hello there
firstly, i think the training pgm for d freshers has 2 b redisgned, have an exit interview.
exit interview r d best source of information as 2 y ppl leave job aft thr trainin is over.
next, i believe u ppl have to b "different" in ur trainin sessions. innovation is d key to survive today
regards preeti
From India, Gulbarga
firstly, i think the training pgm for d freshers has 2 b redisgned, have an exit interview.
exit interview r d best source of information as 2 y ppl leave job aft thr trainin is over.
next, i believe u ppl have to b "different" in ur trainin sessions. innovation is d key to survive today
regards preeti
From India, Gulbarga
In consulting no one would be interested signing a contract of yr n so...you should change your strategies in terms of salary & incentive plans. If incentive wud be lucrative then i think emloyee wud love to stay.
From India, Calcutta
From India, Calcutta
in life what we dont hav is more precious than what we hav with us.an employee want to get job at any cost but after getting he finds that his worth is somewhere else, what he didnt get. after doing few somersaults he get settled and continue with his job.. its like that..
From India, Delhi
From India, Delhi
Employee retention is a major issue across all industries / business.
There are 4 criteria to increase employee engagement.
1. Freedom to work.
2. Appropriate remuneration.
3. Recognition of performance.
4. A fair amount of job security.
This is easily said than done, but look where you are missing.
From United Arab Emirates, Dubai
There are 4 criteria to increase employee engagement.
1. Freedom to work.
2. Appropriate remuneration.
3. Recognition of performance.
4. A fair amount of job security.
This is easily said than done, but look where you are missing.
From United Arab Emirates, Dubai
Management and direct managers are the main reason force employees to leave, specially when they are not involved in thier team work
From Egypt, Cairo
From Egypt, Cairo
The research shows that only about half of employees leave for a pay increase or promotion. The other half leave because of poor job fit or management conflict. Check out an article I wrote a few months ago with links to the research. <link outdated-removed>
From United States, Tappahannock
From United States, Tappahannock
see i think its quite different. basically after completion of any HR Degree course most of the candidates want to join industrial setup, but when they dont get such opportunity they join consultancy for time being.So here we need to think on this direction & find out the solution.
From India, Pune
1From India, Pune
Hi ,
Whats the size of your organization?? Has your organization matured so as to hire Professionals (MBA's) and work with them??? Are there proper processes in place??? I think you should ask these questions to yourself. Do you have proper profile designed for an MBA or are u just hiring MBAs cause its the latest trend???
In an executive search consultancy basic work that these executive do is to search through potals, find candidates and coordinate with client co and the candidate which any graduate with a good communication skill can handle.
So whats the value add??????? Where is the MBA guy Adding Value if the same is being done by graduate or in some case even a non graduate.I guess this question too haunts their mind.
Instead of saying that you will stop hiring MBAs why not Partner with them and utilize their skills in building up your business. There are few things that you can take care of:
1.Give them additional responsibility , something like business development and maybe after their initial training period you can let them handle a team which consists of graduates and trainees.
2.Limit your MBA hiring and hire of mix of MBAs and graduates.This way you will be able to give them a good exposure and growth.
Regards,
Pragya
From India, Pune
Whats the size of your organization?? Has your organization matured so as to hire Professionals (MBA's) and work with them??? Are there proper processes in place??? I think you should ask these questions to yourself. Do you have proper profile designed for an MBA or are u just hiring MBAs cause its the latest trend???
In an executive search consultancy basic work that these executive do is to search through potals, find candidates and coordinate with client co and the candidate which any graduate with a good communication skill can handle.
So whats the value add??????? Where is the MBA guy Adding Value if the same is being done by graduate or in some case even a non graduate.I guess this question too haunts their mind.
Instead of saying that you will stop hiring MBAs why not Partner with them and utilize their skills in building up your business. There are few things that you can take care of:
1.Give them additional responsibility , something like business development and maybe after their initial training period you can let them handle a team which consists of graduates and trainees.
2.Limit your MBA hiring and hire of mix of MBAs and graduates.This way you will be able to give them a good exposure and growth.
Regards,
Pragya
From India, Pune
The solution:
1.Let the training period extend to a desired period, as to extract the required work from an Individual.
2.Let there be a component of Incentive/Bonus either in the middle of the year or at regular Intervals.Let this be a part of the salary offered, and not as an extra cost to company.
3.Identify the de motivating factors.It could be an Individual/Targets/Working hours/Working Environement.
4.At the point of Interview make it a point to understand as how important the Job is to the Individual.Absorb the one who is in need.
5.Heve Team games at regular Individuals,where the same team does not repeat.This helps in understanding the complete group.
Regards,
Bharani.M.Kumar
From India, Bangalore
1.Let the training period extend to a desired period, as to extract the required work from an Individual.
2.Let there be a component of Incentive/Bonus either in the middle of the year or at regular Intervals.Let this be a part of the salary offered, and not as an extra cost to company.
3.Identify the de motivating factors.It could be an Individual/Targets/Working hours/Working Environement.
4.At the point of Interview make it a point to understand as how important the Job is to the Individual.Absorb the one who is in need.
5.Heve Team games at regular Individuals,where the same team does not repeat.This helps in understanding the complete group.
Regards,
Bharani.M.Kumar
From India, Bangalore
Instead of taking Exit interview I would suggest, make a brief questionaire & take
STAY INTERVIEW....That is you ask them what all they need to perform better, do they have all resources , are they facing any problems,then accordingly take implement suggestions considering your Budget & other resources.I totally agree to Mr.Bharani's idea also.
With Regards,
Megha Gupta
From India, Pune
STAY INTERVIEW....That is you ask them what all they need to perform better, do they have all resources , are they facing any problems,then accordingly take implement suggestions considering your Budget & other resources.I totally agree to Mr.Bharani's idea also.
With Regards,
Megha Gupta
From India, Pune
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