Hello Friends,
I am running a placement consultancy; in my organization, mostly employees are MBA (HR). We are facing a problem that they leave their jobs frequently. What is the reason behind this? We train freshers, and after 3-4 months, they leave their jobs.
Please provide some suggestions.
perfect11.hr@gmail.com
Perfect Solution Consultancy
From India, New Delhi
1I am running a placement consultancy; in my organization, mostly employees are MBA (HR). We are facing a problem that they leave their jobs frequently. What is the reason behind this? We train freshers, and after 3-4 months, they leave their jobs.
Please provide some suggestions.
perfect11.hr@gmail.com
Perfect Solution Consultancy
From India, New Delhi
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There are so many reason. may be work environment or job nature and main thing is salary. Could u please tell me the salary range for mba hr in your organisation.
From India
From India
yes you are right but if these things are the reason behind this then why after 3-4 month why not after 1 month,
From India, New Delhi
From India, New Delhi
Dont you take an exit interview? Would’nt you be interested in knowing the reason straight from the horse’s mouth, instead of guessing. Regards, Shikha
From India, Mumbai
From India, Mumbai
Your query is about candidates leaving their jobs very frequently. From a candidate's perspective, I can share a few points.
1) The work environment
2) The pressure to reach the target
The second point is crucial. There should be stress relief or management games conducted to help employees cope with pressure. In a consultancy where I worked, the work environment was very positive. Every Saturday, there was music playing in the office, creating a lively atmosphere without stopping work. This was something everyone enjoyed. Additionally, there was a point system implemented. Employees were divided into 2 groups, and there was a competition to see which group could place more candidates. The winning group would receive a bonus, but the rule was that each member of the winning group had to have placed at least one candidate.
Strategies should aim to motivate employees to work efficiently. I hope this information was somewhat helpful to you.
From India, Jodhpur
1) The work environment
2) The pressure to reach the target
The second point is crucial. There should be stress relief or management games conducted to help employees cope with pressure. In a consultancy where I worked, the work environment was very positive. Every Saturday, there was music playing in the office, creating a lively atmosphere without stopping work. This was something everyone enjoyed. Additionally, there was a point system implemented. Employees were divided into 2 groups, and there was a competition to see which group could place more candidates. The winning group would receive a bonus, but the rule was that each member of the winning group had to have placed at least one candidate.
Strategies should aim to motivate employees to work efficiently. I hope this information was somewhat helpful to you.
From India, Jodhpur
hello yes i think jyoti is right,to learn about all the process of recruitment practically 3-4month is sufficient.. than after they left the job...
From India, New Delhi
From India, New Delhi
Overqualified, underpaid, not up to candidates' expectations. Possibly learning the trade and moving on. Your staff may learn on the job, apply for companies in which vacancies arise, get them, and move on. Maybe divide the roles and entrust them with larger responsibilities, having the overall control, though. This present genre wants to grow faster, move faster, and doesn't want to wait.
You aren't the only one facing problems, though, which you will surely know. Maybe your consultancy can take diverse assignments. The guys will stick with them. Maybe... not sure. You are the one handling the situation and are therefore the best judge.
From India, Madras
You aren't the only one facing problems, though, which you will surely know. Maybe your consultancy can take diverse assignments. The guys will stick with them. Maybe... not sure. You are the one handling the situation and are therefore the best judge.
From India, Madras
Hi, you are looking at a short-time duration of one year. You know better, dear - so tie down the guys for 2 years. Tell them that you will help them with an ideal placement at the end of 2 years. At least you can hold them up for that time. Am I too optimistic or depressing you?
From India, Madras
From India, Madras
You should make an environment-friendly and the compensation should be good as per the current industry standards. Additionally, you should implement some extra activities in your organization, such as competitions, quizzes, games, etc. It will surely work.
From India, Delhi
From India, Delhi
Dear Perfect! (Okay, that's your username.)
I think you need to ask "them" why they are leaving. Is it the work atmosphere, culture, pressure - or even the quality of people who are working/supervising them. Reach out to them first.
No one joins a company (at least freshers) with the view of quitting the job immediately. After all, their profile will bleed if there is no stability observed in any jobs.
From India, Madras
I think you need to ask "them" why they are leaving. Is it the work atmosphere, culture, pressure - or even the quality of people who are working/supervising them. Reach out to them first.
No one joins a company (at least freshers) with the view of quitting the job immediately. After all, their profile will bleed if there is no stability observed in any jobs.
From India, Madras
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