Hi Team CiteHR, Please suggest any option to stop attrition during training or after batch handover.
As my company is not ready to apply the lock in period. Please help me to figure out how to stop attrition at the training stage.
Best Regards,
Savita
From India
As my company is not ready to apply the lock in period. Please help me to figure out how to stop attrition at the training stage.
Best Regards,
Savita
From India
Dear Savita Choudhary,
I wish you had given sufficient information while raising the query. Please confirm to us:
a) What is the nature of your industry and what is the finished product?
b) Who are the trainees? What is their educational qualification and what is the training period? What is the batch size?
c) What kind of recruitment tests are conducted when selecting trainees? Do you select the trainees who are required to relocate?
d) At the end of the training, is the examination conducted? Do you have a well-established education department? Are the people working in this department trained to conduct the classes and design the question paper scientifically?
e) What incentive or recognition is given to the trainee who stands first in the batch? What means are employed to foster healthy competition among the trainees?
f) What is the employee attrition percentage in your company? By what per cent does the trainees' attrition exceed the employee attrition?
g) Do the trainees associate with the regular employees? If yes, then do they influence the trainees?
To control the trainees' attrition, please deliberate on the following questions:
a) Do you pay according to the market standard? Even if you pay, do the trainees perceive that they are underpaid?
b) Have you analysed the causes of the trainees' attrition? What are the top three causes?
c) Are the job requirements clarified to the trainees during the recruitment and selection? During the training, do the trainees perceive that they are misfits for the job they were supposed to perform?
d) How do you decide the trainee is a right fit? How do you check the trainee's career ambitions? How do you check the willingness of the trainee to execute the filial or other family responsibilities?
e) Have you made the career path for the trainees? Do you provide examples of the employees who joined as a trainee but advanced their careers and have acquired managerial positions?
f) Do you project your company's achievements so that the trainees feel that they have joined the right company and they have scope for their career growth?
g) Has your company approached counsellors or psychologists to understand what mindset shift has occurred in the latest generation?
h) Have you trained your managers on understanding the generation gap?
i) Do the trainees of the former batches associate with the trainees of the current batch and project a positive image?
Final comments: - Combating the employee attrition is a long drawn process. It requires an in-depth study of the multiple factors in which the company operates. Quick-fix solutions cannot work.
I wish you all the best!
Dinesh Divekar
From India, Bangalore
7884I wish you had given sufficient information while raising the query. Please confirm to us:
a) What is the nature of your industry and what is the finished product?
b) Who are the trainees? What is their educational qualification and what is the training period? What is the batch size?
c) What kind of recruitment tests are conducted when selecting trainees? Do you select the trainees who are required to relocate?
d) At the end of the training, is the examination conducted? Do you have a well-established education department? Are the people working in this department trained to conduct the classes and design the question paper scientifically?
e) What incentive or recognition is given to the trainee who stands first in the batch? What means are employed to foster healthy competition among the trainees?
f) What is the employee attrition percentage in your company? By what per cent does the trainees' attrition exceed the employee attrition?
g) Do the trainees associate with the regular employees? If yes, then do they influence the trainees?
To control the trainees' attrition, please deliberate on the following questions:
a) Do you pay according to the market standard? Even if you pay, do the trainees perceive that they are underpaid?
b) Have you analysed the causes of the trainees' attrition? What are the top three causes?
c) Are the job requirements clarified to the trainees during the recruitment and selection? During the training, do the trainees perceive that they are misfits for the job they were supposed to perform?
d) How do you decide the trainee is a right fit? How do you check the trainee's career ambitions? How do you check the willingness of the trainee to execute the filial or other family responsibilities?
e) Have you made the career path for the trainees? Do you provide examples of the employees who joined as a trainee but advanced their careers and have acquired managerial positions?
f) Do you project your company's achievements so that the trainees feel that they have joined the right company and they have scope for their career growth?
g) Has your company approached counsellors or psychologists to understand what mindset shift has occurred in the latest generation?
h) Have you trained your managers on understanding the generation gap?
i) Do the trainees of the former batches associate with the trainees of the current batch and project a positive image?
Final comments: - Combating the employee attrition is a long drawn process. It requires an in-depth study of the multiple factors in which the company operates. Quick-fix solutions cannot work.
I wish you all the best!
Dinesh Divekar
From India, Bangalore
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.
Attrition-rate. xls
HC All - Trainees not covered for PF -2010.pdf