Respected Seniors,
I am working with a manufacturing unit consisting 850 employees approx. I am facing a problem that recently joined workers leave very frequently, although the older ones do not leave so frequently. I had conducted a survey last year and analyzed that older workers prefer to work with us because our salary distribution date is fixed and we never exceed beyond 7th of each month.
My problem is with the new workers who leave the job within one month of joining and also their is high rate of absenteeism among all the workers.
We are paying minimum wages as per the law to all our workers.
I made a study recently on the workers left since January 2014 till date and it showed that out of 257 left, 60 left within first fifteen days of joining, 50 were terminated due to absenteeism, 5 terminated due to misconduct, 27 left due to personal reason, 6 started their own business, 5 joined somewhere else and 75 left without information and rest due to misc. reasons
Please guide me how can I check this and promote retention among my manpower. This is highly urgent for me.
From India, New Delhi
1I am working with a manufacturing unit consisting 850 employees approx. I am facing a problem that recently joined workers leave very frequently, although the older ones do not leave so frequently. I had conducted a survey last year and analyzed that older workers prefer to work with us because our salary distribution date is fixed and we never exceed beyond 7th of each month.
My problem is with the new workers who leave the job within one month of joining and also their is high rate of absenteeism among all the workers.
We are paying minimum wages as per the law to all our workers.
I made a study recently on the workers left since January 2014 till date and it showed that out of 257 left, 60 left within first fifteen days of joining, 50 were terminated due to absenteeism, 5 terminated due to misconduct, 27 left due to personal reason, 6 started their own business, 5 joined somewhere else and 75 left without information and rest due to misc. reasons
Please guide me how can I check this and promote retention among my manpower. This is highly urgent for me.
From India, New Delhi
@Moderators--I think this situation deserves to be opened-up as a NEW thread--right now clubbed with an year-old thread.
Hello Vinexjobs,
I appreciate the exercise you did & the findings.
However, the solution to any problem rests with the WHY [meaning the reasons(s)] of the situation.
Except for the "27 left due to personal reason, 6 started their own business, 5 joined somewhere else", the tentative, if not exact, reason(s) aren't known. If you have checked with the others too, pl mention--since any suggestions by the members will depend on such details.
However, going by what you mentioned, there SURELY seems to be more problems in your company than what you seem to have noticed/mentioned. The older employees seem to be pretty happy NOT JUST due to the reason you mentioned ['because our salary distribution date is fixed and we never exceed beyond 7th of each month'], but COULD also be a case of 'inverse case of resistance to change'. At their age, obviously they would have more family responsibilities to handle & changing jobs would be in EITHER very desperate situations OR when they get very high hikes.
There's another aspect that your thread isn't clear about: are the reason(s) that you mentioned for the employees leaving collected by you/HR department OR collated & compiled by other employees across the spectrum? Quite often, what an exiting employee tells HR isn't the complete truth.
Rgds,
TS
From India, Hyderabad
Hello Vinexjobs,
I appreciate the exercise you did & the findings.
However, the solution to any problem rests with the WHY [meaning the reasons(s)] of the situation.
Except for the "27 left due to personal reason, 6 started their own business, 5 joined somewhere else", the tentative, if not exact, reason(s) aren't known. If you have checked with the others too, pl mention--since any suggestions by the members will depend on such details.
However, going by what you mentioned, there SURELY seems to be more problems in your company than what you seem to have noticed/mentioned. The older employees seem to be pretty happy NOT JUST due to the reason you mentioned ['because our salary distribution date is fixed and we never exceed beyond 7th of each month'], but COULD also be a case of 'inverse case of resistance to change'. At their age, obviously they would have more family responsibilities to handle & changing jobs would be in EITHER very desperate situations OR when they get very high hikes.
There's another aspect that your thread isn't clear about: are the reason(s) that you mentioned for the employees leaving collected by you/HR department OR collated & compiled by other employees across the spectrum? Quite often, what an exiting employee tells HR isn't the complete truth.
Rgds,
TS
From India, Hyderabad
Vineexjobs
TajSateesh has shared some excellent
I would want to submit this as I am not risking any suggestion without enough data.
First thing you should clarify is : you say you work for a manufacturing unit
(What does your company manufacture)?
My assumptions:
You can face attrition is you are making "commercial explosives" or "hazardous chemicals" as thee may be a lot of safety measures that one needs to observe. People can leave with fear of serious or crippling injuries or loss of life too, as accidents are common occurences.
You say you conducted a study recently on the workers left since January 2014 till date and it showed that out of 257 left,
60 left within first fifteen days of joining,
Reasons I can assume are
your company could happen to be a manufacturing "commercial explosives" or "hazardous chemicals" and so fear of serious or crippling injuries or loss of life could be the reason.
50 were terminated due to absenteeism,
fear
5 terminated due to misconduct,
they would have resisted your instance of working in unsafe conditions
27 left due to personal reason,
weak people who did want to mess their future or haper their career would cite this reason
6 started their own business,
personal ambition to fulfil but the question is did they learn something from being here that they decided to go on their own to compete with your organization.
5 joined somewhere else and
they may have had different choices of their career hence took your company offer and stayed in this company just for a fortnight
75 left without information and rest due to misc. reasons
this suggests that there could be something radically wrong with the company, these people would challenge the management should they threaten action.
Wonder how long these people stayed in the company.
From India, Hyderabad
TajSateesh has shared some excellent
I would want to submit this as I am not risking any suggestion without enough data.
First thing you should clarify is : you say you work for a manufacturing unit
(What does your company manufacture)?
My assumptions:
You can face attrition is you are making "commercial explosives" or "hazardous chemicals" as thee may be a lot of safety measures that one needs to observe. People can leave with fear of serious or crippling injuries or loss of life too, as accidents are common occurences.
You say you conducted a study recently on the workers left since January 2014 till date and it showed that out of 257 left,
60 left within first fifteen days of joining,
Reasons I can assume are
your company could happen to be a manufacturing "commercial explosives" or "hazardous chemicals" and so fear of serious or crippling injuries or loss of life could be the reason.
50 were terminated due to absenteeism,
fear
5 terminated due to misconduct,
they would have resisted your instance of working in unsafe conditions
27 left due to personal reason,
weak people who did want to mess their future or haper their career would cite this reason
6 started their own business,
personal ambition to fulfil but the question is did they learn something from being here that they decided to go on their own to compete with your organization.
5 joined somewhere else and
they may have had different choices of their career hence took your company offer and stayed in this company just for a fortnight
75 left without information and rest due to misc. reasons
this suggests that there could be something radically wrong with the company, these people would challenge the management should they threaten action.
Wonder how long these people stayed in the company.
From India, Hyderabad
Hi !!!
Thanks Mr. TajSateesh and Mr. Raman for your valuable views. I agree with you that the workers might not have shared complete truth with me. We are not manufacturing any hazardous products. We are into 100% export business along with manufacturing. One more reason i guess can be our disciplinary part. In our unit PPE usage and wearing shoes are compulsory, chewing tobacco in any form, Cigarette smoking and bringing mobile in factory premises are not allowed, as per the requirement of our International clients. Social compliance is followed as we are SA 8000 certified. Reason for longer stability of older workers can be that they do not prefer to take risk at this stage of life. We are taking all the employees on permanent role from the very first day. Workers are allowed to take leaves but with prior information except if there is some emergency. We pay attendance bonus per month 100% attendance with no late coming.
Now, for the solution I have selected one department as a model. The problem for attrition in this department was mainly due to work considered hard by the helpers and not reluctant to work in shifts. I have prepared a questionnaire to be filed by us at the time of entrance of the worker just to check whether he suits to our present scenario or not. We will implement this questionnaire in this department and watch the results. This may help us to recruit right candidate for the type of job he is supposed to do. Also i feel some training is required to be given to their supervisors for sustaining the manpower.
I have started a new thread on this topic yesterday but there is no response there. You may continue your suggestions on the same in future.
Thanks and Regards,
Vinex
From India, New Delhi
Thanks Mr. TajSateesh and Mr. Raman for your valuable views. I agree with you that the workers might not have shared complete truth with me. We are not manufacturing any hazardous products. We are into 100% export business along with manufacturing. One more reason i guess can be our disciplinary part. In our unit PPE usage and wearing shoes are compulsory, chewing tobacco in any form, Cigarette smoking and bringing mobile in factory premises are not allowed, as per the requirement of our International clients. Social compliance is followed as we are SA 8000 certified. Reason for longer stability of older workers can be that they do not prefer to take risk at this stage of life. We are taking all the employees on permanent role from the very first day. Workers are allowed to take leaves but with prior information except if there is some emergency. We pay attendance bonus per month 100% attendance with no late coming.
Now, for the solution I have selected one department as a model. The problem for attrition in this department was mainly due to work considered hard by the helpers and not reluctant to work in shifts. I have prepared a questionnaire to be filed by us at the time of entrance of the worker just to check whether he suits to our present scenario or not. We will implement this questionnaire in this department and watch the results. This may help us to recruit right candidate for the type of job he is supposed to do. Also i feel some training is required to be given to their supervisors for sustaining the manpower.
I have started a new thread on this topic yesterday but there is no response there. You may continue your suggestions on the same in future.
Thanks and Regards,
Vinex
From India, New Delhi
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