Hi All,
I would like to discuss regarding managerial abilities as one of the factors for high attrition.
I have observed that profiles receivied in the recruitment process for managerial levels have some similarities. I have observed that candidates work for a reasonable time period in junior periods i.e. 4.5 years in Chemist / Officer levels in each employment. But when they opt for change with a rise in position i.e. Executive their span decreases to 2.7 years. And when by virtue of their experience (number of years) they demand Asst. Manager and above position as department incharge. Now here the average tenure gets less than 2 years (1.8 or so).
The above observations I have made in Manufacturing sector. During interactions with line managers I found that lack of managerial capabilities like priority setting, work distribution for shifts and inability to follow up the pending work make things difficult for them and since the positiin (dept. head) carries with it a lot of responsibilities, they feel pressure and look for change. And since the employment market is having too many vacancies, they get absorbed somehow.
Further they find it easy to opt for a change rather than upgrading themselves in managerial abilities.
The above is based on my observations and interpretations. Do you feel the same or would like to share something else?
How can we contribute to improve the situation?
Has someone done something on such aspects? Can he / she share experiences?
Regards,
- Hiten
From India, New Delhi
29I would like to discuss regarding managerial abilities as one of the factors for high attrition.
I have observed that profiles receivied in the recruitment process for managerial levels have some similarities. I have observed that candidates work for a reasonable time period in junior periods i.e. 4.5 years in Chemist / Officer levels in each employment. But when they opt for change with a rise in position i.e. Executive their span decreases to 2.7 years. And when by virtue of their experience (number of years) they demand Asst. Manager and above position as department incharge. Now here the average tenure gets less than 2 years (1.8 or so).
The above observations I have made in Manufacturing sector. During interactions with line managers I found that lack of managerial capabilities like priority setting, work distribution for shifts and inability to follow up the pending work make things difficult for them and since the positiin (dept. head) carries with it a lot of responsibilities, they feel pressure and look for change. And since the employment market is having too many vacancies, they get absorbed somehow.
Further they find it easy to opt for a change rather than upgrading themselves in managerial abilities.
The above is based on my observations and interpretations. Do you feel the same or would like to share something else?
How can we contribute to improve the situation?
Has someone done something on such aspects? Can he / she share experiences?
Regards,
- Hiten
From India, New Delhi
Hello Hiten:
Very good observations but then again I agree with you.
The problem arises when employers select the wrong people for their managerial positions for the wrong reasons.
>How can we contribute to improve the situation?<
Hire competent employees who have adequate or better talent for their jobs.
It is the lack of adequate talent that causes most managers to fail.
There is little an employer can do to increase an employee's job talent so talent must be hired.
Bob Gately
From United States, Chelsea
Very good observations but then again I agree with you.
The problem arises when employers select the wrong people for their managerial positions for the wrong reasons.
>How can we contribute to improve the situation?<
Hire competent employees who have adequate or better talent for their jobs.
It is the lack of adequate talent that causes most managers to fail.
There is little an employer can do to increase an employee's job talent so talent must be hired.
Bob Gately
From United States, Chelsea
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list.php?query=Manager
https://www.citehr.com/download-list...uery=Attrition
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list.php?query=Manager
https://www.citehr.com/download-list...uery=Attrition
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
HI Hiten
Its interesting to read your email and the maturity of the observation. I am in to manufacturing, engineering set up for the past 12 yrs. I do agree with you the genuine ned to update and improve the behavior values of an individual from pure professional point of view to manage the "inner" change instead of "outer" materialistic change.
Often employers are in urge to look out for some one with 10 to 20 % of expectations in the interview panel that just spans for an hour or so.
I used to interview lot of people and i have devised a methodology of situation based questionnaire on topics like decision making, planing and organization, Technical, leadership, communication, diversity, etc....as my weightage is close to 50% apart from real core exp. of 50% to select a candidate based on consensus.
Thanks
Kannan
Its interesting to read your email and the maturity of the observation. I am in to manufacturing, engineering set up for the past 12 yrs. I do agree with you the genuine ned to update and improve the behavior values of an individual from pure professional point of view to manage the "inner" change instead of "outer" materialistic change.
Often employers are in urge to look out for some one with 10 to 20 % of expectations in the interview panel that just spans for an hour or so.
I used to interview lot of people and i have devised a methodology of situation based questionnaire on topics like decision making, planing and organization, Technical, leadership, communication, diversity, etc....as my weightage is close to 50% apart from real core exp. of 50% to select a candidate based on consensus.
Thanks
Kannan
Hi !
I could find two ways to address the situation:
1 To check for managerial abilities during selection procedure.
2 Develop the managerial abilities after joining.
for the first option I tried Psychometric Tests and Tests for Emotional Intelligence. Here the issues encountered were below average understanding of English and lack knowledge of terminologies used in Psychology. Further, the candidates try to give answers which they feel they should give in order to 'look nice / good'. And in the process they give answers which are not correct about them. The self assessment concept is lost here. As such clarity about psychological terminologies is not so high amonst the line functionaries.
While the second option can be give an attempt but requires time for training and it is difficult to address the need of a number of managers at a time. Usually the managers do not open up in presence of other managers. So in soft skill related aspects, group sessions are not so useful. Another fact that average tenure is just around 2 years in managerial positions. So that makes things more difficult as you cant develop managerial abilities in just short time.
You might be thinking that I am sharing problems / challenges only. But despite the problems in developing managerial abilities, I have kept working on it. though the first option I have given up.
I would like to share your opinions on this and would be very obliged if you can share some aspects of your questionnaire in detail.
Thanks !
- Hiten
From India, New Delhi
I could find two ways to address the situation:
1 To check for managerial abilities during selection procedure.
2 Develop the managerial abilities after joining.
for the first option I tried Psychometric Tests and Tests for Emotional Intelligence. Here the issues encountered were below average understanding of English and lack knowledge of terminologies used in Psychology. Further, the candidates try to give answers which they feel they should give in order to 'look nice / good'. And in the process they give answers which are not correct about them. The self assessment concept is lost here. As such clarity about psychological terminologies is not so high amonst the line functionaries.
While the second option can be give an attempt but requires time for training and it is difficult to address the need of a number of managers at a time. Usually the managers do not open up in presence of other managers. So in soft skill related aspects, group sessions are not so useful. Another fact that average tenure is just around 2 years in managerial positions. So that makes things more difficult as you cant develop managerial abilities in just short time.
You might be thinking that I am sharing problems / challenges only. But despite the problems in developing managerial abilities, I have kept working on it. though the first option I have given up.
I would like to share your opinions on this and would be very obliged if you can share some aspects of your questionnaire in detail.
Thanks !
- Hiten
From India, New Delhi
Dear Sir,
give a man a fish and you have fed him for a day. Teach a man to fish and you have fed him for life.
Thanks for the link provided. It has got very good material. I am fed for the day. But one problem I encountered is that in the page through link was supposed to be followed by three more pages. After going through the first page, when I clicked on page 2, it opened in to the larger (unscreened for manageral skills) bank which had more than 20 pages. How to access the screened bank?
Further, earlier I tried to type the topic in "type search query" and I got the list of posts but not the such type of bank of ppts. Please teach me to fish.
Also I wanted to discuss and have views and experience of others. So I put the post for discussion.
Thanks again !
- Hiten
From India, New Delhi
give a man a fish and you have fed him for a day. Teach a man to fish and you have fed him for life.
Thanks for the link provided. It has got very good material. I am fed for the day. But one problem I encountered is that in the page through link was supposed to be followed by three more pages. After going through the first page, when I clicked on page 2, it opened in to the larger (unscreened for manageral skills) bank which had more than 20 pages. How to access the screened bank?
Further, earlier I tried to type the topic in "type search query" and I got the list of posts but not the such type of bank of ppts. Please teach me to fish.
Also I wanted to discuss and have views and experience of others. So I put the post for discussion.
Thanks again !
- Hiten
From India, New Delhi
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Attrition-rate. xls