Dear Member, I am working as a HR in a Pharmaceutical Organization. Presently we have a 39.07% Attrition Rate in our organization, I request all members to help me in controlling this attrition rate. Can you suggest what steps can be taken to reduce this Attrition?
I request any Phamra HR's to help me in solving this issue. Waiting for your valuable reply
-- Tejesh
From India, Mumbai
155I request any Phamra HR's to help me in solving this issue. Waiting for your valuable reply
-- Tejesh
From India, Mumbai
Dear Members,
I am working as a HR in a Retail Organization and has 3+ year of total work exp in mostly in the Recuritment in the IT companiies, and last 4 months in the retail. I am very much keen on the Gen HR roles but i am not able to get into Gen HR as moost ofmyexp is into recuritment. Can anybody please tell is it possible for me to get into Gen HR n how should i prepare for the interview.
Shree
From India, Bangalore
I am working as a HR in a Retail Organization and has 3+ year of total work exp in mostly in the Recuritment in the IT companiies, and last 4 months in the retail. I am very much keen on the Gen HR roles but i am not able to get into Gen HR as moost ofmyexp is into recuritment. Can anybody please tell is it possible for me to get into Gen HR n how should i prepare for the interview.
Shree
From India, Bangalore
Do check with the following links. Hope these may be of little use..
https://www.citehr.com/234114-ten-te...employees.html
https://www.citehr.com/234590-how-keep-good-ones.html
<link no longer exists - removed>
From India, Bangalore
https://www.citehr.com/234114-ten-te...employees.html
https://www.citehr.com/234590-how-keep-good-ones.html
<link no longer exists - removed>
From India, Bangalore
Dear Tejesh,
First collect the details of people left the organisation thro' an exit interview. Analyse the data and find out the root cause for people leaving the organisation. Try to work out possible solutions to reduce attrition thro' motivation and employee involvement practises. Also present the study to your top managment.
Regards
N.Lakshminarasimhan
From India, Madras
First collect the details of people left the organisation thro' an exit interview. Analyse the data and find out the root cause for people leaving the organisation. Try to work out possible solutions to reduce attrition thro' motivation and employee involvement practises. Also present the study to your top managment.
Regards
N.Lakshminarasimhan
From India, Madras
HI
Thanks for you all for suggesting me, actually we have more attrition at Entry Level..we are selecting and training them, and in 4 or months there are leaving us....we offering a good package to them, instead of that also so much attrition.....
Can you suggest me some more steps to control atttition.
-- Tejesh
From India, Mumbai
Thanks for you all for suggesting me, actually we have more attrition at Entry Level..we are selecting and training them, and in 4 or months there are leaving us....we offering a good package to them, instead of that also so much attrition.....
Can you suggest me some more steps to control atttition.
-- Tejesh
From India, Mumbai
Hi Tejesh, Even thou you are offering high package the attrition rate is more in entry level means is it in the field of sales/marketing...
From India, Raipur
From India, Raipur
Dear Tejesh,
Keep a retention amount in salary for entry level that is Let say their salary is 15000/- per month keep a retention of Rs 1000 a month and pay them once they complete 1 year with your company that you can make them understand that it is going to be their savings with company and in that way to get 12000 at end of one year they will remain with you
Second option is find the facts and faults in training as fresher & Entry level people you cant give me pressure until they complete 5 months give them formats where in a systematic approach as to fresher are going to be youngsters and they have hot blood so its HR responsibility to make them cool when needed to retain them.....
Final option is go for counseling have exit interview and find reasons as to why they leave..... u must be having questionnaire if not mail me or call me
or 09377561255
Thanks & Regards,
Hiral
From India, Vadodara
Keep a retention amount in salary for entry level that is Let say their salary is 15000/- per month keep a retention of Rs 1000 a month and pay them once they complete 1 year with your company that you can make them understand that it is going to be their savings with company and in that way to get 12000 at end of one year they will remain with you
Second option is find the facts and faults in training as fresher & Entry level people you cant give me pressure until they complete 5 months give them formats where in a systematic approach as to fresher are going to be youngsters and they have hot blood so its HR responsibility to make them cool when needed to retain them.....
Final option is go for counseling have exit interview and find reasons as to why they leave..... u must be having questionnaire if not mail me or call me
Thanks & Regards,
Hiral
From India, Vadodara
Dear Tejesh,
You are welcome but make sure you put the right words for it. As this is going to be a big decision also they will consider the cost.... but you can explain them by telling recruitment cost is getting double & we can retain them by half of the cost of it.... and can get good results.... may be they will understand....
Frankly speaking i have been working for recruitments for Pharma sector only for 2 years and you will see highest turnover there as a factor....
Reasons are:
1. Pay packager
2. expertise in specific area
3. competitors company wants to know the new things happening in the company
4. most imp is politics as seniors will only let go ahead who are in their good books leading to dissatisfaction in others minds.
If you can work on these four areas am sure you will be less worried for attrition.
Regards,
Hiral.
From India, Vadodara
You are welcome but make sure you put the right words for it. As this is going to be a big decision also they will consider the cost.... but you can explain them by telling recruitment cost is getting double & we can retain them by half of the cost of it.... and can get good results.... may be they will understand....
Frankly speaking i have been working for recruitments for Pharma sector only for 2 years and you will see highest turnover there as a factor....
Reasons are:
1. Pay packager
2. expertise in specific area
3. competitors company wants to know the new things happening in the company
4. most imp is politics as seniors will only let go ahead who are in their good books leading to dissatisfaction in others minds.
If you can work on these four areas am sure you will be less worried for attrition.
Regards,
Hiral.
From India, Vadodara
Dear Tejesh
First, list out of the left employees for the last two years and analyze the root cause of their leaving the organization. Very few write down their actual reasons in the exit interview questionnair. That is the reason, take one-to-one interview with the concerned. Assure the confidentiality first and get the actual reasons. Analyse the reasons.
Based on the feedback, re-visit the policies, if it is policy-related. Escalate to the higher level, in case the reasons are related to group dynamics, etc.
Regards
vsure
From India, Hyderabad
First, list out of the left employees for the last two years and analyze the root cause of their leaving the organization. Very few write down their actual reasons in the exit interview questionnair. That is the reason, take one-to-one interview with the concerned. Assure the confidentiality first and get the actual reasons. Analyse the reasons.
Based on the feedback, re-visit the policies, if it is policy-related. Escalate to the higher level, in case the reasons are related to group dynamics, etc.
Regards
vsure
From India, Hyderabad
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Attrition Control and Retention Strategies for Changing times.ppt
Attrition-rate. xls