Dear Team, Please advise if any of you have soultion on how to avoid the Attrition rate . Advise if you have any activities etc etc. Regards Veena Kangralkar
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Dear Veena,
Are you talking about controlling employee attrition? If yes then you could have searched this website. Time and again this query is asked in this forum or somewhere else. Anyway click the following two links:
I intend to build a metrics for attrition rate under each manager. Can some one help if you already have one? | LinkedIn
https://www.citehr.com/305650-attrit...ml#post1381830
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
7881Are you talking about controlling employee attrition? If yes then you could have searched this website. Time and again this query is asked in this forum or somewhere else. Anyway click the following two links:
I intend to build a metrics for attrition rate under each manager. Can some one help if you already have one? | LinkedIn
https://www.citehr.com/305650-attrit...ml#post1381830
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear Ms. Veena Kangralkar
I agree to Mr. Dinesh. Do consider my views/opinion.
First, you must find out the FACTORS associated with ATTRITION. Based on your study, analyze which factors can be controlled to bring down ATTRITION.
1) Its all about meeting your employee's requirements based on their PERFORMANCE. A ETHICAL & UNBAISED PMS must be in pace if you want to succeed in measuring employee performance. Just find out, to what extent you can meet your employee's requirements - FINANCIAL & NON FINANCIAL.
2) Moreover, work culture is also very much important and please do try your best improve it as much as you can,
3) Management behaviour and their leadership style will have more impact on your employees performances.
4) If employee is recognised for his merits and performance, this will help him to continue further with more enthusiasm. EMPLOYEE PRECOGNITION & REWARD MANAGEMENT.
4) Is your organisation's promoting a LEARNING CULTURE supporting employees LEARNING & DEVELOPMENT PROCESS?
5) The most important thing is that "HIRING A RIGHT EMPLOYEE WITH RIGHT SKILLS / KNOWLEDGE / ATTITUDE / COMPETENCIES FOR THE RIGHT JOB". Do focus on recruitment skills.
Well, i might have missed few points. As of now, please start your analysis. You will be in a better position to share more inputs than me.
With profound regards
From India, Chennai
I agree to Mr. Dinesh. Do consider my views/opinion.
First, you must find out the FACTORS associated with ATTRITION. Based on your study, analyze which factors can be controlled to bring down ATTRITION.
1) Its all about meeting your employee's requirements based on their PERFORMANCE. A ETHICAL & UNBAISED PMS must be in pace if you want to succeed in measuring employee performance. Just find out, to what extent you can meet your employee's requirements - FINANCIAL & NON FINANCIAL.
2) Moreover, work culture is also very much important and please do try your best improve it as much as you can,
3) Management behaviour and their leadership style will have more impact on your employees performances.
4) If employee is recognised for his merits and performance, this will help him to continue further with more enthusiasm. EMPLOYEE PRECOGNITION & REWARD MANAGEMENT.
4) Is your organisation's promoting a LEARNING CULTURE supporting employees LEARNING & DEVELOPMENT PROCESS?
5) The most important thing is that "HIRING A RIGHT EMPLOYEE WITH RIGHT SKILLS / KNOWLEDGE / ATTITUDE / COMPETENCIES FOR THE RIGHT JOB". Do focus on recruitment skills.
Well, i might have missed few points. As of now, please start your analysis. You will be in a better position to share more inputs than me.
With profound regards
From India, Chennai
Dear Veena,
Firstly you have to finding out what are the reason which leading attriation in your co
after getting to know you can apply measure accordingly
you can practices exist interview to know the reason or some survey on why people leaving your organisation
Thanks
Regards
Shubhangi D Kale
From India, Kolhapur
Firstly you have to finding out what are the reason which leading attriation in your co
after getting to know you can apply measure accordingly
you can practices exist interview to know the reason or some survey on why people leaving your organisation
Thanks
Regards
Shubhangi D Kale
From India, Kolhapur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Thing syou should avoid in interview.pptx
Microsoft PowerPoint - Topics to avoid during a conversation.pd f
How To Avoid 25 Acts of Body Language.doc