Hi friends,
As we all are HR professionals ,we know that recruitment is a major part of our profile but at the same time retention is the biggest challenge for us .
It is very difficult job to retain the employee in the company after putting so much of efforts even they use to leave the company.After taking interviews we fix the salary according to their conditions ,putting efforts to get them trained & just because of competition in the market within few months they leave the company without even informing.
What would be the best idea to retain or avoid attrition.
Please give your suggetions that what is the best way to retain the employees :?: :?: :?: :?: :?:
Regards,
Sheetal
From India, Ahmadabad
As we all are HR professionals ,we know that recruitment is a major part of our profile but at the same time retention is the biggest challenge for us .
It is very difficult job to retain the employee in the company after putting so much of efforts even they use to leave the company.After taking interviews we fix the salary according to their conditions ,putting efforts to get them trained & just because of competition in the market within few months they leave the company without even informing.
What would be the best idea to retain or avoid attrition.
Please give your suggetions that what is the best way to retain the employees :?: :?: :?: :?: :?:
Regards,
Sheetal
From India, Ahmadabad
Dear Sheetal
Greetings.
You have raised a good question. Retention of employees has to be done in a systematic way as follows.
1. See the market rate of a particular job and try to match the salary as per market condition
2. Create a we feeling, by organising training on team work, work ethics periodic appreciation, small group activities, rewarding for the right work
3. Employee must feel proud to associate with you for your good governance, grievance handling, rational policies. For this you have to think in broader perspective.
4. Have counselling session by a trained professional counseller meant for identifying and sorting out issues related to supervision, work behaviour.
5. Always have appreciation programme at regular intervals.
I admit this is a stupendous task that a HR Manager has to initiate and make it to work to save his precious time and reduce attrition rate also.
Cheers
Trisha
HR Professional
From India, New Delhi
21Greetings.
You have raised a good question. Retention of employees has to be done in a systematic way as follows.
1. See the market rate of a particular job and try to match the salary as per market condition
2. Create a we feeling, by organising training on team work, work ethics periodic appreciation, small group activities, rewarding for the right work
3. Employee must feel proud to associate with you for your good governance, grievance handling, rational policies. For this you have to think in broader perspective.
4. Have counselling session by a trained professional counseller meant for identifying and sorting out issues related to supervision, work behaviour.
5. Always have appreciation programme at regular intervals.
I admit this is a stupendous task that a HR Manager has to initiate and make it to work to save his precious time and reduce attrition rate also.
Cheers
Trisha
HR Professional
From India, New Delhi
I am 100% agree with your Trisha...
But these ideas are/is includes monetary factors...
Can you suggest that what should be done if the company do not want to pay anything extra to retain the employees but still want to retain them. Also FYI what if the employees are getting lesser salary then the market rates.
Waiting for senior's suggetions...
Shweta
From India, New Delhi
But these ideas are/is includes monetary factors...
Can you suggest that what should be done if the company do not want to pay anything extra to retain the employees but still want to retain them. Also FYI what if the employees are getting lesser salary then the market rates.
Waiting for senior's suggetions...
Shweta
From India, New Delhi
Hi trisha, I do agree with your points but after implementing those stuffs which you have metioned above we are helpless to retain them. regards, sheetal. :D :D :D :D :D
From India, Ahmadabad
From India, Ahmadabad
Hello Sheetal:
>Please give your suggestions that what is the best way to retain the employees <
Hire for talent. Successful long-term employees are competent and have a talent for their jobs. Therefore, after identifying which applicants are competent or can become competent by training you'll need to assess for talent.
Bob Gately
From United States, Chelsea
>Please give your suggestions that what is the best way to retain the employees <
Hire for talent. Successful long-term employees are competent and have a talent for their jobs. Therefore, after identifying which applicants are competent or can become competent by training you'll need to assess for talent.
Bob Gately
From United States, Chelsea
Retention is otherwise named as Employee Engagement in today's competitive market. All the organization are working towards it.
My suggestion revolves around 3 network Say, Stay and Strive. Create belongingness within the employee and the family members towards your organization and the products. Value employee and their family. Allow the employee to Say in the value add of the organization. Then they will stay and if they stay, they will strive to work towards their commitments.
Nandkumar Shetty
From India, Mumbai
My suggestion revolves around 3 network Say, Stay and Strive. Create belongingness within the employee and the family members towards your organization and the products. Value employee and their family. Allow the employee to Say in the value add of the organization. Then they will stay and if they stay, they will strive to work towards their commitments.
Nandkumar Shetty
From India, Mumbai
Hai,
As you told Retention is difficult and it’s not only in the hands of HR alone. I hope the following points may help you in retaining employees.
1. Do not recruit anyone in very short notice by pushing him or her when they are not ready. If you do so, when they get any other opportunity, they will run away without even informing you.
2. Make sure the role promised and allocated is same. Many employees leave companies because of the role.
3. Do a feedback after 90 to 120 days of employment. That will give you a picture about their mind set and you can asses who will leave you in short period.
4. You need not retain each and every employee. Get feedback from the Project manager and check who are all critical for the project and plan accordingly to retain those employees.
Regards,
Karthik.
As you told Retention is difficult and it’s not only in the hands of HR alone. I hope the following points may help you in retaining employees.
1. Do not recruit anyone in very short notice by pushing him or her when they are not ready. If you do so, when they get any other opportunity, they will run away without even informing you.
2. Make sure the role promised and allocated is same. Many employees leave companies because of the role.
3. Do a feedback after 90 to 120 days of employment. That will give you a picture about their mind set and you can asses who will leave you in short period.
4. You need not retain each and every employee. Get feedback from the Project manager and check who are all critical for the project and plan accordingly to retain those employees.
Regards,
Karthik.
hi friends
Having a good hr policy solves retention problem. We should understand the job market and the current need system of the job seekers.I am running a school, hr training institute and hr consultancy. so far in the last three years out of 30 people who work for me only 5 have left due to valid reasons. Show them the career path in your organisation. I always compare retention with marriage relationship. So just think how a husband and wife lead their marriage life. do they live based on interest? or looking at the skill each possess? etc.
may be u people can add more to that.....
senthilkumar
hr trainer, helikx
Having a good hr policy solves retention problem. We should understand the job market and the current need system of the job seekers.I am running a school, hr training institute and hr consultancy. so far in the last three years out of 30 people who work for me only 5 have left due to valid reasons. Show them the career path in your organisation. I always compare retention with marriage relationship. So just think how a husband and wife lead their marriage life. do they live based on interest? or looking at the skill each possess? etc.
may be u people can add more to that.....
senthilkumar
hr trainer, helikx
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Employee-retent ion-plan_1__185 .pdf
Retention of Employees.doc
A Magic of Retention of Employees -2.ppt