Dear Friend,
If Attrition rate is high, you have to find what wrong is going on inside your factory and rectify it. The reasons may be the salary, your factory culture, Machinery maintenance, handling and treating employees etc., Stopping or holding of salary in any kind is out of ethics.
SRIRAMKUMAR RAGHAVAN
SYSTEM COORDINATOR
From India, Sivakasi
1If Attrition rate is high, you have to find what wrong is going on inside your factory and rectify it. The reasons may be the salary, your factory culture, Machinery maintenance, handling and treating employees etc., Stopping or holding of salary in any kind is out of ethics.
SRIRAMKUMAR RAGHAVAN
SYSTEM COORDINATOR
From India, Sivakasi
Ok, I find this post funny, mainly due to the delusional nature of the person who posted and whoever designed the so called policy.
1. The deduction from salary is illegal unless it meets the requirement specified in Sec 6 / 7 of Payment of Wages Act (which this does not). Therefore, you should be ready to be hauled off to court. You will need a lawyer fee policy more than this retention policy
2. Every employee will simply consider that their salary is 10% lower and will immediately jump to the next employer paying standard rates, if they even bother to take up your offer. And if you are thinking of not disclosing the retention when you take interviews, be ready for employees walking out after joining and higher attrition with people leaving without notice.
3. Even if you design a policy within the confines of law, what makes you think people will trust you to : a) give it after 2 years, b) that you will survive 2 years c) the you will be honest employer
And I notice, as usual, the original poster has not bothered to reply or explain anything in response to the posts we have put. So I suggest to members, don't bother to engage in this discussion any more
From India, Mumbai
1. The deduction from salary is illegal unless it meets the requirement specified in Sec 6 / 7 of Payment of Wages Act (which this does not). Therefore, you should be ready to be hauled off to court. You will need a lawyer fee policy more than this retention policy
2. Every employee will simply consider that their salary is 10% lower and will immediately jump to the next employer paying standard rates, if they even bother to take up your offer. And if you are thinking of not disclosing the retention when you take interviews, be ready for employees walking out after joining and higher attrition with people leaving without notice.
3. Even if you design a policy within the confines of law, what makes you think people will trust you to : a) give it after 2 years, b) that you will survive 2 years c) the you will be honest employer
And I notice, as usual, the original poster has not bothered to reply or explain anything in response to the posts we have put. So I suggest to members, don't bother to engage in this discussion any more
From India, Mumbai
They’re almost opposite terms. Employee turnover is the proportion of your workforce who leave during a period of time (usually per year). Retention is the proportion of employees who stay.
From India, Bengaluru
From India, Bengaluru
Dear Member,
All learned members have given valuable inputs to your points. As an HR person first of all you need to study your organisation well
Why is the existence of your organisation
What is the EVP ( Employee Value Proposition )
What is the strategy of your organisation and your dept sourcing strategy
Along with this you also need to understand your competitors strength and prospective target group's interest.
Apart from that you need to find out Talent Availability in market and strategic relevance to your organisation.
I am very much sure once you will done this you will be in a position to frame your policy which will result in to win win situation.
If you need any help please feel free to contact me on
as well you can whatsapp me on 8975002348
I am very much thankful for giving an opportunity to share my views.
With Best Regards, Prashant
From India, Pune
All learned members have given valuable inputs to your points. As an HR person first of all you need to study your organisation well
Why is the existence of your organisation
What is the EVP ( Employee Value Proposition )
What is the strategy of your organisation and your dept sourcing strategy
Along with this you also need to understand your competitors strength and prospective target group's interest.
Apart from that you need to find out Talent Availability in market and strategic relevance to your organisation.
I am very much sure once you will done this you will be in a position to frame your policy which will result in to win win situation.
If you need any help please feel free to contact me on
I am very much thankful for giving an opportunity to share my views.
With Best Regards, Prashant
From India, Pune
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.
Employee-retent ion-plan_1__185 .pdf
Effective employee retention strategies-BPO. doc