Dear seniors, Kindly share with me best books you have read on employee retention strategies. Regards
From India, Mumbai
9From India, Mumbai
Dear friend,
I may not be able to recommend any book as such, however, I can say that in this forum subject of employee retention or employee retention has been discussed ad infinitum. Therefore, you could have checked this forum. Anyway, you may refer my following comments given to earlier posts:
https://www.citehr.com/305650-attrit...ml#post1381830
(Stay interview) https://www.citehr.com/480086-questi...ml#post2115347
By the way, which HR does not know why employees quit his/her company? Is it not something like Hindi proverb Hath Ke Kangan Kyon Aarsi Kyon?.
There is no "strategy" as far as retention of employees is concerned. It appears that members of this forum have tryst with the word "strategy" hence their predilection to use this word repeatedly. Just recently there was communication strategy and now "retention strategy". Is formulation of strategies, the only job that HR professionals have?
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
I may not be able to recommend any book as such, however, I can say that in this forum subject of employee retention or employee retention has been discussed ad infinitum. Therefore, you could have checked this forum. Anyway, you may refer my following comments given to earlier posts:
https://www.citehr.com/305650-attrit...ml#post1381830
(Stay interview) https://www.citehr.com/480086-questi...ml#post2115347
By the way, which HR does not know why employees quit his/her company? Is it not something like Hindi proverb Hath Ke Kangan Kyon Aarsi Kyon?.
There is no "strategy" as far as retention of employees is concerned. It appears that members of this forum have tryst with the word "strategy" hence their predilection to use this word repeatedly. Just recently there was communication strategy and now "retention strategy". Is formulation of strategies, the only job that HR professionals have?
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Thank you very much for your promprt response. I am going through link suggested by above and already read "first break--". Request yo share any thoroughly researched book in this area as i am new to this part of HR
From India, Mumbai
From India, Mumbai
Dinesh has given you some good links.
As he also pointed out, this subject has been done to death here on CiteHR. Please use the research box at the top of every page, and you will find a ton of stuff about employee retention posted by other members.
There are also links in the Related Information sidebar on the right hand side of this page. ---------------------------------->
Why does everyone forget to look there as well???
Surely you have some idea why people are leaving your organisation. Even if they don't tell you, they tell their friends. Do you have an exit interview? They of course, are not reliable, because often employees will not tell the real reason for leaving. More often than not, they will just tell you what you want to hear, instead of the truth.
If people are unhappy in your organisation, then you need to ask why, and do something about it. If it is a "management" problem, then I guess your hands are tied.
From Australia, Melbourne
As he also pointed out, this subject has been done to death here on CiteHR. Please use the research box at the top of every page, and you will find a ton of stuff about employee retention posted by other members.
There are also links in the Related Information sidebar on the right hand side of this page. ---------------------------------->
Why does everyone forget to look there as well???
Surely you have some idea why people are leaving your organisation. Even if they don't tell you, they tell their friends. Do you have an exit interview? They of course, are not reliable, because often employees will not tell the real reason for leaving. More often than not, they will just tell you what you want to hear, instead of the truth.
If people are unhappy in your organisation, then you need to ask why, and do something about it. If it is a "management" problem, then I guess your hands are tied.
From Australia, Melbourne
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.
Share saving calculation.xls
5 How to submit the entries for Talent Share 2008.jpg