And it happened again. This was her third job within two years that she had left.

It was becoming clearer

by the day that the organizations(companies!!) nowadays had turned a blind eye towards the employees
and their convenience. The so-called human resource department was a mere puppet in the hands of
the management. Although switching conditions were better now as information was readily available,
things were harder when she had started her journey as a fresher in 2016.

The first company that she had applied to, had hired her but never appointed her. Apparently, they
were not looking for immediate employees but for potential employees, who would be the next in line
for appointment if demand arose. The potential part of the job description was never shared with the
applicants. They were just informed of a reputed company which was coming for hiring. The interview
process started with all the formalities and customary form fill ups. When the results came in the
evening, she and her other friends had got a job even before their final exams had begun. The recruiters
went back saying that they would get in touch. For the next two months there was no communication
from the employers. The college was finished, and she didn’t know what to do next. With no response to
emails and she started with phone calls to the only number that they had been provided. She was
rerouted to various persons with different job titles without a response regarding her employment.
Fearing the worst, she started looking for other jobs. After around five months she received a
communication form the company asking her to join as soon as possible. She refused after seeing the
irresponsibility shown by the recruiters.

She had joined another company earlier, soon after the previous incident with more caution. There she
was given very less salary, but regular hikes were assured. Also, the HR (management) said that it would
just be for a probationary period, and her salary will be set as per industry standards after a year. She
had to sign a bond for three years. She completed all the formalities except submitting her documents
after getting convinced by her friends. As she was a fresher, she was sent for training to another city. As
per norms, the employer was expected to take care of the relocation and accommodation expenses, but
she had to bear those, only to be reimbursed at a later stage with a lot of difficulty.

But the real problems started after three months when on requesting her promised bonusses, she was
told to contact the manager who refused to give that. After long discussions with HR for two months,
she was given a hike, which was effective after six months, which had resulted in the loss of a bonus of
three months. A similar struggle was there for the second bonus, whereas the third bonus was not given
at all. In the hope of coming appraisal after one year, she chose to leave the topic.

After one year, she was just offered an annual increment of 1% only, which was not at par with the
standard or even the average. Because of the contractual bond, she continued working with the
company. Even after having long discussions with managers regarding this, nothing fruitful came, rather
they cite personal problems regarding the company’s pay structure. Seeing the dissatisfactory appraisal,
she decided to leave the job and look for another one.
1. Compensation Policy: Payment of fewer wages than the industry standard and not providing
promised hikes was very bad on the company’s part. It gives the wrong signal to the employees who, on
given any opportunity, will leave the company and even spread negative word of mouth for the
company, which will hurt the company in the long run.

The company needs to revamp its compensation policy, making it more aligned with industry standards
to save labour turnover costs, productivity losses, etc. Also, promised hikes should be made not such a
frequent and proper appraisal should be done, and results should be given along with feedback so that
employees will understand their areas of improvement. Also, the manager and HR should both be
involved in the hike determination.

2. Problems with job offer contract: There are also various issues with the job offer contract.
Enforcing an employment bond is possible in certain cases only where the employer has spent some
expenses on training & development of the employee. Also, various things have communicated but
were not provided, which also is a problem. Information regarding relocation expenses and its
reimbursement was also a concern. This has caused demotivation among the existing employees as well,
and it is getting passed over to new entrants as well.

The company should change its structure related to the post-selection process. The company should
give training, or there would be no significance of employment bond as it can be challenged by the
employee, which can cause problems for the employees. Also, the submission of documents was not a
thing that any employee like rather just verification will be done, and photocopies should be collected.
There should also be a long-term consideration, i.e., promising what can be delivered. Relocation
expenses, if reasonable, should be reimbursed.