In my company, every month 10 to 15 staff (down level) are moving from one company to another. Even though it's normal in Tirupur culture, I want to control this trend in some way.
Actually, the reason is not only salary. The young staff, aged between 20 - 25, are not willing to work continuously.
If anyone has faced this problem, please give me some nice suggestions...
From India, Coimbatore
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Actually, the reason is not only salary. The young staff, aged between 20 - 25, are not willing to work continuously.
If anyone has faced this problem, please give me some nice suggestions...
From India, Coimbatore
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My Dear,
You will need to issue a circular to all employees to extend the notice period for your employees. For example, previously it was one month, but now it is extended to three months. Employees who are relieved before the end of the notice period will have to pay money to the company.
I have completed this process and have achieved good results on this issue.
N.R.KMURTHY Manager-HR
From India, Hyderabad
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2You will need to issue a circular to all employees to extend the notice period for your employees. For example, previously it was one month, but now it is extended to three months. Employees who are relieved before the end of the notice period will have to pay money to the company.
I have completed this process and have achieved good results on this issue.
N.R.KMURTHY Manager-HR
From India, Hyderabad
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By extending the notice period from one to three months, I do not think that the attrition rate will fall. Labour turnover is certainly a serious issue in the private sector. A lot of studies have also been conducted about it. While major theories focus on job satisfaction, work environment, and employee relations, salary and perks contribute only a smaller share. However, if you verify the work environment and job satisfaction that a government employee gets from his job, you will find it to be minimal, yet the attrition rate is very low. This is because of one factor only - job security.
In the private sector, the attrition rate could be lower if we could provide job security. An establishment that does not provide at least for statutory social security measures like EPF and ESI will face more attrition than an establishment that provides for such measures and ensures old age or superannuation benefits. In the globalized business world, even though the salary offered is very high, many find the job to be insecure due to the absence of good schemes, resulting in a high attrition rate.
Therefore, the employer should take ownership of high labour turnover rather than accusing employees. To start with, offering security could lead to a downward trend in the attrition rate.
Regards,
Madhu.T.K
From India, Kannur
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In the private sector, the attrition rate could be lower if we could provide job security. An establishment that does not provide at least for statutory social security measures like EPF and ESI will face more attrition than an establishment that provides for such measures and ensures old age or superannuation benefits. In the globalized business world, even though the salary offered is very high, many find the job to be insecure due to the absence of good schemes, resulting in a high attrition rate.
Therefore, the employer should take ownership of high labour turnover rather than accusing employees. To start with, offering security could lead to a downward trend in the attrition rate.
Regards,
Madhu.T.K
From India, Kannur
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