Hey all,
I am working on a project on Employee Retention Management. I need to know if employees are classifed into different categories such as high performers and then retained by the organisation or whether all the employees of an organisation are retained as a whole. Pls help me sort this out. Thanks.
Regards,
JP
From India, Mumbai
I am working on a project on Employee Retention Management. I need to know if employees are classifed into different categories such as high performers and then retained by the organisation or whether all the employees of an organisation are retained as a whole. Pls help me sort this out. Thanks.
Regards,
JP
From India, Mumbai
Hi Jyoti,
In a way, classifying employees as high performers & retaining them is the best in the interest of the organization. But the basic problem behind it is that if they are high performers, you cannot guarantee as to how long they will stick back. Secondly, every now & then you cannot accept their demands for salary hike, facilities etc.
I would suggest that it would be better if you do not categorise them. In general, every person thinks that the company grows because of high performers only, but one thing I feel deeply that even if the growth takes place due to high performers (they get highlighted), there are many sincere people who really work for the organization inspite of not having good salary hikes, facilities etc. Many people lack presentation skills in them.
From India, Pune
12In a way, classifying employees as high performers & retaining them is the best in the interest of the organization. But the basic problem behind it is that if they are high performers, you cannot guarantee as to how long they will stick back. Secondly, every now & then you cannot accept their demands for salary hike, facilities etc.
I would suggest that it would be better if you do not categorise them. In general, every person thinks that the company grows because of high performers only, but one thing I feel deeply that even if the growth takes place due to high performers (they get highlighted), there are many sincere people who really work for the organization inspite of not having good salary hikes, facilities etc. Many people lack presentation skills in them.
From India, Pune
hi,
check this site can be helpful to u.
http://humanresources.about.com/od/r..._Retention.htm
REgards,
Skakkar
From India, Pune
check this site can be helpful to u.
http://humanresources.about.com/od/r..._Retention.htm
REgards,
Skakkar
From India, Pune
Hey,
Thanks a lot Santosh. That really helped. I was a bit confused because some say that high performers are more important whereas some others feel that the organisation shd try and retain everyone in the organisation unless the employee is REALLY bad at what he or she does. Your inputs were valuable.
Thank you SKakkar. The website does have a lot of stuff on retention. I am going to check them out and use them in my project if I have a query that the site answers.
Regards,
JP
From India, Mumbai
Thanks a lot Santosh. That really helped. I was a bit confused because some say that high performers are more important whereas some others feel that the organisation shd try and retain everyone in the organisation unless the employee is REALLY bad at what he or she does. Your inputs were valuable.
Thank you SKakkar. The website does have a lot of stuff on retention. I am going to check them out and use them in my project if I have a query that the site answers.
Regards,
JP
From India, Mumbai
Jyoti,
Employee Retention is the most difficult function in HR. Employee Classification is a must for every organization as orgn's have their own policies @ place. Everything for a Orgn has to be calculated on Cost, which is one among the 4m's.
A Players: Constitute the Top 15% of Employees who are exceptionally doing well.
B Players: Constitute the 65% of employees who are at par.
C Players: The last 20% who always be the stagnant resources fro Orgn's.
Retention Policy should be strong enough to retain the A Players the one who Builds & Earns for the Orgn. Retention Strategy can be using the best & flexible practices. Retention cannot happen always on the Money Point of View,there are various other factors which can help the orgn in developing the Retention Strategy.
From India, Bangalore
Employee Retention is the most difficult function in HR. Employee Classification is a must for every organization as orgn's have their own policies @ place. Everything for a Orgn has to be calculated on Cost, which is one among the 4m's.
A Players: Constitute the Top 15% of Employees who are exceptionally doing well.
B Players: Constitute the 65% of employees who are at par.
C Players: The last 20% who always be the stagnant resources fro Orgn's.
Retention Policy should be strong enough to retain the A Players the one who Builds & Earns for the Orgn. Retention Strategy can be using the best & flexible practices. Retention cannot happen always on the Money Point of View,there are various other factors which can help the orgn in developing the Retention Strategy.
From India, Bangalore
Hey Veerendra,
Thanks a lot for your input. That was a different perspective altogether which I would be working on again. I understand that employees belonging to Group A need to be given more attention to, but would retention strategies be used for people belonging to the C group as well (of course, at a comparitively lower level than used for Group A employees)?
Regards,
JP
From India, Mumbai
Thanks a lot for your input. That was a different perspective altogether which I would be working on again. I understand that employees belonging to Group A need to be given more attention to, but would retention strategies be used for people belonging to the C group as well (of course, at a comparitively lower level than used for Group A employees)?
Regards,
JP
From India, Mumbai
Hi Jyoti,
Everything and anything is looked upon cost to the Comapany. Retaining C classs Players is not at all a big deal. Keeping them Training them, Development Programmes, Performance measurem,emt after the completion of training would be a big deal.If you wanna really retain then on the other hands you should also take care of the cost the organization is to incurr by keeping C class playres in the team. the reason behind is We need to provide time to time Training, look up at their performance after they finish their work, for this cycle to complete it would definately eat up 90days time which would be equal to some huge amount of loss incurred to the organization.Think twice before you act.
Veerendra
From India, Bangalore
Everything and anything is looked upon cost to the Comapany. Retaining C classs Players is not at all a big deal. Keeping them Training them, Development Programmes, Performance measurem,emt after the completion of training would be a big deal.If you wanna really retain then on the other hands you should also take care of the cost the organization is to incurr by keeping C class playres in the team. the reason behind is We need to provide time to time Training, look up at their performance after they finish their work, for this cycle to complete it would definately eat up 90days time which would be equal to some huge amount of loss incurred to the organization.Think twice before you act.
Veerendra
From India, Bangalore
Dear Jyoti,
I absolutely agree with veerendra that for Company everything is counted in terms of money. Here i would like to add one thing for retention prior to taking performance in consideration take job also in view. It is always job first then job holder.
With the help of JD you can zero in the criticality of each job, what kind of skill set is required for this job, the availability of skill set in the market, importance of one job over other, how soon this can be replaceable etc....then comes job holder performance
If job is critical and skill set required is not available in the market then even though the job holder is a mediocre performer then too you would like to hold..may be you will give more training, counselling so that his performance can be enhanced....you will like to retain him....
Therefore while formulating retention strategies you cannot focus only on performance.
Feel free for clarification.
Deepa
From India, Gurgaon
I absolutely agree with veerendra that for Company everything is counted in terms of money. Here i would like to add one thing for retention prior to taking performance in consideration take job also in view. It is always job first then job holder.
With the help of JD you can zero in the criticality of each job, what kind of skill set is required for this job, the availability of skill set in the market, importance of one job over other, how soon this can be replaceable etc....then comes job holder performance
If job is critical and skill set required is not available in the market then even though the job holder is a mediocre performer then too you would like to hold..may be you will give more training, counselling so that his performance can be enhanced....you will like to retain him....
Therefore while formulating retention strategies you cannot focus only on performance.
Feel free for clarification.
Deepa
From India, Gurgaon
Hey Veerendra and Deepa,
Thanks a lot for clarifying my doubts...It REALLY helped...I have used your inputs in my project and I have a clearer mind on how to deal with retention of people belonging to different positions in the company...
Also, I have used different strategies that can be adopted by a company to retain people in the organisation. But I havent included how to calculate the attrition rate in the organisation. I know the general formula applied is No. of ppl who have left the company in a year / Total number of ppl in the company...I understand that managing retention is a continuous process and any company shd not wait for attrition to occur in the company to take action...In such a case do you think it is mandatory for me to include how to calculate the attrition rate of the company...I am planning to use the title 'A Strategic Approach to Managing Retention'.
Pls let me know what you think...Thanks a lot once again...
Regards,
JP
From India, Mumbai
Thanks a lot for clarifying my doubts...It REALLY helped...I have used your inputs in my project and I have a clearer mind on how to deal with retention of people belonging to different positions in the company...
Also, I have used different strategies that can be adopted by a company to retain people in the organisation. But I havent included how to calculate the attrition rate in the organisation. I know the general formula applied is No. of ppl who have left the company in a year / Total number of ppl in the company...I understand that managing retention is a continuous process and any company shd not wait for attrition to occur in the company to take action...In such a case do you think it is mandatory for me to include how to calculate the attrition rate of the company...I am planning to use the title 'A Strategic Approach to Managing Retention'.
Pls let me know what you think...Thanks a lot once again...
Regards,
JP
From India, Mumbai
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