Hi Professionals,
I am facing a question in interviews :
What are the measures taken to reduce the attrition ??
Please help me with good writeups or ppts
Thanks in anticipation
Chary
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=Y2hzY2hhcnlAZ21haWwuY2 9t[/IMG]
From India, Bangalore
I am facing a question in interviews :
What are the measures taken to reduce the attrition ??
Please help me with good writeups or ppts
Thanks in anticipation
Chary
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=Y2hzY2hhcnlAZ21haWwuY2 9t[/IMG]
From India, Bangalore
Hello
Check some points for retention in our organization.
These statement is prepared by me, if you can add some points let me know.
Recruitment Procedure: Recruitment is basically finding suitable candidates for a job. XXXXXXX has introduced Employee Referral Scheme in their organization and they had hired Management Consultancy service for filling up vacancies in the XXXXXXX. XXXXXXX has to make reference check mandatory as soon as approval of the short listed candidate is received.
Induction Procedure: Induction is the First impression you give to new entrants.
Induction is the first step in creating rewarding and interesting career paths for new entrants. If induction is performed well, it can create associates who are informed and confident, and ultimately save organizations time and money. The new joinee in XXXXXXX should be made to go through a Familiarization/Orientation Programme to ensure that there is vision, mission and goal congruence for the organization and the new candidate. Initiating a strong bond with the employee at the beginning ensures longer attachment and commitment.
Familiarization Programme should include introduction to:
Organizational History and Vision: Every Organization has its own History, The managers has to explain about the organizational history for newly joined employees. The manager has to clearly discuss the past working nature of that particular organization. Vision of the organization has to be specified by the managers to new employees, o that they can clearly understand about the seeds of the Organizational tree.
Company’s objectives, Mission and past performance: Every Company has certain set of objectives according to their nature of working. Objectives of organization have to be mentioned in the booklet given to the new employees of the organization. The company mission has to be known by the employee of every organization for the good working conditions of the employee. The employee has to work according to the mission of the organization. Past performance of the organization will considered very important in the induction of employees.
Department’s Target and Goals: Targets are today’s integral part of our life. The targets are always set much higher than what we can normally achieve or do. This is something which is the order of the day irrespective of all the professionalism, performance management techniques, KRA setting techniques etc. In many situations people use words goals and objectives as interchangeable. Yet, in the context of goal setting, the difference between goals and objectives has an important practical meaning.Objectives are also goals, but they are down the hierarchy. They are sub goals set with the only purpose to serve your goals.
Goal Congruence of the organization:Having goals in organization is important. For some, merely creating goals brings about a positive change. When you make a goal, you are creating an exciting challenge for yourself. To make sure you meet that challenge with the right tools, you will need to do three things.
- The first step is to write your goal down on paper. This may seem like a simple step, but it makes your goal visible and tangible.
- You may have a goal of losing weight. This alone seems like a difficult thing to do. But when we break this goal down into its different parts, these smaller goals become easier to handle.
- With so many things to do during your busy day, your goals can sometimes be put aside. Write yourself a reminder, and place it where it will be seen often.
Reporting Hierarchy: The Daily reports should be prepared by the CDO’s and they has to submit their reports to their respective ABM’s and ABM’s has to report to DM’s and DM’s has to submit their reports to NSM, both NSM and NBDM has to discuss with GM about the product improvement and incentives for the CDO’s along with MD of the Organization. The Hierarchy of reporting should not get deviated form continuous flow of the organization.
Job Description and key Responsibility Area: Job description is a document that lists the job title and the responsibilities of a particular job and the skills and qualifications required of the employee. It only gives you general information but KRA means a specific result area within a performance area, for a particular role you are playing. It has measures and timelines. The KRA's are not job descriptions but they do arise from the job description but are not a collective ‘whole’ of all job activities put together.
CTC (cost to company) plan and Incentives: CTC structuring creates a greater employee awareness of the value of their benefits, taking the pressure off salary increases and in turn making it easier to retain staff. In XXXXXXX, the organization is providing Incentives to the field staff based on the Targets. XXXXXXX is providing both Monetary and Non Monetary benefits like cash rewards and Bikes paid Vacations to their employees Incentives in XXXXXXX are like Fuel to Fire to employees.
Performance measures used by the Organization: Performance measurement in XXXXXXX is the ongoing monitoring and reporting of program accomplishments, particularly progress towards pre-established goals.Performance measures in XXXXXXX tell us something important about our products, services, and the processes that produce them. Effective
Performance measures can let us know:
· How well we are doing
· If we are meeting our goals
· If our customers are satisfied.
New Joinee’s contribution to Organization: In XXXXXXX newly joined employees will explore to the field by providing them a proper Training. New employee has to show their skill and commitment in meeting doctors and chemist in the field and reaching their Targets. XXXXXXX is spending huge sum on each new employees by providing them Training, issuing Kit bags. The managers have to give proper Induction to the employees.
Norms of the Company: The visible methods of a company include: Plans, Policies, and Procedures.Company Norms is an expanded list of organizational norms that help and hinder performance. XXXXXXX norms are expected to make significance contribution towards enabling the employees to set Goals and reach their Targets. New and existing employees have to work according to the norms of XXXXXXX.
Motivation: Motivation is a life-blood to XXXXXXX. Motivation is required at all Levels. XXXXXXX’s Motivation is a prerequisite for the workforce of an Organization for better performance each time. Motivation tackles all major issues of the workforce in XXXXXXX.In XXXXXXXlower level needs had to be satisfied before the next higher level need would motivate employees. Loyalty Bonus has been introduced as a motivational policy for long service employees paid family vacation of 3-5 days for employees who have completed 5 years in XXXXXXX.
Work-Life Balance:
Meaningful Achievement and Enjoyment in XXXXXXX are four life quadrants: Work, Family, Friends and Self.
Work-Life Balance does not mean an equal balance. XXXXXXX is trying to schedule an equal number of hours for employees to various works and personal activities. The employees in XXXXXXX have to balance their personal activities, by not disturbing their official work.
The right balance for today will probably be different for tomorrow. The right balance when employee are single will be different when they are married, or if he have children; when employee start a new career versus when they are nearing retirement.
Achievement and Enjoyment are the front and back of the coin of value in life. Employee can't have one without the other, Trying to live a one sided life is why so many "Successful" people are not happy, or not nearly as happy as they should be.
Rewards and Recognition: XXXXXXX employees will get rewards and recognitions according to their working nature; XXXXXXX is always come forward to reward the employees those who attain their top sales activities in the field.
Job enrichment: Job enrichment as we all know is nothing but process of giving the employees a wider and higher level of responsibility along with increased decision making authority.Enrichment probably means creating the culture that enriches the experience and professional development of all employees.
Job Enrichment is the addition to a job of tasks that increase the amount of employee control or responsibility. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.
Skill Enhancement: Skill enhancement through Training Programme in XXXXXXX will enhance productivity and address issues like stagnancy and monotony in job and help in retaining employees. Skills enhancement or training in XXXXXXX is a problem solving approach, allowing the use of a structured, modification program to overcome weaknesses in employee skill development. It involves many of the same stages as construction of a behavioral modification program, but with a specific goal of increasing skill useful for employee interaction in the future.
SIX SIGMA at Executive Level
Grievance settlement: XXXXXXX enable Transfer’s as and when requested to ensure that the employee is contended and gives maximum output. An employee with a grievance shall first discuss it with their immediate supervisor.
If the employee is not satisfied with the outcome of action taken under above then the employee may refer the grievance to the Head.
The management of XXXXXXX, on being notified of the existence of a grievance, will act promptly to have the matter resolved.
Exit Interviews: Exit Interview conducted as an employee leaves the employment of an organization. The purpose of the interview is to obtain feedback about the general feelings of the employee in terms of seeking ways to improve the organization. Since the employee is no longer employed at the organization, this may lead to a frank discussion of employment issues. XXXXXXX is very keen in taking up Exit interview form the employees, who are leaving the organization; The HR of XXXXXXX will be taking Exit interview form the employees leaving the organization.
Regards
Tejesh......
From India, Mumbai
155Check some points for retention in our organization.
These statement is prepared by me, if you can add some points let me know.
Recommendation for Retention
Recruitment Procedure: Recruitment is basically finding suitable candidates for a job. XXXXXXX has introduced Employee Referral Scheme in their organization and they had hired Management Consultancy service for filling up vacancies in the XXXXXXX. XXXXXXX has to make reference check mandatory as soon as approval of the short listed candidate is received.
Induction Procedure: Induction is the First impression you give to new entrants.
Induction is the first step in creating rewarding and interesting career paths for new entrants. If induction is performed well, it can create associates who are informed and confident, and ultimately save organizations time and money. The new joinee in XXXXXXX should be made to go through a Familiarization/Orientation Programme to ensure that there is vision, mission and goal congruence for the organization and the new candidate. Initiating a strong bond with the employee at the beginning ensures longer attachment and commitment.
Familiarization Programme should include introduction to:
Organizational History and Vision: Every Organization has its own History, The managers has to explain about the organizational history for newly joined employees. The manager has to clearly discuss the past working nature of that particular organization. Vision of the organization has to be specified by the managers to new employees, o that they can clearly understand about the seeds of the Organizational tree.
Company’s objectives, Mission and past performance: Every Company has certain set of objectives according to their nature of working. Objectives of organization have to be mentioned in the booklet given to the new employees of the organization. The company mission has to be known by the employee of every organization for the good working conditions of the employee. The employee has to work according to the mission of the organization. Past performance of the organization will considered very important in the induction of employees.
Department’s Target and Goals: Targets are today’s integral part of our life. The targets are always set much higher than what we can normally achieve or do. This is something which is the order of the day irrespective of all the professionalism, performance management techniques, KRA setting techniques etc. In many situations people use words goals and objectives as interchangeable. Yet, in the context of goal setting, the difference between goals and objectives has an important practical meaning.Objectives are also goals, but they are down the hierarchy. They are sub goals set with the only purpose to serve your goals.
Goal Congruence of the organization:Having goals in organization is important. For some, merely creating goals brings about a positive change. When you make a goal, you are creating an exciting challenge for yourself. To make sure you meet that challenge with the right tools, you will need to do three things.
- The first step is to write your goal down on paper. This may seem like a simple step, but it makes your goal visible and tangible.
- You may have a goal of losing weight. This alone seems like a difficult thing to do. But when we break this goal down into its different parts, these smaller goals become easier to handle.
- With so many things to do during your busy day, your goals can sometimes be put aside. Write yourself a reminder, and place it where it will be seen often.
Reporting Hierarchy: The Daily reports should be prepared by the CDO’s and they has to submit their reports to their respective ABM’s and ABM’s has to report to DM’s and DM’s has to submit their reports to NSM, both NSM and NBDM has to discuss with GM about the product improvement and incentives for the CDO’s along with MD of the Organization. The Hierarchy of reporting should not get deviated form continuous flow of the organization.
Job Description and key Responsibility Area: Job description is a document that lists the job title and the responsibilities of a particular job and the skills and qualifications required of the employee. It only gives you general information but KRA means a specific result area within a performance area, for a particular role you are playing. It has measures and timelines. The KRA's are not job descriptions but they do arise from the job description but are not a collective ‘whole’ of all job activities put together.
CTC (cost to company) plan and Incentives: CTC structuring creates a greater employee awareness of the value of their benefits, taking the pressure off salary increases and in turn making it easier to retain staff. In XXXXXXX, the organization is providing Incentives to the field staff based on the Targets. XXXXXXX is providing both Monetary and Non Monetary benefits like cash rewards and Bikes paid Vacations to their employees Incentives in XXXXXXX are like Fuel to Fire to employees.
Performance measures used by the Organization: Performance measurement in XXXXXXX is the ongoing monitoring and reporting of program accomplishments, particularly progress towards pre-established goals.Performance measures in XXXXXXX tell us something important about our products, services, and the processes that produce them. Effective
Performance measures can let us know:
· How well we are doing
· If we are meeting our goals
· If our customers are satisfied.
New Joinee’s contribution to Organization: In XXXXXXX newly joined employees will explore to the field by providing them a proper Training. New employee has to show their skill and commitment in meeting doctors and chemist in the field and reaching their Targets. XXXXXXX is spending huge sum on each new employees by providing them Training, issuing Kit bags. The managers have to give proper Induction to the employees.
Norms of the Company: The visible methods of a company include: Plans, Policies, and Procedures.Company Norms is an expanded list of organizational norms that help and hinder performance. XXXXXXX norms are expected to make significance contribution towards enabling the employees to set Goals and reach their Targets. New and existing employees have to work according to the norms of XXXXXXX.
Motivation: Motivation is a life-blood to XXXXXXX. Motivation is required at all Levels. XXXXXXX’s Motivation is a prerequisite for the workforce of an Organization for better performance each time. Motivation tackles all major issues of the workforce in XXXXXXX.In XXXXXXXlower level needs had to be satisfied before the next higher level need would motivate employees. Loyalty Bonus has been introduced as a motivational policy for long service employees paid family vacation of 3-5 days for employees who have completed 5 years in XXXXXXX.
Work-Life Balance:
Meaningful Achievement and Enjoyment in XXXXXXX are four life quadrants: Work, Family, Friends and Self.
Work-Life Balance does not mean an equal balance. XXXXXXX is trying to schedule an equal number of hours for employees to various works and personal activities. The employees in XXXXXXX have to balance their personal activities, by not disturbing their official work.
The right balance for today will probably be different for tomorrow. The right balance when employee are single will be different when they are married, or if he have children; when employee start a new career versus when they are nearing retirement.
Achievement and Enjoyment are the front and back of the coin of value in life. Employee can't have one without the other, Trying to live a one sided life is why so many "Successful" people are not happy, or not nearly as happy as they should be.
Rewards and Recognition: XXXXXXX employees will get rewards and recognitions according to their working nature; XXXXXXX is always come forward to reward the employees those who attain their top sales activities in the field.
Job enrichment: Job enrichment as we all know is nothing but process of giving the employees a wider and higher level of responsibility along with increased decision making authority.Enrichment probably means creating the culture that enriches the experience and professional development of all employees.
Job Enrichment is the addition to a job of tasks that increase the amount of employee control or responsibility. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.
Skill Enhancement: Skill enhancement through Training Programme in XXXXXXX will enhance productivity and address issues like stagnancy and monotony in job and help in retaining employees. Skills enhancement or training in XXXXXXX is a problem solving approach, allowing the use of a structured, modification program to overcome weaknesses in employee skill development. It involves many of the same stages as construction of a behavioral modification program, but with a specific goal of increasing skill useful for employee interaction in the future.
SIX SIGMA at Executive Level
Grievance settlement: XXXXXXX enable Transfer’s as and when requested to ensure that the employee is contended and gives maximum output. An employee with a grievance shall first discuss it with their immediate supervisor.
If the employee is not satisfied with the outcome of action taken under above then the employee may refer the grievance to the Head.
The management of XXXXXXX, on being notified of the existence of a grievance, will act promptly to have the matter resolved.
Exit Interviews: Exit Interview conducted as an employee leaves the employment of an organization. The purpose of the interview is to obtain feedback about the general feelings of the employee in terms of seeking ways to improve the organization. Since the employee is no longer employed at the organization, this may lead to a frank discussion of employment issues. XXXXXXX is very keen in taking up Exit interview form the employees, who are leaving the organization; The HR of XXXXXXX will be taking Exit interview form the employees leaving the organization.
Regards
Tejesh......
From India, Mumbai
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Attrition-rate. xls