hi seniors,
i am akheel working as an HR intern in a Gulf based MNC in Hyderabad.
ours is a software branch in madhapur of around 200 employees with only one senior HR executive taking care of every thing under whom i am the only intern.
curently our company is facing the problem of retention,most of the emloyees are leaving the company,due to which shortage of competetive staff has been increasing.
i know two problems which are causing the employees to leave people are running after big names like TCS,SATYAM WIPRO etc even though our company offers competetive salaries on par with them( i have studied offer letters given to most of the employees) and the second one is currently there is no work/project ..
the management is looking after ways to retain talent but it is not finding ways.
so i want your suggestions so that i can help my management and also make them feel my presence because its the right time for me to show that how i can be useful to their organisation(a question i was asked in my interview by them)
From India, Hyderabad
i am akheel working as an HR intern in a Gulf based MNC in Hyderabad.
ours is a software branch in madhapur of around 200 employees with only one senior HR executive taking care of every thing under whom i am the only intern.
curently our company is facing the problem of retention,most of the emloyees are leaving the company,due to which shortage of competetive staff has been increasing.
i know two problems which are causing the employees to leave people are running after big names like TCS,SATYAM WIPRO etc even though our company offers competetive salaries on par with them( i have studied offer letters given to most of the employees) and the second one is currently there is no work/project ..
the management is looking after ways to retain talent but it is not finding ways.
so i want your suggestions so that i can help my management and also make them feel my presence because its the right time for me to show that how i can be useful to their organisation(a question i was asked in my interview by them)
From India, Hyderabad
Dear Akheel,
To be frank one cannt bind an employee and market being opened its quite difficult for growing organisations to retain their employees. It doesnt matter if the unproductive employees leave the organisation.
But the serious concern shall be if productive employees are leaving. There can be many reasons for resigning. But as an organisation we need to take stand on what our business is all about and what does it demand.
Akheel, I suggest if you can call me I can explain u more.
Best Regards,
A.Abhijeet,
Associate HR,
Husys HR Consulting Pvt Ltd,
+919849729133,
Hyderabad
From India, Hyderabad
To be frank one cannt bind an employee and market being opened its quite difficult for growing organisations to retain their employees. It doesnt matter if the unproductive employees leave the organisation.
But the serious concern shall be if productive employees are leaving. There can be many reasons for resigning. But as an organisation we need to take stand on what our business is all about and what does it demand.
Akheel, I suggest if you can call me I can explain u more.
Best Regards,
A.Abhijeet,
Associate HR,
Husys HR Consulting Pvt Ltd,
+919849729133,
Hyderabad
From India, Hyderabad
ppl have sense of fear when they are under-utilised. before sudden melt down, they want to settle in the reputed firms. Money is not the only the criteria to retain talent pool but other factors like recognition, challenging work culture, best HR policies, facilities, etc. Address to all these shortages.
pon
From India, Lucknow
604pon
From India, Lucknow
Hi Akheel,
Conduct Stay Interviews, this is a new practice not very common but has its own benefits.
This is different from Exit interviews, stay interviews can be conducted to find out the reason why people would leave the organisation, as Pon mentioned there are various reasons apart from salary, with this technique you can find out whys?
then once you have the reasons, work on them and ask your management to take some initiatives to take care of such issues...and address them before all your key resources leave.
all the best..
From India, Delhi
Conduct Stay Interviews, this is a new practice not very common but has its own benefits.
This is different from Exit interviews, stay interviews can be conducted to find out the reason why people would leave the organisation, as Pon mentioned there are various reasons apart from salary, with this technique you can find out whys?
then once you have the reasons, work on them and ask your management to take some initiatives to take care of such issues...and address them before all your key resources leave.
all the best..
From India, Delhi
yes i know that we cannot force an employee not to resign but we can create situations where he is motivated to work even if he has tempting offers elsewhere...
As a golden rule i created may not be true
An employee resigned is an HR failed.
From India, Hyderabad
As a golden rule i created may not be true
An employee resigned is an HR failed.
From India, Hyderabad
Dear Mr. Akheel
Always remember that "A employee who wants to progress(climb success ladder) in his life by demonstrating his skills while gaining knowledge/skills simultaneously, will never love/like to remain idle or earn by doing nothing" on the other hand, you will succeed in retaining those who are in the process of developing their skills/knowledge. ....THIS IS THE FACT.
I am very sorry to say that, now-a-days, you can find very few employees who are loyal(there are instances, who were loyal, were not treated properly). Once, an employee gains relevant experience, he'll definitely look for better pay. If the current employer fails to meet his requirements, he will look for alternative. It is obvious that, THERE IS A GREAT DEMAND FOR TALENTED/SKILLED PROFESSIONALS irrespective of their domain.
Everyone in this world, wants to earn big bucks, especially in IT INDUSTRY.
The solution to your query lies in the hands of the TOP MANAGEMENT. Either they should GROW by securing PROJECTS or they need to loose what they had established - "SINK OR SWIM STRATEGY"
Other members had given you best suggestions as well.
With profound regards
From India, Chennai
Always remember that "A employee who wants to progress(climb success ladder) in his life by demonstrating his skills while gaining knowledge/skills simultaneously, will never love/like to remain idle or earn by doing nothing" on the other hand, you will succeed in retaining those who are in the process of developing their skills/knowledge. ....THIS IS THE FACT.
I am very sorry to say that, now-a-days, you can find very few employees who are loyal(there are instances, who were loyal, were not treated properly). Once, an employee gains relevant experience, he'll definitely look for better pay. If the current employer fails to meet his requirements, he will look for alternative. It is obvious that, THERE IS A GREAT DEMAND FOR TALENTED/SKILLED PROFESSIONALS irrespective of their domain.
Everyone in this world, wants to earn big bucks, especially in IT INDUSTRY.
The solution to your query lies in the hands of the TOP MANAGEMENT. Either they should GROW by securing PROJECTS or they need to loose what they had established - "SINK OR SWIM STRATEGY"
Other members had given you best suggestions as well.
With profound regards
From India, Chennai
Hello Junior,
The answser to your question is there in your statement. In these days job hopping is quite common. People leave jobs for various reasons: pay conmmensurate with work is one of them and other is having work which is fulfilling.
I had a job in which I was fruitfully employed only for about 10% of my time. It was a frustrating situation and I quit and went to a more fruitful job (not monetarily), that game me a sense of satisfaction. Hence, if your staff are "sitting on the bench", they will go elsewhere for the fear of losing the job in case the situation get worse. For example, I have read a post at CiteHr how a leading company transferred its staff to where the work was and they were complaining, etc.
Therefore my suggestion for retaining them is to conduct bot exit surveys and; like Archan has suggested survey those that have stayed loyal to assess the differences.
As you have not given enough detail about how long have they been "sitting an the bench" and getting paid, etc., it is not easy to give you any concrete help.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
The answser to your question is there in your statement. In these days job hopping is quite common. People leave jobs for various reasons: pay conmmensurate with work is one of them and other is having work which is fulfilling.
I had a job in which I was fruitfully employed only for about 10% of my time. It was a frustrating situation and I quit and went to a more fruitful job (not monetarily), that game me a sense of satisfaction. Hence, if your staff are "sitting on the bench", they will go elsewhere for the fear of losing the job in case the situation get worse. For example, I have read a post at CiteHr how a leading company transferred its staff to where the work was and they were complaining, etc.
Therefore my suggestion for retaining them is to conduct bot exit surveys and; like Archan has suggested survey those that have stayed loyal to assess the differences.
As you have not given enough detail about how long have they been "sitting an the bench" and getting paid, etc., it is not easy to give you any concrete help.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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