May be!
By
SHRIKANT MANOHAR DANKE, Project Manager, Phadnis Infrastructur Ltd
| 02 05 2011 12:59:42 +0000
you may be able to marginally affect the attrotion percentage using longer termination periods. But that effect will be in toe short term only. If attrition is high in your organization, it makes more sense to look within and fix whatever is driving people away. Steps like longer severence periods are largely unpopular steps.
By
RAMESH KANDADAI, Principal Consultant, ARM Consultants
| 12 28 2010 04:02:45 +0000
It appears very reasonable for both the parties.The departing gentleman can have some more time to rethink and the company concerned can also think of the alternative arrangements.
By
Dr.G.S.Rama Rao, Freelancer
| 12 27 2010 11:44:35 +0000
This three months can be used by people who are going to remain in the organisation. They can try and manage to transfer knowhow and critical information. Just considering that the person who has resigned cannot be stoppped and hence chuking him of the very next day is not a good move considering the sustainability of the organisation. Also remaining employees should not feel that the organisation is rude and handshakes need to be smooth. This three months is OK.
By
ARAVIND KRISHNA, Ph.D/Doctorate student, Department of Management Studies (IIT), Madras
| 12 26 2010 09:10:40 +0000
In todays IT business scenario it has a certain impact ............
By
Eswaran , no work, not working
| 12 25 2010 08:40:19 +0000
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Every company has a notice period for the employee. It is invariably 3 months. Most companies allow the employee to buy his notice period. But if it is a critical project, the notice period stays. This will not curb attrition as the prospective employer will be aware of the fact and that he will also be having similar poliies
By
V. Srinivas, Freelancer, Information Technology
| 04 27 2011 06:32:59 +0000
Any offensive measure is not correct measure to curb the attrition. Once the employee decided to go out, let him go out. The offensive moves may make him stay back, but it definitely have an impact on the output of the individual it may not be advisable for the company in the long run. Instead you find ways of winning/regain the employees confidence.
By
Srinivas suravajhala, Asst. Manager.
| 12 29 2010 11:56:05 +0000
I think the serious job hoppers rather stick to their own company or tend to shift to companies which has 1/2 month notice rather than going for a brand which has 3 months notice!!! This really affects the company and not the job hoppers!
By
Kalaivani R, Technical Recruiter, CEI India Pvt Ltd
| 12 29 2010 11:26:10 +0000
No this wont work like many other here have stated. I dont even consider this as a disciplinary measure except the employers buying time till the newbie gathers his bearings and most of the time that doesnt work either. In the end all of them end up as training institutes.
By
David , Parts Manager, Ferrari/Maserati Spa and Bentley UK
| 12 28 2010 12:54:03 +0000
You are right. This is not a way to curb attrition. This is going to create a big problem for the industry. Industry will have to thrive for the good employable people and they have to dump their project if they so. Jo doosro k liye kuan khodta hain...woh usi main gir padta hain.
By
Gaurav Gupta, Sr. Software Engineer, R Systems
| 12 27 2010 17:52:43 +0000
The duration of the Notice period will noway influence the decision of a person to quit the organisation. Why should people leave an org? 1. when he is not satisfied with the present organisation/profile 2. He iss not matching frequency with his boss 3.he has got a better offer elsewhere 4. Personal reasons like Medical, family etc in none of the above cases, notice period with the present company is in picture. and in fact i believe that 3 months notice period is not a good professional thing to follow. because every company wants its new employees to join their company as immediately as possible and who will wait for such long period. So many of the employees who resign will be buying out the extra notice period which they are not going to serve.
By
RENJITH K K, HR Officer, Hindustan Petroleum Corporation Limited [HPCL]
| 12 27 2010 11:05:45 +0000
Attribution cannot be prevented. Employees who are not satisfied will leave, no matter what. Its a 2 way relationship, employees should not be treated as disposable, wage slaves by companies. Companies expect total, cult like loyalty from employees, but they themselves don't commit as such to employees. So high attribution is hardly surprising. As I say be loyal to your profession, not to company.
By
Abhijit Anand Prabhudan, Admin/Facilities Manager, Ca*****
| 12 26 2010 13:51:19 +0000
Nah...even if you introduce a 5-month notice period, it would still not work out? Why? Because if am a good enough candidate, I can give a 3 month notice period, search for another job and job hop OR I simply resign without a notice period if my potential employer is not concerned about my job certificates and is ready to hire me irrespective of 3/5 month notice period.So no one can still stop you if you have the right skill sets to job hop.
By
Saibal Ray, SQA, confidential
| 12 26 2010 09:18:10 +0000
employer and employee relationship is a two-way traffic! Any friction developed between the two would be inimical to the other! Therefore, by having 3-months notice period would certainly lead to more friction. The dejected employee wishing to quit, retained with contempt for 3 months, would vitiate the environment in 90 days!
By
S. Muralidharan, Executive Director, Knowledge Foundation & Campus Around the Corner
| 12 26 2010 05:54:34 +0000
it is no deterrent for senior positions as each offer now comes with compensation payable by new company for short fall in notice period to be paid by employee..
By
Vidhu Dar, CEO/MD/Director, Shiva's Retreat
| 12 25 2010 17:06:30 +0000
I think you don't give due at the right time one moves irrespective of gvg attrition period.
By
anuradha , NECC Ltd.
| 12 25 2010 07:11:33 +0000
Sorry No way will it curb attrition. It will make it slightly more difficult that is all. Serious job changers will now have to buy their leave period aside from the mandatory 1 month work to finish out what ever they are doing. Incoming companies may not be interested in buying the leave, so it is to the employees themselves. But it should not pose a major hinderance. Otherwise.. at the end of 3 months quit. Tell your prospective employer that it will take 3 months.
By
V. Srinivas, Freelancer, Information Technology
| 12 25 2010 05:11:28 +0000
this step is not going to contribute to lowering of attrition as suggested. the person on the move is going to go, time no bound. all the more, the person who has decided to go & is being prevented with this petty notice period is more likely to be non productive & useless. you are not going to gain by keeping him tied for the period of 3 months
By
PRASENJIT MUKHERJEE, AREA SALES MANAGER, NIRMA LTD
| 12 25 2010 04:24:50 +0000
I am unable to support fully your views Mr.Janakiraman. The 3 months notice period is not a good idea as demanded by companies.In case any one wants to leave the company he should be relieved within 30/45 days. The responsibilities of the candidate resigned can be handed over to other team member. When an employee opt to join another company which will not wait for 3 months period. It will be a great problem. Other reasons are explained from this side.
By
NATTERAJA R. ARIKRISHNAN, GM-Projects, Bentec Electricals & Electronics Pvt. Ltd
| 12 24 2010 19:15:47 +0000
According to me 90 days notice period is unfair and this cause should not be supported, neither this step is going to solve any problem. Even Hon. Supreme Court and few High Courts have termed 90 days notice period as unfair labor practice. I doubt such employment conditions are possible to implement. Regards, Kamal
By
Kamal Prasoon, Manager Admin/HR/Facilities in a electronics manufacturing organization
| 12 24 2010 16:22:49 +0000
Nothing is going to change because once the person has decided to depart then he will simply do that. With regards to monetry issue I can say 1. Companies are ready to offer the early joining bonus, which is normally equivalent to the monetry loss of the employee in lieu of short notice period. 2. Most of the people join with decent hike of 15 - 30 percent. So if at once place he is loosing his salary due to shortage of notice, then at other place he will be getting 15-30 percent extra money. To my mind the best way to hold the person is to create good environment with sufficient responsibility, transperancy, growth plan etc etc. Praveen
By
Praveen varma, Sr Manager, Reliance Industries
| 12 24 2010 14:42:44 +0000
it may delay the departure but cannot stop it. First if the offer is very good and paying three months emoluments in place of notice and if this can be covered in a short time in the new job then no one will stop.
By
kanukurthy sudershanrao, Operations Manager, Andhra Bank
| 12 24 2010 14:26:53 +0000
What attrition has to do with notice period? A big NO from my end. and huh, Happy Christmas for all.....
By
Manjunath S, Manager - Business Development, Ligature Software
| 12 24 2010 12:59:43 +0000
no
By
srinivas , Asst. Manager/Manager -HR, satyavani projects
| 12 24 2010 12:11:01 +0000
I don't see how this can solve any problem at all, appart from paying money for the people who lack any motivation whatsoever to provide good quality work results. Also you should not underestimate creativity in captivity to game the system in any way. Most of such solutions end up in - I pay you for 3 months, but you must not come to the office, because of our security policies.
By
Martynas Sklizmantas, Systems engineer, eBuddy
| 12 24 2010 12:02:11 +0000
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