Dear Seniors,
I am currently pursuing my Masters in Psychology with a specialization in Human Resources. I require your valuable inputs on the Challenges faced by an HR Executive in terms of retention of talented and skilled employees belonging to higher positions in an organisation. Attrition is a common practice faced by several organisations in today's world, hence what are the possible ways of retaining employees in an organisation belonging to the Manufacturing Sector?
Thank you in advance,
Regards
Rhea
From India, Bengaluru
I am currently pursuing my Masters in Psychology with a specialization in Human Resources. I require your valuable inputs on the Challenges faced by an HR Executive in terms of retention of talented and skilled employees belonging to higher positions in an organisation. Attrition is a common practice faced by several organisations in today's world, hence what are the possible ways of retaining employees in an organisation belonging to the Manufacturing Sector?
Thank you in advance,
Regards
Rhea
From India, Bengaluru
Dear Seniors,
I am currently pursuing my Masters in psychology with a specialization in Human Resources. I require your valuable inputs on the retention of talented and skilled employees belonging to higher levels in an organisation in the Manufacturing Sector. Attrition is a common problem faced by several organisations now days, in such scenarios how can the employees be retained?
Thank you in advance.
Regards,
Rhea.
From India, Bengaluru
I am currently pursuing my Masters in psychology with a specialization in Human Resources. I require your valuable inputs on the retention of talented and skilled employees belonging to higher levels in an organisation in the Manufacturing Sector. Attrition is a common problem faced by several organisations now days, in such scenarios how can the employees be retained?
Thank you in advance.
Regards,
Rhea.
From India, Bengaluru
Dear Rhea,
You could have searched this forum for the answers to your queries. The first challenge of retention is to understand why people leave the company. For this, you need to do attrition analysis. Click the following link to refer the details of it:
https://www.citehr.com/519562-employ...ml#post2211229
Additional factors that retain employees are:
a) Organisation's culture
b) Growth of the organisation
c) Dynamic and motivating leadership
d) Career plan of the employee
e) Recognition of the employee's work
f) Employee Development plans
and so on...
Thanks,
Dinesh Divekar
From India, Bangalore
7884You could have searched this forum for the answers to your queries. The first challenge of retention is to understand why people leave the company. For this, you need to do attrition analysis. Click the following link to refer the details of it:
https://www.citehr.com/519562-employ...ml#post2211229
Additional factors that retain employees are:
a) Organisation's culture
b) Growth of the organisation
c) Dynamic and motivating leadership
d) Career plan of the employee
e) Recognition of the employee's work
f) Employee Development plans
and so on...
Thanks,
Dinesh Divekar
From India, Bangalore
The concern with retention of employees is a major one. you could follow the following strategies
Employee retention should be at the forefront of every company's radar. Employees want to know they are being treated fairly, receiving the highest compensation possible and being appreciated by their employers. Small businesses must cultivate a positive workplace with an eye toward developing engaging new hire orientation programs, creating above-average compensation and benefits packages, ensuring top-of-the-linecommunication and building a teamwork-oriented attitude among employees. Businesses that work toward such goals will likely experience higher employee retention rates than those that do not.
Robert Half is committed to helping small businesses address their employee retention issues and maintaining a workforce that is steady and loyal. The following articles provide step-by-step advice to help small and midsize businesses develop effective employee retention strategies:
Employee Retention Strategies
New Hire Orientation
Onboarding
Mentoring Programs
Corporate Culture
Employee Compensation
Pay System Communication
Employee Recognition
Employee Rewards Systems
Work-Life Balance
Training and Development
Creating a Safe-to-Fail Environment
Employee Communication
Communication in the Workplace
Employee Feedback
Change Management
Office Rumors
Teamwork
The Value of Teamwork in the Workplace
Setting Team Goals
Establishing a Common Goal
Team Buy-In
Staying Positive
Team Diversity
By developing strong employee retention strategies that include these characteristics, a small business can keep morale high and thrive.
Maybe you could go through this.
From India, Bengaluru
Employee retention should be at the forefront of every company's radar. Employees want to know they are being treated fairly, receiving the highest compensation possible and being appreciated by their employers. Small businesses must cultivate a positive workplace with an eye toward developing engaging new hire orientation programs, creating above-average compensation and benefits packages, ensuring top-of-the-linecommunication and building a teamwork-oriented attitude among employees. Businesses that work toward such goals will likely experience higher employee retention rates than those that do not.
Robert Half is committed to helping small businesses address their employee retention issues and maintaining a workforce that is steady and loyal. The following articles provide step-by-step advice to help small and midsize businesses develop effective employee retention strategies:
Employee Retention Strategies
New Hire Orientation
Onboarding
Mentoring Programs
Corporate Culture
Employee Compensation
Pay System Communication
Employee Recognition
Employee Rewards Systems
Work-Life Balance
Training and Development
Creating a Safe-to-Fail Environment
Employee Communication
Communication in the Workplace
Employee Feedback
Change Management
Office Rumors
Teamwork
The Value of Teamwork in the Workplace
Setting Team Goals
Establishing a Common Goal
Team Buy-In
Staying Positive
Team Diversity
By developing strong employee retention strategies that include these characteristics, a small business can keep morale high and thrive.
Maybe you could go through this.
From India, Bengaluru
Dear Rhea,
Through the following ways the culture of an organisation can be improved, changed or maintained to improve or reduce the retention of employees. Hope this is helpful.
No organization thrives without retaining its brightest performers. When employees take their talents elsewhere, one deciding factor is the organizational culture or work environment. To address these problems, successful companies create a culture in that nips problems in the bud. The goal is employees that feel more deeply committed to their employer.
Employee Communications
Taking feedback and maintaining honest communications are the hallmarks of employee retention strategy. Business owners and managers accomplish those goals through regular meetings and surveys, which can shed light on why employees consider leaving. Through interviews with disaffected employees, companies can work to improve areas of dissatisfaction, such as with the benefits system. By taking time to listen, companies build a culture of loyalty that reduces the risk of turnover.
Job Satisfaction
Employee retention is a battle for hearts and minds. The quality of organizational culture affects this debate, because dissatisfaction with a supervisor is among the most commonly cited reasons for quitting a job, "Inc." reported in 2010. Businesses that focus solely on rewards and motivations miss the bigger picture when working relationships turn sour. For employees caught in a tight economy, fewer options exist to solve these problems. Still, managers who fail to take their company's internal temperature risk losing their top talent once the economy improves.
Managerial Dynamics
Organizations live or die by their managerial dynamics. Poor managers rule by fear and manipulation, creating a "yes man" culture that stifles good ideas, "CNN Money" notes. To grow, employees must believe their voices will be heard, even if management does not agree. Jay Grinney pursued this approach as the new CEO of HealthSouth, a Birmingham, Alabama, company rocked by criminal investigations and civil suits. Grinney instituted quarterly "town hall"-style sessions for employees and top managers to ask questions. Such measures help rebuild a company's credibility and restore employees' trust.
Work-Life Balance
Balancing life and work is increasingly important for employees in deciding whether to stick with an employer. In a healthy organizational culture, managers provide ways to maintain that balance, including flexible schedules, on-site amenities and work-from-home options. Companies that promote these options are less likely to lose workers who can boost their success.
From India, Bengaluru
Through the following ways the culture of an organisation can be improved, changed or maintained to improve or reduce the retention of employees. Hope this is helpful.
No organization thrives without retaining its brightest performers. When employees take their talents elsewhere, one deciding factor is the organizational culture or work environment. To address these problems, successful companies create a culture in that nips problems in the bud. The goal is employees that feel more deeply committed to their employer.
Employee Communications
Taking feedback and maintaining honest communications are the hallmarks of employee retention strategy. Business owners and managers accomplish those goals through regular meetings and surveys, which can shed light on why employees consider leaving. Through interviews with disaffected employees, companies can work to improve areas of dissatisfaction, such as with the benefits system. By taking time to listen, companies build a culture of loyalty that reduces the risk of turnover.
Job Satisfaction
Employee retention is a battle for hearts and minds. The quality of organizational culture affects this debate, because dissatisfaction with a supervisor is among the most commonly cited reasons for quitting a job, "Inc." reported in 2010. Businesses that focus solely on rewards and motivations miss the bigger picture when working relationships turn sour. For employees caught in a tight economy, fewer options exist to solve these problems. Still, managers who fail to take their company's internal temperature risk losing their top talent once the economy improves.
Managerial Dynamics
Organizations live or die by their managerial dynamics. Poor managers rule by fear and manipulation, creating a "yes man" culture that stifles good ideas, "CNN Money" notes. To grow, employees must believe their voices will be heard, even if management does not agree. Jay Grinney pursued this approach as the new CEO of HealthSouth, a Birmingham, Alabama, company rocked by criminal investigations and civil suits. Grinney instituted quarterly "town hall"-style sessions for employees and top managers to ask questions. Such measures help rebuild a company's credibility and restore employees' trust.
Work-Life Balance
Balancing life and work is increasingly important for employees in deciding whether to stick with an employer. In a healthy organizational culture, managers provide ways to maintain that balance, including flexible schedules, on-site amenities and work-from-home options. Companies that promote these options are less likely to lose workers who can boost their success.
From India, Bengaluru
Dear Rhea, This year I just finished my MBA with a specialization in Human Resources. As a part of the course requirement I found some case studies that might be helpful to you.
From India, Bengaluru
From India, Bengaluru
Hi Rhea,
One problem I find with large organizations (where they have large variety of projects) is that employees don't find intellectual satisfaction with what they do. The current work assigned to them doesn't meet their career objectives and doesn't add much value to what they already know So if people in senior management fail to fulfil these requirements, it leads to employees leaving the organization. Obviously organization's interests play a role here, but if you want to retain talent then you will have to make sure that employees feel that their intellectual interests as well as career interests are satisfied.
Also ensuring meritocracy makes employees trust the organization. They'll love taking on bigger challenges when they are sure that their efforts are awarded or recognized/appreciated in the least.
Hope it helps.
Regards,
Pratyush Madhukar
Systems Engineer
Infosys
Mangalore.
From India, Bengaluru
One problem I find with large organizations (where they have large variety of projects) is that employees don't find intellectual satisfaction with what they do. The current work assigned to them doesn't meet their career objectives and doesn't add much value to what they already know So if people in senior management fail to fulfil these requirements, it leads to employees leaving the organization. Obviously organization's interests play a role here, but if you want to retain talent then you will have to make sure that employees feel that their intellectual interests as well as career interests are satisfied.
Also ensuring meritocracy makes employees trust the organization. They'll love taking on bigger challenges when they are sure that their efforts are awarded or recognized/appreciated in the least.
Hope it helps.
Regards,
Pratyush Madhukar
Systems Engineer
Infosys
Mangalore.
From India, Bengaluru
I feel that the best way to retain skilled and productive employees is to offer them the maximum incentives possible
- adequate pay
- proportionate bonuses or rewards based on increase in production, whether in terms of production quality or quantity
- a comfortable work atmosphere to promote positive mental health and therefore productivity
- Regular breaks and other remuneration to sustain motivation.
If a dedicated employee's needs are taken care of by the organization, and his or her work and it's contribution to productivity is recognized, then that will go a long way to hold his interest and his motivation. A positive work environment, one that induces productivity, and encourages efficieny will make the employees want to come and work - provision of and training in using the latest available technology will go a long way to ensure that stagnation and gradual loss of motivation does not occur.
Regards,
Kasturi Banerjee
From India, Bengaluru
- adequate pay
- proportionate bonuses or rewards based on increase in production, whether in terms of production quality or quantity
- a comfortable work atmosphere to promote positive mental health and therefore productivity
- Regular breaks and other remuneration to sustain motivation.
If a dedicated employee's needs are taken care of by the organization, and his or her work and it's contribution to productivity is recognized, then that will go a long way to hold his interest and his motivation. A positive work environment, one that induces productivity, and encourages efficieny will make the employees want to come and work - provision of and training in using the latest available technology will go a long way to ensure that stagnation and gradual loss of motivation does not occur.
Regards,
Kasturi Banerjee
From India, Bengaluru
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.
THE CHALLENGES BEING FACED.doc
GLOBAL RESOURCING CHALLENGES.zip