Hi Friends,
I am putting across the board a simple but worrysome question! How do you want to retain your employees? If yes, how long? Are you equipped with the requirements for retaining your employees?
Just for the information sake, an Organisation opened a new factory in Bangalore recently with lot of fanfare! Our ex- P.M. inaugurated the facility. Even before the official inaugration of the factory lot of people wait outside the gate for employment with applications in hand. After the inauguation, it is literally hungama there in front of the factory! The complete road was blocked and no vehicle can move on that road! Later all of a sudden there was scarce mob outside the gate! Enquired why? To retain the workers, the management is asking to sign a bond to serve the organisation for 3 years! Also to attract the workers, announced a big figure as salary. But you have to only work for 10 hours instead of 8 hours! Are we trying to retain the people by hoodwinking them?
The industry is an Apparel Industry. What do you feel? Is this the way to retain the employees? Can't we, as HR guys think of any other way?
Question is mine, yours....everybody's!! Answer is yours!
Please participate in the discussion.
-Srinaren
From India, Bangalore
16I am putting across the board a simple but worrysome question! How do you want to retain your employees? If yes, how long? Are you equipped with the requirements for retaining your employees?
Just for the information sake, an Organisation opened a new factory in Bangalore recently with lot of fanfare! Our ex- P.M. inaugurated the facility. Even before the official inaugration of the factory lot of people wait outside the gate for employment with applications in hand. After the inauguation, it is literally hungama there in front of the factory! The complete road was blocked and no vehicle can move on that road! Later all of a sudden there was scarce mob outside the gate! Enquired why? To retain the workers, the management is asking to sign a bond to serve the organisation for 3 years! Also to attract the workers, announced a big figure as salary. But you have to only work for 10 hours instead of 8 hours! Are we trying to retain the people by hoodwinking them?
The industry is an Apparel Industry. What do you feel? Is this the way to retain the employees? Can't we, as HR guys think of any other way?
Question is mine, yours....everybody's!! Answer is yours!
Please participate in the discussion.
-Srinaren
From India, Bangalore
Hello Narendra Sir,
Diwali Mubarak
Toady I am free so I am participating in your debate topic.
Its simple question and answer here. I myself raise question in 2nd meet that how to retain employee minimum 3 years.
For your information, it is not dificult task to retain minimum 3 years. We are suppose to analyse the orgainsation need and employee need. We act as bridge. If bridge is strong, any body will cross the river without fearing. I have some idea but it is against human being. Personally, I have adopted my idea when I was working with Coca-Cola, Bhopal. I was there 2.5 year as labour officer and I handled all contractual workforce. If I (less experienced person) can retain contractual workforce 2.5 years of my work tennure by implementing my idea, any body can retain minimum 3 yrs. But when i raised my question in the meet, every body started giving example of INFOSYS. BUT I am not agree with that. We have competent to retain the employee minimum 3 yrs if we really work for the organisation.
IN MY DICTIONARY, THERE ARE TWO WORDS AS BELOW:
1) NAUKARI
2) JOB
Can any one define, what difference between these two words??????
I am waiting of reply................
Regards
Sidheshwar
From India, Bangalore
Diwali Mubarak
Toady I am free so I am participating in your debate topic.
Its simple question and answer here. I myself raise question in 2nd meet that how to retain employee minimum 3 years.
For your information, it is not dificult task to retain minimum 3 years. We are suppose to analyse the orgainsation need and employee need. We act as bridge. If bridge is strong, any body will cross the river without fearing. I have some idea but it is against human being. Personally, I have adopted my idea when I was working with Coca-Cola, Bhopal. I was there 2.5 year as labour officer and I handled all contractual workforce. If I (less experienced person) can retain contractual workforce 2.5 years of my work tennure by implementing my idea, any body can retain minimum 3 yrs. But when i raised my question in the meet, every body started giving example of INFOSYS. BUT I am not agree with that. We have competent to retain the employee minimum 3 yrs if we really work for the organisation.
IN MY DICTIONARY, THERE ARE TWO WORDS AS BELOW:
1) NAUKARI
2) JOB
Can any one define, what difference between these two words??????
I am waiting of reply................
Regards
Sidheshwar
From India, Bangalore
Hi,
This is the Hot topic everywhere. Even companies which had Lifetime employment concept, is under threat from the environment,perhaps even from other countries.
One may recall,that middle east used to be the attractive migration point for longtime, now it's everywhere, thanks to Knowledge industry and India's dominant position.
With India's GDP climbing up and our industries' captains taking over(Sundarm fasteners,Bharath Forge,Tatas, mittals, Jindals) industries across the globe, we are likely witness a new level of talent requirement for these changing canvass.
We need to instill Value based Management, which is a long term one.
Employees work for the Organisation.. You need toCreate a culture of Trust,Fairness,
Diginity and EmployeeCentric... There is no standard Text books, rules available for this ...it is evolved over years with careful nurturing .
The top management should visibly and actively be involved in this culture Building Exercise, otherwise ,it is only Good Intentions talked allround.
Visit the Leaders of your industry and pickup threads from them, which will give a Right Direction and steps.
HR managers need to take this crucial role, and should be the Conscious keeper of the organisation...for that he himself should Stay in that Company longer, .... :wink:
I am one of those who grew with the organisation, and its a great feeling
to be an active player in the employee fostering and development.
Retention strategy can't be seperate,isolated action.It need to be dovetailed with fundamental issues...as Man does not live by bread alone
ravichandar m v 8)
From India, Madras
This is the Hot topic everywhere. Even companies which had Lifetime employment concept, is under threat from the environment,perhaps even from other countries.
One may recall,that middle east used to be the attractive migration point for longtime, now it's everywhere, thanks to Knowledge industry and India's dominant position.
With India's GDP climbing up and our industries' captains taking over(Sundarm fasteners,Bharath Forge,Tatas, mittals, Jindals) industries across the globe, we are likely witness a new level of talent requirement for these changing canvass.
We need to instill Value based Management, which is a long term one.
Employees work for the Organisation.. You need toCreate a culture of Trust,Fairness,
Diginity and EmployeeCentric... There is no standard Text books, rules available for this ...it is evolved over years with careful nurturing .
The top management should visibly and actively be involved in this culture Building Exercise, otherwise ,it is only Good Intentions talked allround.
Visit the Leaders of your industry and pickup threads from them, which will give a Right Direction and steps.
HR managers need to take this crucial role, and should be the Conscious keeper of the organisation...for that he himself should Stay in that Company longer, .... :wink:
I am one of those who grew with the organisation, and its a great feeling
to be an active player in the employee fostering and development.
Retention strategy can't be seperate,isolated action.It need to be dovetailed with fundamental issues...as Man does not live by bread alone
ravichandar m v 8)
From India, Madras
Hi Ravi
Kudos to your narration. Yeah... I do strongly feel that to know the Ups and Downs in one's life one need to struggle in the initiatial stages of Organisational development and the self developmenht will be phenominal once the Organisation starts growing. Retention needs no specific strategies as long as the Management views employees as its family.
Regards.
Srinivaskvmk
From India, Hyderabad
Kudos to your narration. Yeah... I do strongly feel that to know the Ups and Downs in one's life one need to struggle in the initiatial stages of Organisational development and the self developmenht will be phenominal once the Organisation starts growing. Retention needs no specific strategies as long as the Management views employees as its family.
Regards.
Srinivaskvmk
From India, Hyderabad
Hi,
This is Bhaskar,
Retaining employees is difficult task in all industries (software, manufacturing, apparel) etc.,
The method used to retain employees by bonding with the written declaration is no way right.
My suggestion, being apparel industry people know how their work will be in the huge pressure or cutting edge. Hence, instead of taking declaration, select the candidate has family commitment, usually a married man or woman, provide facilities (space to have lunch, little refreshments like coffee or tea one time may be by evening 5.00pm etc,) that the management is budgeted to provide this.
More on to say, a company should develop empathy in the employees to wards the organization ..... just moving to meeting will valud add once back,
>>>> hi friends, please also comment on my suggestion or value add to this
bye... :P
This is Bhaskar,
Retaining employees is difficult task in all industries (software, manufacturing, apparel) etc.,
The method used to retain employees by bonding with the written declaration is no way right.
My suggestion, being apparel industry people know how their work will be in the huge pressure or cutting edge. Hence, instead of taking declaration, select the candidate has family commitment, usually a married man or woman, provide facilities (space to have lunch, little refreshments like coffee or tea one time may be by evening 5.00pm etc,) that the management is budgeted to provide this.
More on to say, a company should develop empathy in the employees to wards the organization ..... just moving to meeting will valud add once back,
>>>> hi friends, please also comment on my suggestion or value add to this
bye... :P
hii Bhaskar,
i have to say tht i agree and disagree with your comment.
agree for not havin a bond and things like that which would make the employees feel doubtfull abt the company policies.
Disagree to your comment that we need to employee ppl who are committed to bein married this is not justified HR ppl need to search for people with knowedge n skills to do the work and not search for ppl who are married.
Nowadays we have the young force brigade who are single n capable to work with efficiecy if the company puts trust n confidence in them, its important for us hr ppl to understand the need of these star employees in our company and try to nurture their need in sync with org goal.
we dont need to have 100% retention, we need some attrition so tht new fresh talent came come in the organization n give a freshness in terms of concepts n idea's.
i did my proj in a manufacturin firm n my proj was to devise a rtention strategy for the company.
so here i have given a jist of my thoughts any more comments and suggestions wil be great
regards
vikram
i have to say tht i agree and disagree with your comment.
agree for not havin a bond and things like that which would make the employees feel doubtfull abt the company policies.
Disagree to your comment that we need to employee ppl who are committed to bein married this is not justified HR ppl need to search for people with knowedge n skills to do the work and not search for ppl who are married.
Nowadays we have the young force brigade who are single n capable to work with efficiecy if the company puts trust n confidence in them, its important for us hr ppl to understand the need of these star employees in our company and try to nurture their need in sync with org goal.
we dont need to have 100% retention, we need some attrition so tht new fresh talent came come in the organization n give a freshness in terms of concepts n idea's.
i did my proj in a manufacturin firm n my proj was to devise a rtention strategy for the company.
so here i have given a jist of my thoughts any more comments and suggestions wil be great
regards
vikram
Hi Vikram,
As this is apparel industry, the main employment will be type of Tailors, sewers, threaders etc., so i justed for married person or family commitment. Also i agree to your comment for new pool of talents, but the retention strategy will differ from industry to industry and the environment provided in the company.
As this is apparel industry, the main employment will be type of Tailors, sewers, threaders etc., so i justed for married person or family commitment. Also i agree to your comment for new pool of talents, but the retention strategy will differ from industry to industry and the environment provided in the company.
I think when we hire an employee we always want him/her to stick around at least for more than 2 years or so. Mainly because having to hire employees frequently to fill a position is time consuming as well as costly for an organization. This also can be harmful to the image of an organization.
So hiring long lasting employees should be planned and maintained. Even though this can’t be accurate all the time if a company succeeds on having a low employee turn over it can be a huge boosting factor for their growth as well.
In my view the employees should be satisfied with their job, pay, work environments, benefits, superiors & subordinates to be retained for longer periods. More over employees feel motivated when they are supported by the management for their personal growth and the management should understand that the personal growth of the employee affects the organizational goals.
All in all Managers’ should make sure their employee dissatisfaction is always maintained in a minimal level. A high level of dissatisfaction is the main cause as I see, to switch jobs.
Managers should understand not only monetary rewards but also non monetary rewards such as appreciation, recognition, self importance motivates employees in a high degree
From Sri Lanka
So hiring long lasting employees should be planned and maintained. Even though this can’t be accurate all the time if a company succeeds on having a low employee turn over it can be a huge boosting factor for their growth as well.
In my view the employees should be satisfied with their job, pay, work environments, benefits, superiors & subordinates to be retained for longer periods. More over employees feel motivated when they are supported by the management for their personal growth and the management should understand that the personal growth of the employee affects the organizational goals.
All in all Managers’ should make sure their employee dissatisfaction is always maintained in a minimal level. A high level of dissatisfaction is the main cause as I see, to switch jobs.
Managers should understand not only monetary rewards but also non monetary rewards such as appreciation, recognition, self importance motivates employees in a high degree
From Sri Lanka
Hi,
Although it seemed impossible to retain your employees but in my opinion if you rely on two factors which are listed below then you might get results out of it. these factors are
* performance appraisals
* T & D
These factors smight seems to you guys as bookish or might be boring.
But results shows that these factors plays vital role to retain the employees as their is so much competition in the market every where.
From Pakistan, Islamabad
Although it seemed impossible to retain your employees but in my opinion if you rely on two factors which are listed below then you might get results out of it. these factors are
* performance appraisals
* T & D
These factors smight seems to you guys as bookish or might be boring.
But results shows that these factors plays vital role to retain the employees as their is so much competition in the market every where.
From Pakistan, Islamabad
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