hi rajesh
dnt knw wether my suggestion will be useful for ur problem y dnt u do a survey of ur organisations climate i knw its timeconsuming but u might get the root cause. i hv jst started working on this as my final research on the same problem.
regards
seema
From India, Delhi
6dnt knw wether my suggestion will be useful for ur problem y dnt u do a survey of ur organisations climate i knw its timeconsuming but u might get the root cause. i hv jst started working on this as my final research on the same problem.
regards
seema
From India, Delhi
Hi
See basically if you are giving good package n other neccesary things, thn there must be some other reason for the attrition.Have a disuccsions on those topic with those people before accepting their resignation.May be you get your problem solve.Earlier i ve posted a ppt related to same.Hope it may help you out.
Regards
Supriya Rode
From India, Mumbai
See basically if you are giving good package n other neccesary things, thn there must be some other reason for the attrition.Have a disuccsions on those topic with those people before accepting their resignation.May be you get your problem solve.Earlier i ve posted a ppt related to same.Hope it may help you out.
Regards
Supriya Rode
From India, Mumbai
Hi
See basically if you are giving good package n other neccesary things, thn there must be some other reason for the attrition.Have a disuccsions on those topic with those people before accepting their resignation.May be you get your problem solve.Earlier i ve posted a ppt related to same.Iam just posting it once again for your reference.Hope it may help you out.
Regards
Supriya Rode
From India, Mumbai
See basically if you are giving good package n other neccesary things, thn there must be some other reason for the attrition.Have a disuccsions on those topic with those people before accepting their resignation.May be you get your problem solve.Earlier i ve posted a ppt related to same.Iam just posting it once again for your reference.Hope it may help you out.
Regards
Supriya Rode
From India, Mumbai
hello Rajesh,I m doing a research work on Attrition,may this will help u in reducing the rate to some extent.
From India, Delhi
From India, Delhi
:D hi,
i am new to this site,after going throgh the problem of this kind(Attrition)one mantra which i practice is that Get People into your CONFIDENCE and tell them that they get what they want and their need will be redressed clearly with possitively a month.
ask for a time to study the reason why the rate is high and find the reasons for that.
hope things will get satright soon and happy
k.mahesh
i am new to this site,after going throgh the problem of this kind(Attrition)one mantra which i practice is that Get People into your CONFIDENCE and tell them that they get what they want and their need will be redressed clearly with possitively a month.
ask for a time to study the reason why the rate is high and find the reasons for that.
hope things will get satright soon and happy
k.mahesh
Hi all,
Every time the word attrition is spoken I remember a good old movie For a Few Dollars More.
It is true in every sense. Lot of people have told me lot of learned men have made statements that people don't leave the company but leave the bad boss or manager, people leave because of bad job profile, people leave because of lack of growth opportunity, to me all these factors are just 5% of the actual reasons.
The old saying still holds true For a Few Dollars More.
We have been doing a lot of Research and Development into the organisation and we accept that all principles we read cannot be put into practice but then don't blame the HR or the employee for its the market that is booming and everyone has a job to offer. Lets face it attrition is inevitable all we as HR need to do is Hire more and more and try to fill in the blanks as soon as possible.
We need to fine tune the recruiting skills and try to get more personnel to join on board. This is my honest opinion. Your views are welcome.
Regards
Praveen
From India
Every time the word attrition is spoken I remember a good old movie For a Few Dollars More.
It is true in every sense. Lot of people have told me lot of learned men have made statements that people don't leave the company but leave the bad boss or manager, people leave because of bad job profile, people leave because of lack of growth opportunity, to me all these factors are just 5% of the actual reasons.
The old saying still holds true For a Few Dollars More.
We have been doing a lot of Research and Development into the organisation and we accept that all principles we read cannot be put into practice but then don't blame the HR or the employee for its the market that is booming and everyone has a job to offer. Lets face it attrition is inevitable all we as HR need to do is Hire more and more and try to fill in the blanks as soon as possible.
We need to fine tune the recruiting skills and try to get more personnel to join on board. This is my honest opinion. Your views are welcome.
Regards
Praveen
From India
Dear Rajesh,
Please find out following points before finding out solution to control attrition -
1) Number of review meeting conducted by immediate superior
2) Is outcome of such meetings are measure by next higher-ups?
3) Put forward your observation and analysis to higher management for any changes required in current structure.
In current scenario we have to work as team & share throats. This will defiantly help you out to control attrition.
Regards,
Kiran
From India, Mumbai
Please find out following points before finding out solution to control attrition -
1) Number of review meeting conducted by immediate superior
2) Is outcome of such meetings are measure by next higher-ups?
3) Put forward your observation and analysis to higher management for any changes required in current structure.
In current scenario we have to work as team & share throats. This will defiantly help you out to control attrition.
Regards,
Kiran
From India, Mumbai
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Attrition-rate. xls