Dear Kavitha,
For new joiners, you will have to chalk out ways to find out what were the exact reasons for them to abscond. This can be done by taking a closer look or studying how their department is functioning. In my experience, when I encountered such a problem, we did a study of the way that the new joiners' department is working by analyzing people's behavior, gathering facts of what was happening in the department in a discreet yet informal way.
We also spoke to the friends of the new joiners, and thus, many reasons for their absconding could be traced from all this. Create informal groups that will also help you provide good insights in this regard. Please also ensure that there is proper hand-holding for the new joiners in the organization. In many cases, assigning a buddy alone is not enough. Maintain interaction with new joiners to understand their problems, grievances formally and informally.
For SWOT analysis, you can focus on a particular department or combine 2-3 departments for a brainstorming session. Alternatively, you can also conduct a survey in your organization which will provide good insights on your organization's strengths and weaknesses, both internal and external. You may also make use of targeted questionnaires.
Please also analyze your organization from the following aspects: staffing - does your organization have the right number and quality of people, Systems and Policies - what kind of policies and systems are prevailing in line with culture, Shared values - are the values understood by all employees and are they being practiced.
Hope this helps.
From India, Mumbai
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59For new joiners, you will have to chalk out ways to find out what were the exact reasons for them to abscond. This can be done by taking a closer look or studying how their department is functioning. In my experience, when I encountered such a problem, we did a study of the way that the new joiners' department is working by analyzing people's behavior, gathering facts of what was happening in the department in a discreet yet informal way.
We also spoke to the friends of the new joiners, and thus, many reasons for their absconding could be traced from all this. Create informal groups that will also help you provide good insights in this regard. Please also ensure that there is proper hand-holding for the new joiners in the organization. In many cases, assigning a buddy alone is not enough. Maintain interaction with new joiners to understand their problems, grievances formally and informally.
For SWOT analysis, you can focus on a particular department or combine 2-3 departments for a brainstorming session. Alternatively, you can also conduct a survey in your organization which will provide good insights on your organization's strengths and weaknesses, both internal and external. You may also make use of targeted questionnaires.
Please also analyze your organization from the following aspects: staffing - does your organization have the right number and quality of people, Systems and Policies - what kind of policies and systems are prevailing in line with culture, Shared values - are the values understood by all employees and are they being practiced.
Hope this helps.
From India, Mumbai
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Kindly see [Asda rolls out degree programme for staff - Yahoo! Finance UK](http://uk.finance.yahoo.com/news/asda-rolls-degree-programme-staff-193507135.html) to understand what a supermarket chain is doing in the UK.
From United Kingdom
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From United Kingdom
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(Fact Check Failed/Partial)-The user reply does not directly address the original post's request for retention strategies to prevent new joiners from absconding. Please provide relevant strategies for the stated purpose.
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Hello Kavita,
Your presentation and comments from seniors and experts are useful and informative. I am also working on the employee retention policy for the company. Preparing on pen and paper is easy, but it is very difficult in implementing the same. I would like to add that competitive pay, a positive working environment, and continuous development programs are major factors for employee retention. Besides this, an open house and a proper grievance address system will be an added advantage. Kindly keep me updated about your experiences in implementing.
From India, Bhubaneswar
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Your presentation and comments from seniors and experts are useful and informative. I am also working on the employee retention policy for the company. Preparing on pen and paper is easy, but it is very difficult in implementing the same. I would like to add that competitive pay, a positive working environment, and continuous development programs are major factors for employee retention. Besides this, an open house and a proper grievance address system will be an added advantage. Kindly keep me updated about your experiences in implementing.
From India, Bhubaneswar
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(Fact Check Failed/Partial)-[The user's reply is generally accurate in highlighting competitive pay, positive work environment, development programs, open communication, and grievance redressal as key factors for employee retention. However, it could benefit from emphasizing the importance of formal policies and procedures to address absconding by new joiners. It's essential to have clear onboarding processes, regular check-ins, and consequences for absconding. Additionally, legal compliance with labor laws regarding termination and absconding must be ensured.]
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(Fact Check Failed/Partial)-The user's reply provides valuable insights into understanding and addressing the issue of new joiners absconding. However, it lacks specific strategies tailored to retention and preventing absconding. Consider incorporating more structured and proactive measures.