Hi.. am doing the internship in HR for the topic employee retention strategies in life insurance companies and i prepared the questionnaire regarding the employee retention strategies by finding out the factors but i asked the existing employees to fill the questionnaires, should i contact the employees who left the organization??
Moreover how should i proceed further to prepare the project
how should i make the comparison,comparison of the strategies or the attrition rate
From India, Pune
Moreover how should i proceed further to prepare the project
how should i make the comparison,comparison of the strategies or the attrition rate
From India, Pune
Hi ,
I notice a lot of you want to do a project on Attrition / help companies build Retention strategies.
In order to address this issue the first thing that you should do is to identify the root cause of attrition . This is best done by having a heart to heart conversation with the employee . An outsider tends to get the honest truth from the employee purely because when done internally the employee doesn't normally open up because he doesn't want to burn bridges .
Once you have the root cause you map it with employee information , broadly done by Manager, Location, Tenure, Age , Sex etc.
It doesn't end here !!!!
The organisation now would be required to address the issues that have come up from the findings , only then will attrition reduce.
While I don't have a questionnaire , as exit interviews should not be a form driven activity and is ideally done by having a free flowing conversation , what i can suggest is that you go to AceNgage website - HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more and click on the case study. This will give you a fair idea on what to ask exiting employees.
Reading the blog may also prove insightful.
warm regards,
krish
HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more
1I notice a lot of you want to do a project on Attrition / help companies build Retention strategies.
In order to address this issue the first thing that you should do is to identify the root cause of attrition . This is best done by having a heart to heart conversation with the employee . An outsider tends to get the honest truth from the employee purely because when done internally the employee doesn't normally open up because he doesn't want to burn bridges .
Once you have the root cause you map it with employee information , broadly done by Manager, Location, Tenure, Age , Sex etc.
It doesn't end here !!!!
The organisation now would be required to address the issues that have come up from the findings , only then will attrition reduce.
While I don't have a questionnaire , as exit interviews should not be a form driven activity and is ideally done by having a free flowing conversation , what i can suggest is that you go to AceNgage website - HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more and click on the case study. This will give you a fair idea on what to ask exiting employees.
Reading the blog may also prove insightful.
warm regards,
krish
HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more
hi im doing project on employee retention. if sumbdy is having questionnaire on employee retention
From India, Jalandhar
From India, Jalandhar
hello, me Vaibhav an mba final year student pls help me to frame a questionnaire employee retention techinque ........... my research report on this topic
From India, Delhi
From India, Delhi
hi i wanna a questionnaire for employee retention in construction industry and the technique to solve the problem. advance thanks for the experts giving me a wonder full key note for the area
From India, Madras
From India, Madras
Please see my posts on Research Methodology and MBA Dissertation/projects. It's worth deciding on your aim, objectives, and hypotheses before seeking ready-made questionnaires.
Have a nice day.
Simhan
From United Kingdom
Have a nice day.
Simhan
From United Kingdom
hi nashbramhall im studying in 3rd sem.....we have to submit synopsis for our proj nw itself...this is the reason for my request
From India, Bangalore
From India, Bangalore
Dear Sujna,
As a student, you should have made that clear in your post. As you would have known about this requirement months ago, why have you left it so late. I suggest that you start searching CiteHr, and also the web; study and digest the material available and write your own. Then, post yours or send it for comments.
Where are you doing your course and in what mode?
Also, please post your messages in "Proper English".
Have a nice day.
Simhan
From United Kingdom
As a student, you should have made that clear in your post. As you would have known about this requirement months ago, why have you left it so late. I suggest that you start searching CiteHr, and also the web; study and digest the material available and write your own. Then, post yours or send it for comments.
Where are you doing your course and in what mode?
Also, please post your messages in "Proper English".
Have a nice day.
Simhan
From United Kingdom
Please go thru HR solutions: Exit Interviews, Surveys, Coaching, R&R programmes, & more and download the case study ,. It should give you an insight on what needs to get covered. Alternatively read my blog AceNgage and there are specific articles that you may find interesting.
Please connect with me for any queries
All the best
Please connect with me for any queries
All the best
An appeal to Moderators:
Please advise the 'budding HR managers' to refine their written English. Cite HR is unique and we can not afford to have the 'SMS language' replacing Queen's English. This sort of usage is on the increase and I have personally come across many 'professionals' struggling to speak in English. I voice my suggestion in this forum with the fond hope that 'professionals' pay more attention to details and prosper.
Another request: Mr. Narasimhan (nashbramhall), is a very senior person, and I appeal to youngsters to moderate their language. Before replying to a member, please take care to view his/her profile to know about the person's experience and expertise.
Good luck, God bless.
Padmanaban. M
From India, Madras
Please advise the 'budding HR managers' to refine their written English. Cite HR is unique and we can not afford to have the 'SMS language' replacing Queen's English. This sort of usage is on the increase and I have personally come across many 'professionals' struggling to speak in English. I voice my suggestion in this forum with the fond hope that 'professionals' pay more attention to details and prosper.
Another request: Mr. Narasimhan (nashbramhall), is a very senior person, and I appeal to youngsters to moderate their language. Before replying to a member, please take care to view his/her profile to know about the person's experience and expertise.
Good luck, God bless.
Padmanaban. M
From India, Madras
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