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Last Build Date: Mon, 25 Dec 2017 13:04:37 +0000


Delays in hiring: When your dream offer takes ages to reach you !

Thu, 19 Mar 2015 05:40:09 +0000

“I appeared for 4 successive interviews for a job position at a media company. The very next day I was asked to submit my documents which I did within 2 days. Now I was hoping that this would result in them giving out an offer letter as they had mentioned in the mail that would also be needing my reliving letter post acceptance of the offer. It has been almost 20 days now and they keep on delaying without giving any valid reason. They just give vague replies like they are waiting for MD’s approval or they will get back to

Hiring for Competencies or Credentials?

Sat, 31 Jan 2015 11:59:02 +0000

“We have recruited a guy in our company and found that he edited his Btech marks sheet to fulfil the criteria. Please help what shall we do to him.” The solution in this situation looks straight into our eyes! Firing for forging documents is what we must do. Is there any option to do this with a difference? How would we want to be taught a lesson if we had to forge documents, to get a job? Its sad that we are the reason why such fraud cases happen. Our over importance on ‘Credentials’ and not on ‘Competencies’ , push

Termination on No-Show after Maternity Leave

Wed, 07 Jan 2015 10:11:06 +0000

Can you challenge your employer at the Court of law if you were terminated for no-show ? How do you communicate when you don’t turn up at office? Do you document it for a future reference? At what point do you inform your employer, during the no-show or after it ? Not every termination on no-show can be tested, as the Employee Agreement includes the clause for attendance, which is signed and accepted by the employees. Further more to make the case stronger, every employer adds ’employment at will’ clause. However, if there is a marked defect in the communication

Re-booting your career after a sabbatical

Wed, 31 Dec 2014 01:17:51 +0000

“I completed MCA in 2009, after that I did some teaching job and tried for public sector jobs. I have suffered from some health related problems and family issues.Till now I am not successful in cracking exams. Now I am thinking to go back to software industry as it is the area where can i perform better. But IT companies will be shocked to see my career gap. I don’t want to show fake certificate and get job. As I will not feel comfortable. Its better to struggle and survive. But I am confused will they consider me or my

Managing office romance when it turns stale

Tue, 30 Dec 2014 16:31:43 +0000

“I am working in a manufacturing industry as a Sr. HR Officer. I have recently come across a critical controversial issue where I require your suggestions. Its been very weird to discuss on such a topic but yes I would like to handle in a safe way. There has been a lot of heated discussion in our company about my operational boss and a lady from another department who is directly reporting to him. They are married(not with each other) and parents to one kid. This issue has been spread all around and talks are happening regarding their relationships. I

Dual Employment or a Part-Time Job

Mon, 29 Dec 2014 12:15:13 +0000

“I am a quality in-charge in an electronics manufacturing services( EMS). I am still considered as graduatee trainee. I have received an offer to work for medical billing organisation (MNC). Can I work both for the factory as well as the call center on a same day? Please suggest me.” Assuming that you have accounted the work time required to deliver the jobs, at both the work places, what motivates you to take the second job? Have you considered the growth prospects? How far is it aligned to what you want to become in next financial year? To begin with every Part time

How to build a team after all your employees leave?

Fri, 26 Dec 2014 13:46:53 +0000

“I am running a placement consultancy in Bangalore since last 1 year. I had a staff strength of 21, all of a sudden one by one my employees started absconding. Later I came to know there is a problem with my Mid-Level Manager. So I have terminated him, now and the staff strength is 5. Even though my staff is scheduling candidates for interviews, no one is showing interest to work in my company. Some of them is working for 2 days and then they don’t show up. The problem they are saying is, they don’t see good number of staff currently

Attrition : Is there any solution to it ?

Thu, 25 Dec 2014 10:52:23 +0000

“I am working as an HR generalist in an IT company. Now a days we are facing problem of high attrition ratio because of various issues (eg. higher studies, relocation) . My manager wants to introduce some clause so that after getting training these guys will not leave the company. My manager also doesn’t believe in bond system.Please suggest me what are the options for this?” To begin with , you are trying to solve the same problem which we all are facing. However, the leading and the lagging factors at your firm makes it unique. Its a welcome break

What happens when HR makes you declare fake experience in writing

Wed, 24 Dec 2014 13:54:23 +0000

“I work for an MNC. I faked experience in order to get this job. During back ground verification I received a mail saying that my previous company was involved in issuance of fake certificates. so they asked me for bank statements and form 16 which I said I couldnt submit. The HR asked me to write on paper that I submit fake documents and sign it. They threatened to blacklist me on NASSCOM. They offered that if I do so, they would promise to releive me like a normal employee. I would get experience letter, relieving letter etc. In the

Managing Talent-Experience as a Vendor

Tue, 23 Dec 2014 07:42:19 +0000

“We are a startup offering contractual employees, who work for XYZ company but on the payrolls of our company. How do we manage them ? What are the sets of policies which needs to be maintained for them?” Managing talent as a vendor and deploying them in the client location is quite an high profit business model. However, the pay cycles can be quite spaced, depending on the clients. Its important to understand this at a macro level as it breathes guideline to the micro level. To begin with you are hiring talents who are not emotionally attached to your

How to turn around Late-Reporting to office?

Mon, 22 Dec 2014 11:27:23 +0000

“My employees don’t report on time. They are habitually late . How do I change this ? What are the measures that can be implemented ? “ Discipline is essential , however how you implement it , is your choice. You have an option to introduce rules with degrees of punishment as applicable. Penalties are important , however, it brings friction along. You can alternatively take a different approach. Assuming that you are aware of the reason why they are late ? In your capability as an HR and Management , how far can you go to resolve them? Have

Exit Formalities : When your employer is not ready to relieve you from your services!

Sun, 21 Dec 2014 05:51:32 +0000

“I have resigned from my services. My manager accepted it and sent it to the HR Team. Now my HR Manager is asking me to find a candidate who will work on my role. They want me to complete the knowledge transfer before I leave, or else they won’t release me. I have to join the new firm soon. What should I do?” Please refer your appointment letter on standard guidelines mentioned for separation from the firm. What does it share about your notice period? Did you discuss about your notice period with your prospective employer during the interview ? Submission