Dear i really apprecites the reply given by our fellow members speciall sai has said rightly,you only can find out the reason of kleaving your organisation and can take measures
From India, Delhi
167From India, Delhi
Dear Sudha,
First of all you started exit interveiw of all of your left employee.exit interveiw is designed in the manner that it gives you total picture why the employee left the job.primary reasone for quiting the job
1. boss/supervisiour not so experiance.they did not no how to tackale manpower
2. growth of organisation is slow tradional type of working
3. organisation is lacking personal policy/welfare amenities
4. their is no any desired skill competancy/existing skill competancy matrix i.e no any training and devlopment activities
5.no any work break down/key result area
these all are depend upon leadership what type of leadership provoded to employees.
kindly get these note and apply on your organisation .definetly you get some result
RAVI RANJAN
MANAGER-HR
FENA P LTD.
From India, Dehra Dun
First of all you started exit interveiw of all of your left employee.exit interveiw is designed in the manner that it gives you total picture why the employee left the job.primary reasone for quiting the job
1. boss/supervisiour not so experiance.they did not no how to tackale manpower
2. growth of organisation is slow tradional type of working
3. organisation is lacking personal policy/welfare amenities
4. their is no any desired skill competancy/existing skill competancy matrix i.e no any training and devlopment activities
5.no any work break down/key result area
these all are depend upon leadership what type of leadership provoded to employees.
kindly get these note and apply on your organisation .definetly you get some result
RAVI RANJAN
MANAGER-HR
FENA P LTD.
From India, Dehra Dun
Hi Sudha,
Is the probation period exceeding 90 days to 180 days?
The problem you are facing and the solution you are demanding is for PROBATIONARY employees. Any policy framed for probationary employees will never effect LOYAL employees. Loyalty comes in when the employee has served the organization for long and has passed through several measures of the organization. You can always have different policy of serving notice for probationary and confirmed employees which can be communicated at the time of joining.
Like mentioned by Dinesh V Divekar you can find out the reasons of disengaged employees but accept the fact mentioned by N.K. SUNDARAM.
Coming to your point, what measures can be taken for probationary employees leaving immediately after salary credit;
1. For Junior cadre - you can ask them to keep their certificates with the company for probationary duration with a penalty clause. (pl check with your labour law consultant, it is not advisable / against labour law to keep original credentials)
2. You can have a variable component in the salary or a deposit which can be disbursed only if they stay with the company for 6 months after probation.
3. You can draft an incentive policy basis their KRA which can disbursed after 6 moths of probation.
4. You can have a salary increment upon their completion of probation viz stipend during probation and salary from confirmation.
But all this can be used only if your probation period is not crossing 90 days. Beyond that no employee will serve you with such conditions.
I hope trying different policy for some time is the only way out as things changes with industry. If you are not in a position to offer the similar profile and package of a new employer you can never retain a going employee no matter whatever you do.
Regards,
Hiral
From India, Ahmedabad
Is the probation period exceeding 90 days to 180 days?
The problem you are facing and the solution you are demanding is for PROBATIONARY employees. Any policy framed for probationary employees will never effect LOYAL employees. Loyalty comes in when the employee has served the organization for long and has passed through several measures of the organization. You can always have different policy of serving notice for probationary and confirmed employees which can be communicated at the time of joining.
Like mentioned by Dinesh V Divekar you can find out the reasons of disengaged employees but accept the fact mentioned by N.K. SUNDARAM.
Coming to your point, what measures can be taken for probationary employees leaving immediately after salary credit;
1. For Junior cadre - you can ask them to keep their certificates with the company for probationary duration with a penalty clause. (pl check with your labour law consultant, it is not advisable / against labour law to keep original credentials)
2. You can have a variable component in the salary or a deposit which can be disbursed only if they stay with the company for 6 months after probation.
3. You can draft an incentive policy basis their KRA which can disbursed after 6 moths of probation.
4. You can have a salary increment upon their completion of probation viz stipend during probation and salary from confirmation.
But all this can be used only if your probation period is not crossing 90 days. Beyond that no employee will serve you with such conditions.
I hope trying different policy for some time is the only way out as things changes with industry. If you are not in a position to offer the similar profile and package of a new employer you can never retain a going employee no matter whatever you do.
Regards,
Hiral
From India, Ahmedabad
Dear Sudha,
This issue is mostly faced by many HR who work mostly in BPO and Retail Sector. Moreover in lower cadre profile in manufacturing industry. The attrition is higher in this sector as compared to other industry and also the average tenure of the employees is less than 3 - 4 months mostly.
Due to the non availability of right talent and due to the recruitment pressure the HR's are tend to recruit the people who just apply. If certain criteria are satisfied the candidate is recruited. But the candidate just work for some time and look for other job and move out. Here the candidate is least bother about the experience letter since the same is not also not expected by the HR of the other company since they also need the manpower immediately.
We cannot solve the problem 100% but by adopting certain criteria we can reduce the attrition on the probation cadre.
Recruitment
1. Don't recruit the person who have completed 10th or 12th.(The candidate just work till the results come and join the college some exception candidates who cannot continue their higher studies can be recruited by proper screening).
2. Selecting all the candidates based on Assessment sheet which has to be made on location, Family, Family members, Source of income, Education, Accomodation - Rental / owned house.
Eg. A person who is from 15 - 25 km away from the company can work only for less than 6 months but if his travel, food is not taken by the company the employee switch over.
Training
1. Proper induction has to be given to the employee after joining and handed over to the respective department. Not directly put on the work on the same day.
2. Educate him/ her on the company policies, benefits like ESI / PF, Career path / growth in the company.
3. Have a probationer review for each month and find their difficulties and try to correct them.
4. Try to introduce multi-tasking for a non- performer who can perform in some other department.
5. Conduct Culturals and employee engagement & games.
6. If options are there derive incentive scheme program.
ABSCONDING
If the employee leaves the organisation just send 2 warning letter in gap of 2 days and 6th day send a termination letter along with the dues to be paid by the employee. Also inform the same in the company notice board by putting the employee photo.
I dont agree for the Exit interview since it is not true in most cases or else it will be for monetary reasons. Also today no one will hand over their certificates to the company.
Note: Here the employee don't jump for 30% to 50% of hike in salary they just leave for Rs.1000 or 2000.
Remember 1 thing, No one is married to any company, until both side are happy the life goes smoothly else ............
From India, Mumbai
This issue is mostly faced by many HR who work mostly in BPO and Retail Sector. Moreover in lower cadre profile in manufacturing industry. The attrition is higher in this sector as compared to other industry and also the average tenure of the employees is less than 3 - 4 months mostly.
Due to the non availability of right talent and due to the recruitment pressure the HR's are tend to recruit the people who just apply. If certain criteria are satisfied the candidate is recruited. But the candidate just work for some time and look for other job and move out. Here the candidate is least bother about the experience letter since the same is not also not expected by the HR of the other company since they also need the manpower immediately.
We cannot solve the problem 100% but by adopting certain criteria we can reduce the attrition on the probation cadre.
Recruitment
1. Don't recruit the person who have completed 10th or 12th.(The candidate just work till the results come and join the college some exception candidates who cannot continue their higher studies can be recruited by proper screening).
2. Selecting all the candidates based on Assessment sheet which has to be made on location, Family, Family members, Source of income, Education, Accomodation - Rental / owned house.
Eg. A person who is from 15 - 25 km away from the company can work only for less than 6 months but if his travel, food is not taken by the company the employee switch over.
Training
1. Proper induction has to be given to the employee after joining and handed over to the respective department. Not directly put on the work on the same day.
2. Educate him/ her on the company policies, benefits like ESI / PF, Career path / growth in the company.
3. Have a probationer review for each month and find their difficulties and try to correct them.
4. Try to introduce multi-tasking for a non- performer who can perform in some other department.
5. Conduct Culturals and employee engagement & games.
6. If options are there derive incentive scheme program.
ABSCONDING
If the employee leaves the organisation just send 2 warning letter in gap of 2 days and 6th day send a termination letter along with the dues to be paid by the employee. Also inform the same in the company notice board by putting the employee photo.
I dont agree for the Exit interview since it is not true in most cases or else it will be for monetary reasons. Also today no one will hand over their certificates to the company.
Note: Here the employee don't jump for 30% to 50% of hike in salary they just leave for Rs.1000 or 2000.
Remember 1 thing, No one is married to any company, until both side are happy the life goes smoothly else ............
From India, Mumbai
For those members, who are suggesting to tie employees with a knot (presumably with honey laid ropes), please note employee looks at you for positive attitude and positive thoughts about organisation.
Even if organisational climate is positive and comfortable but such immature moves on the part of management, will send send wrong signals to employees, which will be not only detrimental to your career graph (as your resume will be marked with this non achievement of yours in this organisation) but also this organisation will be deprived of loyalty of many good employees, who will never think of long term engagement in such an environment.
Therefore have a positive attitude towards your self first and than deal with this problem with positivity by doing an honest introspection of reasons.....
From India, Delhi
Even if organisational climate is positive and comfortable but such immature moves on the part of management, will send send wrong signals to employees, which will be not only detrimental to your career graph (as your resume will be marked with this non achievement of yours in this organisation) but also this organisation will be deprived of loyalty of many good employees, who will never think of long term engagement in such an environment.
Therefore have a positive attitude towards your self first and than deal with this problem with positivity by doing an honest introspection of reasons.....
From India, Delhi
Hi Sudha
I totally agree what every member told earlier. But as of now firstly Review the current organization rule book and also take the people feedback from each employee,and know the satisfaction label. then possibility to reduce but but not stop,
thanks
Vikas Chandra Dwivedi
From India, Karnal
I totally agree what every member told earlier. But as of now firstly Review the current organization rule book and also take the people feedback from each employee,and know the satisfaction label. then possibility to reduce but but not stop,
thanks
Vikas Chandra Dwivedi
From India, Karnal
I agree with hetal statement.adding to that we should all ways take care of employees on the Job role and responsibility on the job.Continous motivation and support is required.Check them how well are they with the job.Happy or not?
From India, Mumbai
From India, Mumbai
A lot of employees are resigning in a company, we need to stop it, what to do about it, if anyone has an answer please tell me
From India, Salem
From India, Salem
Hi Sudhakarmano,
It is Attrition and not ATTRACTION !
First of all what is the size of the Company and what is the attrition % ?
Have you conducted any Exit-interviews so for and any specific reason shared by the employees ?
In general employees tend to leave when
1) the work hours are abnormal
2) Compensation not par with Market standards
3) Opportunity for learning / career growth is not there
4) the work environment is not congenial
So please ensure that primarily the work environment is pleasant , offer competitive compensation & benefits, prioritize professional growth ( encourage internal promotions instead of hiring from outside) etc.
Plan for frequent one to one session. Provide opportunity for employees to share their thoughts, grievances, identify training needs -plan for training sessions, have some employee engagement activities in place, introduce employee welfare measures.
Encourage Supervisors to involve their subordinates in decision making process there by create an opportunity for colleagues to share ideas, learn from each other, and work toward a common goal.
This way you can reduce attrition %
From India, Madras
It is Attrition and not ATTRACTION !
First of all what is the size of the Company and what is the attrition % ?
Have you conducted any Exit-interviews so for and any specific reason shared by the employees ?
In general employees tend to leave when
1) the work hours are abnormal
2) Compensation not par with Market standards
3) Opportunity for learning / career growth is not there
4) the work environment is not congenial
So please ensure that primarily the work environment is pleasant , offer competitive compensation & benefits, prioritize professional growth ( encourage internal promotions instead of hiring from outside) etc.
Plan for frequent one to one session. Provide opportunity for employees to share their thoughts, grievances, identify training needs -plan for training sessions, have some employee engagement activities in place, introduce employee welfare measures.
Encourage Supervisors to involve their subordinates in decision making process there by create an opportunity for colleagues to share ideas, learn from each other, and work toward a common goal.
This way you can reduce attrition %
From India, Madras
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.
06b-Form VI-B (Notice of Commencement of Contract Work).pdf
Company Letter for Completion 01 Month Notice.docx