Best of HR TweetChats!!! If you ask me, I would stick out my neck and say ” Twitter is my personal Learning management system“. This is a small attempt to share some of the best HR TweetChats of 2014. Twitter has been an amazing learning tool. Was fortunate to connect and learn from some amazing HR influencers via Twitter. There have been some amazing Tweetchats that did make 2014 an amazing learning year for me.
Hence via this blog would like will share a series of such HR TweetChats and some interesting topics that were covered. This series will also include the Storify of these TweetChats that were conducted. So that you don’t miss out on any of the learning’s and can go through all the discussions, views and comments on various HR topics.
So here we go:
PlugHR sets up & runs HR department for companies for a fixed subscription bringing in the best HR practices,across sectors in 7 Indian Cities. They have Twitter Chats which Occurs every Thursday at 4:00pm IST. Hosted by – Rakshita Dwivedi : @Raks_d
They had some interesting topics in the year 2014. Following is a list of those topics for your reference. Just click on the topic you like and you can go through some interesting conversations by HR professionals.
Rejecting an offer!!! Recently happened to go through an interesting article on The Economic Times titled “Rejecting a job offer? Get ready to pay penalty”. Well, let’s try to decode this. Being in recruitment industry, I am fortunate and equally unfortunate to have faced this situation. Candidates have accepted offers, and dropped at the last moment. The reason why I mentioned that I was fortunate to have faced this was that it helped us to learn and then move ahead. And unfortunate as at times the project had to suffer delays because of last moment dropouts.
Well, coming back to the topic, the ET article talked about penalizing candidates who do not join the company after accepting the offer. Would this work!! What will be the impact of this clause during hiring stage!! Let’s take this example; the hiring industry in India has Notice Period ranging from 30, 45, 60 and 90 days. So if a recruiter is hiring a resource with 90 days of NP (Normally 90days would be considered a risk, but again it depends from situation to situation). In my previous post had covered the issue of “Would you hire candidates with 60/ 90 days notice period!! The issue that the ET article talked about is kind of a reality and a common phenomenon, but not regarding the penalty aspect. May be there are a few exceptions. But would this work!!!
Would you sign an offer letter stating that you if you back-out you need to pay X Amount!!
Would a candidate think twice before appearing for an interview knowing that once selected, he/she needs to sign such an agreement!!
Well, one good thing about this so called clause is that the candidates will have to be 100% confident, and then chances of them joining will be higher. And not to forget the project would not suffer loss in revenue if it’s a billable resource and also if it’s a Sr Management position. But personally I think that this will work for certain key positions in companies. This cannot sustain in all kind of levels of hiring. Companies need to ensure that they pick and choose those key positions which will have a severe financial impact if the candidate drops-out.
Candidates on the other hand need to ask themselves and be confident during accepting an offer. Accepting an offer is a commitment in a way, but may be companies have faced the heat due to frequent drop-outs, hence some of them have resorted to include such clauses in the offer letter.
All new experiments do face issues and have lots of criticism, but it seems to have worked for a few companies. So do you think that such clauses can work in India across levels and industries!! OR do you think that this is just one odd case where it worked. Eagerly looking forward to your views on this.
Exit Interviews! Any professional who have been asked but their perception of this corporate Jargon ends up saying that “What’s the use of it”, “It is just a formality”. This Blog is much related to this myth. While we will try to understand the importance of Exit interviews in the following discussion, the main essence of discussion would be around ” What is the right way to Handle Exit interviews by both HR representative and the Employee. To start off with, let’s first understand what exactly is the concept of an Exit Interview!.
Exit interviews in Layman’s language means the interactions held between the employer (HR representative) and the Exiting employees (who have submitted their resignation). Well the basic purpose of these interviews is to find out the reason for an employee’s departure which could be for various reasons like Compensation, education, better offer Etc. And to aims at improving the working conditions by concentrating on those areas which is leading to attrition. All this is based on the feedback from the employees who have decided to move on / moved out. So does that mean that employees who have been fired also have to undergo an Exit Interview? Well the answer is YES. Exit Interviews act as a medium wherein employees can share and talk about their experience with the organization and this in turn will help the HR to note specific points and based on which they can work on the points. But as mentioned earlier, there is a general feeling of dissatisfaction amongst employees that this is just a formality. Nothing normally happens once the feedback is shared. So do you think this is true? Are Exit interviews not been implemented properly?
Following are some of the points that might throw some light on this interesting subject for Employees:
– In cases where if you decide to switch jobs for better prospects, it is always advisable to make the transition as easy as possible. It mostly depends on what kind of inputs the HR is looking for and how will the organization make use of that piece of information.
– Avoid negative / damaging criticism: Well this is a very important part for the employees who leave on a negative note. What does this mean? Well if an employee is not happy with his / her manager or the organization they tend to give a lot of negative / damaging criticism. I am not saying that you should not share the facts, but do focus on the situation. Try to balance your expectation, the situation then and how things could have been made better.
– Always try to prepare yourself for such interviews, try to consider this as a recruitment interview. You might ask WHY? Well the HR might ask you questions such as reasons for leaving, job satisfaction, frustrations, and feedback concerning company policies or procedures. So in order to answer these kinds of questions one must have data to support the answers.
– Employees also need to understand that the professional world out there is very small, in terms of contacts and networking. You never know when and where you will meet your last employer and work together again. 😉
Now let’s try to focus on the HR Professionals who conduct Exit Interviews. Well some might say that this is an easy job, all you need to do is give some forms, ask why you want to leave, shake hands and say good bye. Well this is not as easy as it seems. Following are some of the points that the HR must take care during Exit Interviews:
– Prepare and Prepare: Well just like the employees, the HR must also ensure that they have sufficient information of the employee and have data to support the flow of the discussion.
– Avoid Question such as:
Where are you going to work next?” Well I am not saying that this is a wrong question, but imagine if that employee’s employment verification report comes as negative, or the offer gets revoked? You might not like to be held responsible for this unfortunate event, as you are the only one who might know where the candidate is joining.
– Always ensure that you send across a formal calendar request and give appropriate time slot to the employee. As normally companies have these interviews on the last day. And as we all know the amount of running around that requires on the last day. (Exit From, Approvals, Time sheet, ID card, Bus Pass, etc.)
– Organization should have a documented policy stating how exit interviews happen and Interviewers need to be trained to conduct Exit interviews.
– The best way to conduct an Exit Interview is F2F. In some cases this might not always be possible (Centralized Team, Out Stationed Resource), hence one must look for alternate options such as Video Conference. Having telephonic exit interviews are not advisable, as this might not create a good impression on the employee.
End of it am sure you too might have loads of things to add about this topic and you might agree or disagree on the points mentioned in this post. I would be more than happy to know your views and your experience based on the Exit Interviews that you might have conducted or attended 😉
March-April, come what may the Buzz of this month is “Appraisals” in every Indian company. It’s time to showcase and highlight your work & achievement that you have accomplished throughout the year. It’s a busy time for all the three parties (employee, recruiter, HR) involved in this process. You should be well prepared with your feedback on the management, managers should be well prepared with their review, HR spends hour after hour to make sure your manager turns up with your performance evaluation on time. Year-end Merit based reviews are often matter of debate.. For some this is a unique opportunity to cash in the mullahs 😉 And for some it’s a deciding factor to be in the system or out of the system. For Management it’s a risk factor, who stays & who leaves the organization.
Following is just an attempt to share the experiences that all the 3 parties undergo during this process:
A Life of an Employee during Appraisals:
– Tensed, Excited & hope…These 3 words are just somewhere close to their reaction during the appraisals. There is an Air of tension during appraisals, you may turn out to be a shining star or just be fitted as Average performer, No one knows about their ratings and the likely hike percentage to be announced. Even though things are in black and white every year we see some information floating around about the likely hike percentage and if the standard sounds good it either excites us or disappoints us.
– No matter whatever is the hike on the standards we are always hopeful of a good rating and hence a good hike considering the efforts we put in throughout the year. Employees get carried by the market standards, Content and Satisfied employees are the one who stays back and plan for coming year and there also arise a situation where discontent employees feel unhappy about their efforts not being paid off. It is said that this period is crucial as they might plan to switch jobs based on the ratings declared. Also the variable / bonus factor plays a major role in the life of an employee.
A Life of an HR during Appraisals:
– Accountability, Accuracy and meeting Deadline ….. Guess These 3 words are just somewhere close to their reaction during the appraisals.
– According to me, this month is the toughest of all for the HR folks. An HR is the face of the organization during this phase. While appraisals are usually done by immediate managers or supervisors, HR provides the necessary tools and procedures for the process.It’s they who sit with the employees along with their managers and reviews the performance rating, HR has to ensure that there is no disconnect whatsoever in the mind of the employee after the appraisal process is completed. It is HR’s responsibility to provide employees with consistent, fair evaluations.
– This is a high pressure period where in the HR has to keep a check on the events unfolding after the employees get to know about their ratings. If the ratings is as per their expectations (Humans are never satisfied and we are no different) then the HR can take a breather, but if it’s not good then it’s a major challenge for HRD team to come down with reasonable explanation. Also thanks to Bell Curve, there are always cases where the employee is not happy with his/her rating. So as a HR one has to ensure that the right kind of discussions are conducted , standard organizations also involve the delivery manager in this post appraisal discussion .This is normally the time when HR is in full demand and they become most indispensable part of the organization 😉 All of a sudden we remember our HR and just try to bombard with our grievances 😉
A Life of an Recruiter during appraisals:
– Numbers, Targets and closure ……These are the recruiter’s reaction during this phase; I guess it is all throughout the year
– Well this is my favorite part 😉 As this is a risky month for both Employer and employee, the management plans well in advance about the upcoming scenario (Attrition and fulfillment). This is the time when the Delivery Manager, Recruitment Manager and the Management brainstorm abort the probable positions which might go vacant and would need replacements. The Recruitment Team plays a larger role here to map the market and make sure there is no dearth of resource within the organization. Hiring team works in full swing to make up for the expected attrition figure and form a bench.
– I guess this is the most challenging month from hiring perspective. Almost everyone in the market has multiple offers to play with, this is further topped up by their hiked salaries. If their rating if decent enough their salary expectation is sky-high. To hire within budget seems like Everest which we climb. Nevertheless a challenge is what makes Recruitment the most interesting work in the industry.
Me sure you to might have loads of things to add about this amazing chain of events. Hoping that you might have experienced this at various stages of your life, as a Employee, as an Recruiter and if you lucky then as an HR too. 😉 Wishing all you all the best for the Appraisal Season 😉
Well, I am not kidding 🙂 This is a common practice now a days. Gone are the days when a candidate could switch jobs easily. Things have changed drastically. Most of the companies have changed their policy regarding Notice Period.
The question is How will it impact employees?.. How will it impact the employers?
Just to give you a background about the meaning of “Notice Period”- A notice period is the amount of time an employee has to give to his employer from the time he decides to quit.
How will it impact employees?
The recession is over (Thank God), Market has opened up, There are lots of openings available, lots of new jobs, Projects etc 🙂 SO!! So, Employees are looking for a change…. Not all, but there is a good size of people looking for a job change.
The average Notice period is 30 – 90days. It might be different for professionals on contract. So, if you are an employee who is looking for a change, and your company has a NP of 60 or 90 days… will it be easy for you to shift.. or do you think the prospective employer will wait for you!!!!!
The answer will be Yes (at times) or NO (Most of the times). The employees might have a tuff time to come out, as companies are asking for them to serve the entire NP. (Buyout options too are very rare) Well… all that I can say as of now is… ALL THE BEST… But… there might be a stage when Employers will wait for 60 – 90 days.. as they might also run out of options in terms of the availability of the resources.
HMMMMMM Projects, Billable Projects, Clients, Resignations (Retention) … Employers are always hunting for resources to work for their projects. Lots of openings have been available in the job market. As an employer it’s very important to fulfill the positions, and start the billing for the resources placed.
But on the other hand, they are facing difficulties as they cannot afford to wait for 60 – 90 days (for some critical skills). Also even if they wait, there are times when the employees have 2-3 offers in hand by that time.
People do wait for 3-4 months for a new car…. 🙂 So does it mean that there will be a time when this will be a common practice for Employers to wait for the same!!!!!!! 🙂
The employers have found a way where they can retain / atleast ensure that less resources resign, by increasing the Notice Period…. But does this really help???? YES … MAY BE NO….. DEPENDS……..
Looking forward to your views, comments on the same 🙂