Bonding with the best: The examples mentioned center around the IT and the Public sector units. Similar employment /service contracts are also prevalent in the film and fashion industry. The aim of the contracts is to tackle high rates of attrition and fight competition.

An employment contract is nothing more than a financial liability, as most of us agree. But it does nothing to serve the broader purpose of retaining employees. Employing more positive measures as Tuktuk has put forth, is a step in the right direction. Measures like phase-wise training interspaced with on the job experience, as in the case of civil services can be effective. The common psychology of most knowledge workers is to experience continuous growth. Stagnation in work-life is the major reason to quit jobs. Ensuring faster growth within the organisation for employees could be another incentive for employees. Any situation which is not a win-win for both parties involved is not a sustainable venture.

In my opinion, it is a short-sighted approach to recover training and development costs through breach of bond payment. The higher purpose must be resolved through better HR policies and practices.