fair in terms of appointments too. Employees and employers are both interdependent contributors to the growth of the organization. There are several opportunities to retain talented employees, as mentioned by other members. You need to assess the needs and requirements of employees and plan in a way that helps create good rapport and confidence in the minds of the working people. The human factor in the industry is very vital as it can think, analyze, react, and reciprocate against each step you take.
Think positively, and achieve targets.
From India, Hyderabad
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You should be fair in terms of appointments too. Employees and employers are both interdependent contributors to the growth of the organization. There are several opportunities to retain talented employees, as mentioned by other members. You need to assess the needs and requirements of employees and plan in a way that helps create good rapport and confidence in the minds of the working people. The human factor in the industry is very vital as it can think, analyze, react, and reciprocate against each step you take.
Think positively, and achieve targets.
From India, Hyderabad
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Hi All,
I submitted my resignation to my organization on June 20, 2012, so that I can join my new company after serving a one-month notice period. However, after just 10 days, on July 1, 2012, my employer informed me that I had a security breach and would be terminated immediately.
Now, my new employer is requesting my relieving letter from the previous organization. Unfortunately, my previous organization is refusing to provide me with a relieving letter or a resignation acceptance letter. They have mentioned that my full and final settlement will be given after one month along with the termination letter.
I am seeking advice on how to proceed in this situation. Should I consider consulting an attorney? Any suggestions would be greatly appreciated.
Furthermore, I would like to know if I am entitled to receive a relieving letter, an experience letter, full and final settlement, and my PF from my previous organization.
Thanks,
Amul
From India, Bangalore
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I submitted my resignation to my organization on June 20, 2012, so that I can join my new company after serving a one-month notice period. However, after just 10 days, on July 1, 2012, my employer informed me that I had a security breach and would be terminated immediately.
Now, my new employer is requesting my relieving letter from the previous organization. Unfortunately, my previous organization is refusing to provide me with a relieving letter or a resignation acceptance letter. They have mentioned that my full and final settlement will be given after one month along with the termination letter.
I am seeking advice on how to proceed in this situation. Should I consider consulting an attorney? Any suggestions would be greatly appreciated.
Furthermore, I would like to know if I am entitled to receive a relieving letter, an experience letter, full and final settlement, and my PF from my previous organization.
Thanks,
Amul
From India, Bangalore
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Appointment Letter to an Employee for fixed period.doc
Attrition-rate. xls