Hello Sneha.
Gone are those days when people were loyal to their organization and vice versa.They are our customers as simple as it is.Salary is of most utmost importance,apart from that there are other factors like motivation,work-family relation etc.As far as B.P.O Industry is concerned people love to jump up in the jobs. It's better If you can't compete with your competitors,it's better to do the things in different way and set yourself apart.These are the things you can implement.
1) Show Crystal clear Career path to everyone.(Motivational tool)
ii) Try to fill up senior positions by own people (promote internal recruitment)
iii)Team building should be promoted.
iv) Get some professional long term distance courses for employees (at least they remain attached with you until the course ends..
v)Promote your brand name in career fair for long term.
vi)Exit interview will be of major help
Regards
Shashi Jha
From India, Madras
4Gone are those days when people were loyal to their organization and vice versa.They are our customers as simple as it is.Salary is of most utmost importance,apart from that there are other factors like motivation,work-family relation etc.As far as B.P.O Industry is concerned people love to jump up in the jobs. It's better If you can't compete with your competitors,it's better to do the things in different way and set yourself apart.These are the things you can implement.
1) Show Crystal clear Career path to everyone.(Motivational tool)
ii) Try to fill up senior positions by own people (promote internal recruitment)
iii)Team building should be promoted.
iv) Get some professional long term distance courses for employees (at least they remain attached with you until the course ends..
v)Promote your brand name in career fair for long term.
vi)Exit interview will be of major help
Regards
Shashi Jha
From India, Madras
it would be better to conduct exit interview then only we come to know employment capability in our organization while exit interview they say factual blind spots of organization whether it was in compensation or benefits based on their feedback we have to compare our compensation and benefits same level of other company then we get some idea about why attrition is high
for calculation of attrition rate formula is:-
NUMBER OF HEAD COUNT IN MONTH START=100
NUMBER OF ADDITION IN MONTH=50
ATTRITION EMPLOYEES =20
CLOSING HEAD COUNT IN THE MONTH =100+50-20=130
FOR CALCULATION OF ATTRITION IS=20*100/130=15.38%
IF is there any mistakes please for give me because i am a fresher i have been pass out 2012 feb , still i am searching for job
thanks
for all my hr sir's
yours
NARESH
From India, Hyderabad
for calculation of attrition rate formula is:-
NUMBER OF HEAD COUNT IN MONTH START=100
NUMBER OF ADDITION IN MONTH=50
ATTRITION EMPLOYEES =20
CLOSING HEAD COUNT IN THE MONTH =100+50-20=130
FOR CALCULATION OF ATTRITION IS=20*100/130=15.38%
IF is there any mistakes please for give me because i am a fresher i have been pass out 2012 feb , still i am searching for job
thanks
for all my hr sir's
yours
NARESH
From India, Hyderabad
Sneha JI,
One eminent author wrote,'No employee resigns from the company but from a manager'. From this I hope you would understand the main reason for attrition. Concentrating from the manager / supervisor side is better rather than from employee side. As a HR / Personnel Manager you should give free access yourself for employees which reduce the attrition rate because of conflict etc.,
From India, Madras
One eminent author wrote,'No employee resigns from the company but from a manager'. From this I hope you would understand the main reason for attrition. Concentrating from the manager / supervisor side is better rather than from employee side. As a HR / Personnel Manager you should give free access yourself for employees which reduce the attrition rate because of conflict etc.,
From India, Madras
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