I am seeking information for Retention strategies. What are the ways or tactics used to retain a professional in the company. In other words Skillful talent retention. Thanks, Musrrat Parveen
From India, Bangalore
From India, Bangalore
I am a professional and working as Sr. Human Resource Specialist. My question was, what are the effective ways to retain an employee if he has made up a mind to leave the organisation. And there are many more scenarios for retaining an employee. The above said was one of them.
Secondly, I would like to have more detailed information as to how to manage employee grienvances.
Request you to please provide the detailed retention strategies which can be appilicable for almost all the scenarios as well as for Employee Grienvances.
Thanks,
Musrrat
From India, Bangalore
Secondly, I would like to have more detailed information as to how to manage employee grienvances.
Request you to please provide the detailed retention strategies which can be appilicable for almost all the scenarios as well as for Employee Grienvances.
Thanks,
Musrrat
From India, Bangalore
50
A very effective solution for this is.
at the time of joining or interview clear mention to the candidate
For example: Mention the candidate that
your salary breakup is 900000 per annum including retention of Rs 10000 per month and this retention only can be credited in your account in the month of xxxxxxx of next year. Only when you complete a year with us. Till the end of your employment.
If a employee join in jan 2011 then change the value of xxxxxxx to june 2012.
If a employee join in feb 2011 then change the value of xxxxxxx to july 2012.
So if a employee is going you have 6 month retention amount of him this
strategy you can customizes according your company
Hope this can help you.
Cherookee
From India, Ranchi
at the time of joining or interview clear mention to the candidate
For example: Mention the candidate that
your salary breakup is 900000 per annum including retention of Rs 10000 per month and this retention only can be credited in your account in the month of xxxxxxx of next year. Only when you complete a year with us. Till the end of your employment.
If a employee join in jan 2011 then change the value of xxxxxxx to june 2012.
If a employee join in feb 2011 then change the value of xxxxxxx to july 2012.
So if a employee is going you have 6 month retention amount of him this
strategy you can customizes according your company
Hope this can help you.
Cherookee
From India, Ranchi
Dear,
"Retention of employees" is THE BIG Challenge for HR.
While the Strategy, Mission/Vision of the Company plays important role in retaining even the 'Talents'.
However,"Servicing The Employee (crudely) well" is the Buzz Action Area.
If Policies are transparent, elements of bias are minimum,there is an environment where the employee's view points are heard, their career-oppurtunity is discussed & chance given(appraisal process in place & implemented), work-life balance is attempted etc--Most of the "Emplyee Satisfaction Survey" will feature as GOOD(in favor of the organization).
Employee most often do not leave the organization for Money, but for the Immediate Leader.
So, above all a sensitive, subordinate-friendly leader often is the key for Retention of Good Employees.
Regards !
=Lahiri
From India, Calcutta
"Retention of employees" is THE BIG Challenge for HR.
While the Strategy, Mission/Vision of the Company plays important role in retaining even the 'Talents'.
However,"Servicing The Employee (crudely) well" is the Buzz Action Area.
If Policies are transparent, elements of bias are minimum,there is an environment where the employee's view points are heard, their career-oppurtunity is discussed & chance given(appraisal process in place & implemented), work-life balance is attempted etc--Most of the "Emplyee Satisfaction Survey" will feature as GOOD(in favor of the organization).
Employee most often do not leave the organization for Money, but for the Immediate Leader.
So, above all a sensitive, subordinate-friendly leader often is the key for Retention of Good Employees.
Regards !
=Lahiri
From India, Calcutta
Best retention strategy can be worked out only upon understanding the why employees are leaving the company. Conduct the effective exit interview. Understand the reason well and then tailor your retention strategy. One can not have retention strategy worked for all the good reasons, employee making exit may give. But see the rationale and frame the retention strategy
From Bhutan, Thimphu
From Bhutan, Thimphu
Penalizing employees by holding back salaries is not a good retention strategy... Ask yourself, if you would like to be paid your ENTIRE salary after three months? It affects everything (including their ability to raise funds for their homes).
Lets face it: people (including you) work for money. They leave for other reasons (money could be one of them).
A variable incentive plan doesn't address the fundamental issue most people have... their immediate bosses! You need to make that interface more 'retentive'. The exit interview point is good, but I am not sure you would get all the right reasons even then.
From United States, Daphne
Lets face it: people (including you) work for money. They leave for other reasons (money could be one of them).
A variable incentive plan doesn't address the fundamental issue most people have... their immediate bosses! You need to make that interface more 'retentive'. The exit interview point is good, but I am not sure you would get all the right reasons even then.
From United States, Daphne
Retention strategis should be planned on applied on each employees, by analysing their area of intersts, attitudes, skills etc
If you want to retain any employees, we should analise his satisfaction on job as well as working atmosphere then accordinlgy we need to work to ensure the employees satisfaction.
We need to increase the morale of the employees, motivation, etc by providing necessary trainings, rapid feedbacks, etc
From India
If you want to retain any employees, we should analise his satisfaction on job as well as working atmosphere then accordinlgy we need to work to ensure the employees satisfaction.
We need to increase the morale of the employees, motivation, etc by providing necessary trainings, rapid feedbacks, etc
From India
Here are some retention strategies that are commonly used by HR professionals:
1. Employee engagement through various fora, both online and in-person
2. Job profile adjustment - this can involve addition or modification of responsibilities or even a job rotation policy
3. Training (in supplementary job skills or even soft skills) and other growth opportunities
4. And finally, increasing the monetary benefits and perks
Regards,
From India, Mumbai
1. Employee engagement through various fora, both online and in-person
2. Job profile adjustment - this can involve addition or modification of responsibilities or even a job rotation policy
3. Training (in supplementary job skills or even soft skills) and other growth opportunities
4. And finally, increasing the monetary benefits and perks
Regards,
From India, Mumbai
Dear Musrrat,
Every organisation faces the same issue of attrition; but we can definitely bring down in many ways;
Even i m facing the same..but after taking employee feedback from the employees and working on that has made the situation better. But the feedback has to be taken in detail...sitting along with them and spending time with the employees and thus creating a confidence in them; and of course we have to work on it ASAP and give them a immediate solution which gives them a warm feeling about the company.
This is just for short time....but for long term we have to work on the root cause.
Regards,
Neethu
"there is a difference between 'i failed' and ' am a failure' "
From India, Bangalore
Every organisation faces the same issue of attrition; but we can definitely bring down in many ways;
Even i m facing the same..but after taking employee feedback from the employees and working on that has made the situation better. But the feedback has to be taken in detail...sitting along with them and spending time with the employees and thus creating a confidence in them; and of course we have to work on it ASAP and give them a immediate solution which gives them a warm feeling about the company.
This is just for short time....but for long term we have to work on the root cause.
Regards,
Neethu
"there is a difference between 'i failed' and ' am a failure' "
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Ice breaker but how 55 squares can any one comment.ppt