In my company, every month 10 to 15 staff (down level) are moving from company to company. Even though its normal in Tirupur Culture, I want to control the same by some way.
Actually, the reason is not only salary. The young staff, aged between 20 - 25 not willing to work continuously.
Anyone face this problem - pls give me some nice suggestions...
From India, Coimbatore
Actually, the reason is not only salary. The young staff, aged between 20 - 25 not willing to work continuously.
Anyone face this problem - pls give me some nice suggestions...
From India, Coimbatore
My Dear,
you will give circular to all employees extend the notice period for your employees.
Example: 1 month previous now extand 3 months notice and who are releive before they will pay money to your company.
this process i done, i get a good result on this issue.
N.R.KMURTHY
Manager-HR
From India, Hyderabad
2you will give circular to all employees extend the notice period for your employees.
Example: 1 month previous now extand 3 months notice and who are releive before they will pay money to your company.
this process i done, i get a good result on this issue.
N.R.KMURTHY
Manager-HR
From India, Hyderabad
By extending notice period from one to three months, I do not think that attrition rate will fall. Labour turn over is certainly a serious issue in private sector. A lot of studies have also been conducted about it. When major theories focus on job satisfaction, work environment and employee relations, salary and perks contribute a smaller share only. But if you verify the work environment and job satisfaction that a government employee gets out of his job, you will find it as zero, but still the attrition is very less. This is because of one and only factor, that is, job security.
In private sector also, the attrition rate could be less if we could provide job security. An establishment which does not provide at least for statutory social security measures like EPF and ESI will face more attrition than an establishment which provides for such measures and ensures old age or superannuation benefits. In the globalised business world, though salary offerred is very high, many find the job to be unsecure due to absence of good schemes. Hence, high attrition rate.
Therefore, the employer should take ownership for high labour turn over rather than accusing employees. To start with, if you could offer security, you will start witnessing a downward trend in attrition rate.
Regards,
Madhu.T.K
From India, Kannur
In private sector also, the attrition rate could be less if we could provide job security. An establishment which does not provide at least for statutory social security measures like EPF and ESI will face more attrition than an establishment which provides for such measures and ensures old age or superannuation benefits. In the globalised business world, though salary offerred is very high, many find the job to be unsecure due to absence of good schemes. Hence, high attrition rate.
Therefore, the employer should take ownership for high labour turn over rather than accusing employees. To start with, if you could offer security, you will start witnessing a downward trend in attrition rate.
Regards,
Madhu.T.K
From India, Kannur
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