Dear All,
I am working as an HR (Recruitment) in an Insurance Company. There is a problem regarding the attrition of employee strength. I recruit 30-60 candidates every month, but they are not stable. Due to that, I found a 75% attrition rate out of 100%. This is the biggest problem for our company and business. I always give my best, but I am unable to handle this issue.
Please suggest what I should do to control it.
Thanks & Regards,
Muskan Sharma
From India, Delhi
3I am working as an HR (Recruitment) in an Insurance Company. There is a problem regarding the attrition of employee strength. I recruit 30-60 candidates every month, but they are not stable. Due to that, I found a 75% attrition rate out of 100%. This is the biggest problem for our company and business. I always give my best, but I am unable to handle this issue.
Please suggest what I should do to control it.
Thanks & Regards,
Muskan Sharma
From India, Delhi
Dear Muskan,
The rate of attrition in an organization of 5-15% seems to be a common problem for the overall corporate world. If the attrition rate rises above this range, it becomes a significant challenge for HR. If the rate of employees quitting or leaving their jobs exceeds 50%, then it becomes a serious issue. It is necessary to investigate why the attrition rate for a particular job position within the organization is high. There are several key points that may be the main reasons for the increasing attrition rate in your organization:
1. The salary/pay package is lower than that offered by competitors/other organizations for similar positions in the same location.
2. There are fewer employee benefits available in the organization.
3. Limited opportunities for career growth for employees.
4. Communication issues, such as language barriers.
5. Increased job opportunities in the market.
6. Lack of cooperation and coordination among employees in the same or different departments.
7. Autocratic or biased behavior from reporting managers/supervisors/management.
8. Inappropriate working hours.
9. Lack of implementation of effective HR policies and labor legislation within the organization.
To effectively manage employee attrition in the organization, it is essential to first identify why the attrition rate is highest within the organization. Investigate these issues and provide appropriate solutions. Once you have identified the root causes, provide training to employees after the selection process. Regular training sessions conducted by experts and collaborative employee workshops can help minimize the attrition rate over time.
Thanks & Best Regards,
From India, Hyderabad
The rate of attrition in an organization of 5-15% seems to be a common problem for the overall corporate world. If the attrition rate rises above this range, it becomes a significant challenge for HR. If the rate of employees quitting or leaving their jobs exceeds 50%, then it becomes a serious issue. It is necessary to investigate why the attrition rate for a particular job position within the organization is high. There are several key points that may be the main reasons for the increasing attrition rate in your organization:
1. The salary/pay package is lower than that offered by competitors/other organizations for similar positions in the same location.
2. There are fewer employee benefits available in the organization.
3. Limited opportunities for career growth for employees.
4. Communication issues, such as language barriers.
5. Increased job opportunities in the market.
6. Lack of cooperation and coordination among employees in the same or different departments.
7. Autocratic or biased behavior from reporting managers/supervisors/management.
8. Inappropriate working hours.
9. Lack of implementation of effective HR policies and labor legislation within the organization.
To effectively manage employee attrition in the organization, it is essential to first identify why the attrition rate is highest within the organization. Investigate these issues and provide appropriate solutions. Once you have identified the root causes, provide training to employees after the selection process. Regular training sessions conducted by experts and collaborative employee workshops can help minimize the attrition rate over time.
Thanks & Best Regards,
From India, Hyderabad
Hi Muskan,
I accept
. What he code is correct. By following all the above, you can solve the problem. Still, if there is the same problem, you can follow this:
1. First, observe from which department most of the employees are leaving.
2. Constantly interact with the HOD and other stable employees in that department.
3. Explain the problem to the superiors with data and leave the conclusion to them.
4. After this, send a letter to that HOD asking for the reason for attrition. Based on the explanation, conduct a meeting.
5. Still, I think it won't be solved 100%. One fine moment, stop recruiting employees for a month or two. If the HOD calls you for a meeting, then you can present all of these and solve the problem. However, this is a very harsh method. It may lead to strong conflict or strong friendship. It is the last preferable method.
Comments are welcome.
From India, Hyderabad
I accept
1. First, observe from which department most of the employees are leaving.
2. Constantly interact with the HOD and other stable employees in that department.
3. Explain the problem to the superiors with data and leave the conclusion to them.
4. After this, send a letter to that HOD asking for the reason for attrition. Based on the explanation, conduct a meeting.
5. Still, I think it won't be solved 100%. One fine moment, stop recruiting employees for a month or two. If the HOD calls you for a meeting, then you can present all of these and solve the problem. However, this is a very harsh method. It may lead to strong conflict or strong friendship. It is the last preferable method.
Comments are welcome.
From India, Hyderabad
Dear,
Firstly, you have to tell me for which purpose you need it. SOP means a statement for a specific purpose like for business, education, country, etc. It is easy for you and me to help you. The Statement of Purpose is the single most important part of your application that will tell the admissions committee who you are, what has influenced your career path so far, your professional interests, and where you plan to go from here.
From India, Delhi
Firstly, you have to tell me for which purpose you need it. SOP means a statement for a specific purpose like for business, education, country, etc. It is easy for you and me to help you. The Statement of Purpose is the single most important part of your application that will tell the admissions committee who you are, what has influenced your career path so far, your professional interests, and where you plan to go from here.
From India, Delhi
Dear All,
I am working as a Senior HR in a KPO industry, but the attrition rate is extremely high. I have tried to identify the causes, but the reasons provided do not account for the high attrition. There are two things I would like to learn more about:
1. Attrition analysis techniques.
2. Stay interview techniques.
Please suggest at sudeshna2002@gmail.com.
Thank you.
From India, Calcutta
I am working as a Senior HR in a KPO industry, but the attrition rate is extremely high. I have tried to identify the causes, but the reasons provided do not account for the high attrition. There are two things I would like to learn more about:
1. Attrition analysis techniques.
2. Stay interview techniques.
Please suggest at sudeshna2002@gmail.com.
Thank you.
From India, Calcutta
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