Dear All Please provide me with the Latest HR Techniques to minimize the Attrition rate. Regards, Dinesh chandra sharma
From India, Gurgaon
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From India, Gurgaon
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Hi, For reducing Attrition Rate, the best technique is to use "HR Practice" in the organization. And also by improving the IR - Industrial Relations part, the Attrition Rate will surely decrease.
From India, Pune
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74From India, Pune
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Training programmes are the first affected area when management wants to cut costs. Please help me in providing answer for this
From India, Mumbai
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From India, Mumbai
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Dear All,
I am working for a manufacturing company in Goa. Our total permanent workers are around 125, and managerial staff around 100.
I would like to know the systematic approach for the layoff of workers. In view of the high cost of raw material and shortages of raw materials, we would like to go for a layoff. Kindly guide me on the following:
1. What is the notice period required for permanent workers? What about those on probation? Can staff be retrenched based on a layoff?
2. We have a union for 125 workers. Should we give notice to the union? If yes, when?
3. Are we supposed to inform the regional Labour Commissioner as well? If so, before retrenchment or afterwards?
4. What should be the compensation paid to retrenched workers?
5. Can we lay off workers for a few months and then rehire them as per requirement?
6. If the union disagrees with the layoff, what should be done?
Please give your valuable suggestions.
Santosh
From India, Pune
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I am working for a manufacturing company in Goa. Our total permanent workers are around 125, and managerial staff around 100.
I would like to know the systematic approach for the layoff of workers. In view of the high cost of raw material and shortages of raw materials, we would like to go for a layoff. Kindly guide me on the following:
1. What is the notice period required for permanent workers? What about those on probation? Can staff be retrenched based on a layoff?
2. We have a union for 125 workers. Should we give notice to the union? If yes, when?
3. Are we supposed to inform the regional Labour Commissioner as well? If so, before retrenchment or afterwards?
4. What should be the compensation paid to retrenched workers?
5. Can we lay off workers for a few months and then rehire them as per requirement?
6. If the union disagrees with the layoff, what should be done?
Please give your valuable suggestions.
Santosh
From India, Pune
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There are no 'new techniques'. The basics are the same as ever.
Companies with low attrition focus on 4 things:
1. Employees feel empowered. They get to make decisions that affect their work. They are in some control of their lives.
2. Employees feel that they are progressing in their careers.
3. Employees have good relationships with their workmates and management. The company can promote this through social events.
4. Employees feel that they are 'part of something bigger than themselves'. Ideally, the company should have a vision that is not just about making money for the owner. (This is why people will work for charities for years without pay)
Working on any of these things will lower attrition. Working on multiple (or all) of them will drastically improve employee retention.
From India, Mumbai
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Companies with low attrition focus on 4 things:
1. Employees feel empowered. They get to make decisions that affect their work. They are in some control of their lives.
2. Employees feel that they are progressing in their careers.
3. Employees have good relationships with their workmates and management. The company can promote this through social events.
4. Employees feel that they are 'part of something bigger than themselves'. Ideally, the company should have a vision that is not just about making money for the owner. (This is why people will work for charities for years without pay)
Working on any of these things will lower attrition. Working on multiple (or all) of them will drastically improve employee retention.
From India, Mumbai
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