Hi all,
I have joined a company as an Executive in Talent Acquisition. I can see that the attrition rate is very high here. I have been given the responsibility to control it. I would like to know how to handle this situation. What steps can be taken to retain and motivate employees on a regular basis?
Thank you.
From India, Chennai
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I have joined a company as an Executive in Talent Acquisition. I can see that the attrition rate is very high here. I have been given the responsibility to control it. I would like to know how to handle this situation. What steps can be taken to retain and motivate employees on a regular basis?
Thank you.
From India, Chennai
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Dear Shabnam,
Employing an Executive in Talent Acquisition and telling her to reduce the attrition of the company is preposterous. Managing manpower attrition is a very complex issue, and many times, the causes of manpower attrition are intrinsic. Your lower-level designation could pose a problem for you.
Nevertheless, the first step is to study the causes of attrition. For this, you need to conduct attrition analysis. Earlier, I had given an exhaustive reply about attrition analysis. Check the following link to refer to it: https://www.citehr.com/519562-employ...ml#post2211229
Conduct the analysis on the points mentioned in the above link. After that, you may come back to seek further advice.
Thanks,
Dinesh Divekar
From India, Bangalore
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8034Employing an Executive in Talent Acquisition and telling her to reduce the attrition of the company is preposterous. Managing manpower attrition is a very complex issue, and many times, the causes of manpower attrition are intrinsic. Your lower-level designation could pose a problem for you.
Nevertheless, the first step is to study the causes of attrition. For this, you need to conduct attrition analysis. Earlier, I had given an exhaustive reply about attrition analysis. Check the following link to refer to it: https://www.citehr.com/519562-employ...ml#post2211229
Conduct the analysis on the points mentioned in the above link. After that, you may come back to seek further advice.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Shabnam,
Firstly, you should find out the attrition rate in your company. Then, find the common reasons behind attrition. Separate this data by level of management to determine which level of management has what rate of attrition. This information serves as background for you to choose a course of action to control the attrition rate.
From India, Mumbai
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Firstly, you should find out the attrition rate in your company. Then, find the common reasons behind attrition. Separate this data by level of management to determine which level of management has what rate of attrition. This information serves as background for you to choose a course of action to control the attrition rate.
From India, Mumbai
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Attrition is complex, and there are many reasons why employees resign. In general, it is due to dissatisfaction with (a) pay, (b) quality of supervision, (c) colleagues/team members, and (d) lack of promotional prospects and career advancement. As advised by others, the most important concern is to find out the turnover data and which particular department or type of positions are most vulnerable.
From Singapore, Singapore
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From Singapore, Singapore
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RECENT TRENDS IN TALENT ACQUISITION AND RETENTION.pdf
Effective employee retention strategies-BPO. doc