Dear All,
This topic has becoms the AIDs for HR proffesionals.I am seeing this due to increased opportunity of the jobs availability and increased objectiveness in target achivements.Every one wants to grow as fast as they can in this material world.The solution for this also lies in the problem itself.Which we can apply and get the possitive results:
1.Employer should provide enriched job profiles so that they can enjoy their work,it should not only be routine only but beyond that,
2.The targets must be very much measurable and achivable with some stretch,
3. The policies should be boundriless so that if a person is on target then he should be given compensation against the same,
4.Since Humans have a very indefinite and unpredicted behaviour, there grievance must be addressed properly.
Thanks & Regards
Ashok kumar
9910343314
From India, Gurgaon
8This topic has becoms the AIDs for HR proffesionals.I am seeing this due to increased opportunity of the jobs availability and increased objectiveness in target achivements.Every one wants to grow as fast as they can in this material world.The solution for this also lies in the problem itself.Which we can apply and get the possitive results:
1.Employer should provide enriched job profiles so that they can enjoy their work,it should not only be routine only but beyond that,
2.The targets must be very much measurable and achivable with some stretch,
3. The policies should be boundriless so that if a person is on target then he should be given compensation against the same,
4.Since Humans have a very indefinite and unpredicted behaviour, there grievance must be addressed properly.
Thanks & Regards
Ashok kumar
9910343314
From India, Gurgaon
Dear ,
1)no motivating scheme & exit interview can stop attrition rate, best is to go for the salary survey in same kind of industry find out the gaps & try to full fill that gaps,
2) When go for the salary increment try to go for competency based KRA system rather then EXP. and all
Every thing matters job profile, company status & Money
as soon as u understand the attrition will go slow down.
Thanks,
Vadhotiya
From India, Panipat
1)no motivating scheme & exit interview can stop attrition rate, best is to go for the salary survey in same kind of industry find out the gaps & try to full fill that gaps,
2) When go for the salary increment try to go for competency based KRA system rather then EXP. and all
Every thing matters job profile, company status & Money
as soon as u understand the attrition will go slow down.
Thanks,
Vadhotiya
From India, Panipat
attrition rate can be controlled mainly from many ways:
1.Position,
2 Learning atmosphere
3 Money
4 respect
in brief Employee satisfaction in terms of money,Exposure,carrer development, healthy working environment through this we can control,attrition rate.
From India, Delhi
1.Position,
2 Learning atmosphere
3 Money
4 respect
in brief Employee satisfaction in terms of money,Exposure,carrer development, healthy working environment through this we can control,attrition rate.
From India, Delhi
Hello All!
Warm Greetings!
We are a newly launched, small Placement Company with 15 people onboard. We have mostly recruited freshers.
We cannot afford to have big bonuses and alluring incentives, at present.
Besides, there is a growing tendency in 1-2 yrs experienced people to jump job to job.
In this case, can somebody guide me as to what retention tactics I should implement as a HR official?
Regards,
Madhura
From India, Pune
Warm Greetings!
We are a newly launched, small Placement Company with 15 people onboard. We have mostly recruited freshers.
We cannot afford to have big bonuses and alluring incentives, at present.
Besides, there is a growing tendency in 1-2 yrs experienced people to jump job to job.
In this case, can somebody guide me as to what retention tactics I should implement as a HR official?
Regards,
Madhura
From India, Pune
hello veda
in my college days i had conducted a survey on employee attrition across 10 companies, each of them belonging to different sectors and compared each of the companies with the industry benchmark retention practices.
the 3 most effective retention practices identified are:
* although people say money is not a primary motivating factor, people switch jobs even when they get a couple of thousands hike in pay
* the image of the company i.e the brand image what the products or services of the company enjoys also plays a major role in employee retention
* the title of the job postion i.e the designation what the job holder holds
Regards
Natasha
From India, Hubli
in my college days i had conducted a survey on employee attrition across 10 companies, each of them belonging to different sectors and compared each of the companies with the industry benchmark retention practices.
the 3 most effective retention practices identified are:
* although people say money is not a primary motivating factor, people switch jobs even when they get a couple of thousands hike in pay
* the image of the company i.e the brand image what the products or services of the company enjoys also plays a major role in employee retention
* the title of the job postion i.e the designation what the job holder holds
Regards
Natasha
From India, Hubli
Dear Veda
I think u shud go into the root-cause of having so high attrition in ur organisation.
I wud suggest u to conduct Employee Satisafaction Survey that will definitely help u & give u a clear picture of high attrition rate.
But for thi su hav eto take all the employees into confidence that their feedback will not be shared with anyone & confidentiality will be maintained.
Going thru the exit interview questionnaires is also another alternative to find the cause of attrition.
Gud Luck n go ahead!
From India, Gurgaon
I think u shud go into the root-cause of having so high attrition in ur organisation.
I wud suggest u to conduct Employee Satisafaction Survey that will definitely help u & give u a clear picture of high attrition rate.
But for thi su hav eto take all the employees into confidence that their feedback will not be shared with anyone & confidentiality will be maintained.
Going thru the exit interview questionnaires is also another alternative to find the cause of attrition.
Gud Luck n go ahead!
From India, Gurgaon
Dear veda,
The above mentioned views are gud.
I would like to suggest you about checking and rechecking of interpersonal relationships of employees coz sometimes it happens that performance appraisal is not done fairly due to groupism.
just check that employees are loyal to the company or they are loyal to the project leader or the team leader.
sometimes it happens that if the project leader is switching the job he motivates his group also to switch that job........
check interpersonal relations and motivate employees to be loyal to the organization and not to an individual....
i hope this may help you out.....
From India, Bangalore
The above mentioned views are gud.
I would like to suggest you about checking and rechecking of interpersonal relationships of employees coz sometimes it happens that performance appraisal is not done fairly due to groupism.
just check that employees are loyal to the company or they are loyal to the project leader or the team leader.
sometimes it happens that if the project leader is switching the job he motivates his group also to switch that job........
check interpersonal relations and motivate employees to be loyal to the organization and not to an individual....
i hope this may help you out.....
From India, Bangalore
by empowerment attrition rate can be chkd
one of the leading software co's attrition rate was 36% but due to empowerment they manage to reduce it to 15%.....
employees shd be aware of d growth perspective in conjunction with the organization....
From India, Bangalore
one of the leading software co's attrition rate was 36% but due to empowerment they manage to reduce it to 15%.....
employees shd be aware of d growth perspective in conjunction with the organization....
From India, Bangalore
Dear All,
I read all the comments/suggestions on this.
To summaise it all I would say
MOIVATE EMPLOYEES by all possible means(ood PERFORMANCE MANAGEMENT SYSTEM)
MOST OF ALL DO NOT DEMOTIVATE EMPLOYEES AS IT OFTEN HAPPENS WITH MANY MANAGERS
AS SOMEONE MENTIONED,MPOYEES DO NOT LEAVE BCAUSE OF SLARY OR BENEFITS BUT BECAUSE OF THE BOSS.
BEST WISHES
D.J.THAKUR
I read all the comments/suggestions on this.
To summaise it all I would say
MOIVATE EMPLOYEES by all possible means(ood PERFORMANCE MANAGEMENT SYSTEM)
MOST OF ALL DO NOT DEMOTIVATE EMPLOYEES AS IT OFTEN HAPPENS WITH MANY MANAGERS
AS SOMEONE MENTIONED,MPOYEES DO NOT LEAVE BCAUSE OF SLARY OR BENEFITS BUT BECAUSE OF THE BOSS.
BEST WISHES
D.J.THAKUR
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