Please comments that 99.99% money is involved on employee retention, if this statement is false then what are the other factor/benefits that we can retain people other then money. Regards, Salman-
From Pakistan, Lahore
1From Pakistan, Lahore
At large Everything goes to Money only but still direct application of Money is not the one which can retain talents .
Transparent culture ...
Eqaulity...
When all the employees are allowed to question without any threat.
Create fearless environment .... Retention will not be a problem
Have a friendly People &culture department ...
From my understanding for the last 7 years in IT industry :
1.HR department is not active they are PASSIVE. They key decisions on resources are taken by functional verticals without intervention of the HR team... HR jus does the drafting work .transfer letter /memo letter.
2.HR - Had gone more process oriented than people oriented ....Process & poliyc are good/best to follow which is drafted only for the people....but Inline with policy /process ,the HR can implement with more people oriented....
3.However retention of talents will be infinite task but you can always guess the attrition & become proactive ....
4.If HR team is strong attrition can be brought down .Indirect application of money can be a strong attitude for retaining talents ....But freebies are not alone the root to rootout attrition problems. I have few customised track proven methodes for retaining talents,u can mail me if u need that ....
From India, Bangalore
Transparent culture ...
Eqaulity...
When all the employees are allowed to question without any threat.
Create fearless environment .... Retention will not be a problem
Have a friendly People &culture department ...
From my understanding for the last 7 years in IT industry :
1.HR department is not active they are PASSIVE. They key decisions on resources are taken by functional verticals without intervention of the HR team... HR jus does the drafting work .transfer letter /memo letter.
2.HR - Had gone more process oriented than people oriented ....Process & poliyc are good/best to follow which is drafted only for the people....but Inline with policy /process ,the HR can implement with more people oriented....
3.However retention of talents will be infinite task but you can always guess the attrition & become proactive ....
4.If HR team is strong attrition can be brought down .Indirect application of money can be a strong attitude for retaining talents ....But freebies are not alone the root to rootout attrition problems. I have few customised track proven methodes for retaining talents,u can mail me if u need that ....
From India, Bangalore
Hi Salman,
Statement is false..money isnt everything!! :) though it is important but not the end..
Other important factors are :-
1. Dynamic organization which is caring yet challenging
2. Bosses who nurture you and challenge your assumptions
3. Where you are stretched to the limit and you come to know that nothing is IMPOSSIBLE and set yourself to achieve higher goals.
4. When Monday Blues doesn;t exist in your vocabulary.. :D
Cheers,
Rajat
From India, Pune
Statement is false..money isnt everything!! :) though it is important but not the end..
Other important factors are :-
1. Dynamic organization which is caring yet challenging
2. Bosses who nurture you and challenge your assumptions
3. Where you are stretched to the limit and you come to know that nothing is IMPOSSIBLE and set yourself to achieve higher goals.
4. When Monday Blues doesn;t exist in your vocabulary.. :D
Cheers,
Rajat
From India, Pune
Hi,
There was a concept called as resistance to change, but now i feel that concept is outdate employees are asking for change if the company cannot provide one they change the company. When we ask candidates why they want to change they say just for the sake of change, retention is the major challenge faced by the IT industry for sure.
Regards,
Madhu
There was a concept called as resistance to change, but now i feel that concept is outdate employees are asking for change if the company cannot provide one they change the company. When we ask candidates why they want to change they say just for the sake of change, retention is the major challenge faced by the IT industry for sure.
Regards,
Madhu
wat i believe as a HR professional is attrition control or employee retention is in our hand itself. if we VALUE the perspectives, ideas, suggestions, beliefs of our employees, trust them, recognize their contribution timely (which may be non-monetary). Hear there grievances or problems sincerely, try to empathise with new joinees (as they are more vulnerable to leave the company) we can reduce the attrition to a large extent.
HR plays a very vital role in shaping the company and providing culture to the organization. we people are empowered by the organization/management wherein we can consiously make efforts to bring people together, close, emotionally bind employees together and with organization too. for developing such attachment we need to CELEBRATE even the small successes, Birthdays, anniverseries, Goal achievement, promotion etc.
when we make our employees feel at home or recognize their presence we would be in the position to have an competitive edge over other organizations who believes that 99.9% employees can be retained if provided monetary benefits.
we are the best people to control attrition. first we should determine why employees are leaving....generally its because of career growth, we can provide it??? an exit interview session helps a lot to org. to know its loopholes.
hope you understood our role as catalyst in bringing about change.
Rati Gupta
:P
From India
HR plays a very vital role in shaping the company and providing culture to the organization. we people are empowered by the organization/management wherein we can consiously make efforts to bring people together, close, emotionally bind employees together and with organization too. for developing such attachment we need to CELEBRATE even the small successes, Birthdays, anniverseries, Goal achievement, promotion etc.
when we make our employees feel at home or recognize their presence we would be in the position to have an competitive edge over other organizations who believes that 99.9% employees can be retained if provided monetary benefits.
we are the best people to control attrition. first we should determine why employees are leaving....generally its because of career growth, we can provide it??? an exit interview session helps a lot to org. to know its loopholes.
hope you understood our role as catalyst in bringing about change.
Rati Gupta
:P
From India
HI ……..ALL
Very well said by Rati…..instead I would say a great answer on the role of HR for retaining employees. My opinion is just the same that its only the HR Personnel which are closer enough to each and every employee and can understand their emotions, feelings, problems which they might face during work, the behaviour of their bosses with them, company policies which are favourable or unfavorable for the employees…..etc, everything is known by only HR Person, no one else could be so much informative and known by all these.
That’s why its difficult to be a true HR Professional rather than just becoming a part of HR and claiming for all of the same. Because only HR has to deal with all of the departments of the organization even have to create positive image in the external world as well through their recruitment strategies, advertisement, selection process …..etc. No other department is so much responsible for all these and can’t ever work as Strategic Partner of the Organization but Only HR.
All these strategies mentioned above could be applied while providing ample chances of growth, learning and creativity with professional environment and culture of the organization instead of just focusing on monetary incentives, although money could play its role but to a certain limit from where these issues will be needed to be focused.
Whereas reasons for leaving could be known through exit interviews as said earlier and thus problems could be solved. So do apply all these and you will win the race.
Regards
Khalid
From Pakistan, Lahore
Very well said by Rati…..instead I would say a great answer on the role of HR for retaining employees. My opinion is just the same that its only the HR Personnel which are closer enough to each and every employee and can understand their emotions, feelings, problems which they might face during work, the behaviour of their bosses with them, company policies which are favourable or unfavorable for the employees…..etc, everything is known by only HR Person, no one else could be so much informative and known by all these.
That’s why its difficult to be a true HR Professional rather than just becoming a part of HR and claiming for all of the same. Because only HR has to deal with all of the departments of the organization even have to create positive image in the external world as well through their recruitment strategies, advertisement, selection process …..etc. No other department is so much responsible for all these and can’t ever work as Strategic Partner of the Organization but Only HR.
All these strategies mentioned above could be applied while providing ample chances of growth, learning and creativity with professional environment and culture of the organization instead of just focusing on monetary incentives, although money could play its role but to a certain limit from where these issues will be needed to be focused.
Whereas reasons for leaving could be known through exit interviews as said earlier and thus problems could be solved. So do apply all these and you will win the race.
Regards
Khalid
From Pakistan, Lahore
money is not the only factor which makes a person cling on to his job...i have heard of many ppl who have resigned from their high paying jobs and joined a job wher they are paid less and they r happy....
other factors are :
1)challenging work
2)attitude and behavior of senior
3)work conducive environment
4)good growth prospects
5)his problems being attended well
6)good work done by him recognised and complimented in front of others
From India, Khopoli
other factors are :
1)challenging work
2)attitude and behavior of senior
3)work conducive environment
4)good growth prospects
5)his problems being attended well
6)good work done by him recognised and complimented in front of others
From India, Khopoli
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