I agree with Mamtha.
Nowadys the people takes it as the last option for joining in consultancies.And it should be a platform for them to jump in to other offers.Bcs they are always in portals and they have the accebility for applying for another job.
let us know the structure of your consultancy first.Is it a well organized one?
Try to take graduates and thus i believe that they will stick in to the company.And try to maintain some in plant activities which reduces work pressure.
From India, Bangalore
1Nowadys the people takes it as the last option for joining in consultancies.And it should be a platform for them to jump in to other offers.Bcs they are always in portals and they have the accebility for applying for another job.
let us know the structure of your consultancy first.Is it a well organized one?
Try to take graduates and thus i believe that they will stick in to the company.And try to maintain some in plant activities which reduces work pressure.
From India, Bangalore
Hi Perfect,
Everyone here has more or less hit the nail on the head. What Navjot has written is right. Even if you do include a contract, it has no legal bearing in India and is actually a pain if you try to follow up a case with a court. We dont have any idea to the size of your organisation, its complexity, job scope and description so giving an accurate answer to your question would not be possible.
I suggest, if you are investing a lot of time and money in training your candidates, you can include a service bond in the employement terms. If a monetary aspect is included, candidates will think twice before leaving and it would cover your investment too. (It works in the case of those who resign and not abscond)
Exit interview is the right tool to help you, but at the same time, i think you can conduct a survey at the end of a month (or at a regular interval, depending on the target size) or so to get an indication of the problem. You must realise that if the pay is not sufficient, then your organisation is serving only as a stepping stool for fresh recruits and it will continue to do so.
All the best.
From India, Visakhapatnam
Everyone here has more or less hit the nail on the head. What Navjot has written is right. Even if you do include a contract, it has no legal bearing in India and is actually a pain if you try to follow up a case with a court. We dont have any idea to the size of your organisation, its complexity, job scope and description so giving an accurate answer to your question would not be possible.
I suggest, if you are investing a lot of time and money in training your candidates, you can include a service bond in the employement terms. If a monetary aspect is included, candidates will think twice before leaving and it would cover your investment too. (It works in the case of those who resign and not abscond)
Exit interview is the right tool to help you, but at the same time, i think you can conduct a survey at the end of a month (or at a regular interval, depending on the target size) or so to get an indication of the problem. You must realise that if the pay is not sufficient, then your organisation is serving only as a stepping stool for fresh recruits and it will continue to do so.
All the best.
From India, Visakhapatnam
Hello friend
As quoted by Ms Mamta Sekhawat, I boldly agree with it. throughout my experience, I felt that, due to pressure of works and targets, people gets stressed up and being a fresher it becomes more difficult for him/her to understand the work culture and future growth. If an employee is leaving within 3-4 months, then salary might not be a major issue coz he is clear tat his salary shall not increase within such span of time, and neither shall he get much more in other org, since he is a fresher.
So the main thing is the motivation factor which they requires. You can come up with some incentive - by - entertainment strategies, saturday meets, trying to build up a social cum professional friendship with them. Also try to make them feel that they are into a responsible and respectable profile.
Might be it shall collectively help us all to troubleshoot this issue, since this is again a common hr problem for all.
waiting for response and suggestion.
Rgds
Biseswar
From India, New Delhi
As quoted by Ms Mamta Sekhawat, I boldly agree with it. throughout my experience, I felt that, due to pressure of works and targets, people gets stressed up and being a fresher it becomes more difficult for him/her to understand the work culture and future growth. If an employee is leaving within 3-4 months, then salary might not be a major issue coz he is clear tat his salary shall not increase within such span of time, and neither shall he get much more in other org, since he is a fresher.
So the main thing is the motivation factor which they requires. You can come up with some incentive - by - entertainment strategies, saturday meets, trying to build up a social cum professional friendship with them. Also try to make them feel that they are into a responsible and respectable profile.
Might be it shall collectively help us all to troubleshoot this issue, since this is again a common hr problem for all.
waiting for response and suggestion.
Rgds
Biseswar
From India, New Delhi
Why employees leave their job that too in a very short time....I too agree with the pts that evry one of u made...
To my view, any company which recruits people should look on their past experience )(i.e) whether the candidate has atleast worked a year in a company without which no company should recruit..Then the scenario will change...
From India, Madras
To my view, any company which recruits people should look on their past experience )(i.e) whether the candidate has atleast worked a year in a company without which no company should recruit..Then the scenario will change...
From India, Madras
You can conduct the exit interviews of all employees. During the discussion you can find out the route cause of their leaving the job in very short period.
Reasons may relates with -
1) Relation with their Boss
2) No learning opportunities
3) Work pressure vs pay package
You can start mentoring for your existing empolyees. This will help you to reduce the attrition rate.
Thanks,
Shantanu
Reasons may relates with -
1) Relation with their Boss
2) No learning opportunities
3) Work pressure vs pay package
You can start mentoring for your existing empolyees. This will help you to reduce the attrition rate.
Thanks,
Shantanu
There following reasons why people change jobs frequently in India:
1. Bad HR practices such as No proper information On:
Employee Job Description
Employee Salary Grade
Employee Reporting Structure
Employee Span of Control and delegation of Authority
Employee Eligibility of perks and benefits such
Manipulation in leaves/holidays/LTC/compensatory off practices to sqeez employees.
2. People work far distance from Home takes travelling time longer
3. Employers asked for more time to spend on job than normal 8 working hours without any remuneration (very common in India)
4. Pay Compression: Due to higher pay to new reruited less performers create lack of confidence in employers intention of valuign employees worth to the company.
5. compa-rato: Employees are paid salary which is below market rates for specific job.
6. No scientific approch by HR to survey market price of the job and give proper job weightage to particular job in the organizational hierarchy create frustration for example highly valued job positions find supressed by senior position from another department dectate on employees status. Normally Accountants dominating to Engineers/ Marketing Profsessionals to chase for claims or reimbursements and clearing bills really frustrate engineers/ marketing professional.
there are many more reasons related to interpersonal relations with boss and effects bossing culture, or Typical Indian Bania organization exploiting employees needs for job as sole survival factor being exploited out of proportion is one among tendancies of indian employers.
Partha
From Saudi Arabia
1. Bad HR practices such as No proper information On:
Employee Job Description
Employee Salary Grade
Employee Reporting Structure
Employee Span of Control and delegation of Authority
Employee Eligibility of perks and benefits such
Manipulation in leaves/holidays/LTC/compensatory off practices to sqeez employees.
2. People work far distance from Home takes travelling time longer
3. Employers asked for more time to spend on job than normal 8 working hours without any remuneration (very common in India)
4. Pay Compression: Due to higher pay to new reruited less performers create lack of confidence in employers intention of valuign employees worth to the company.
5. compa-rato: Employees are paid salary which is below market rates for specific job.
6. No scientific approch by HR to survey market price of the job and give proper job weightage to particular job in the organizational hierarchy create frustration for example highly valued job positions find supressed by senior position from another department dectate on employees status. Normally Accountants dominating to Engineers/ Marketing Profsessionals to chase for claims or reimbursements and clearing bills really frustrate engineers/ marketing professional.
there are many more reasons related to interpersonal relations with boss and effects bossing culture, or Typical Indian Bania organization exploiting employees needs for job as sole survival factor being exploited out of proportion is one among tendancies of indian employers.
Partha
From Saudi Arabia
Agreement is not a proper solution. Please find out root couse and solve it. Reg S.N.Prasad
From India, Pune
From India, Pune
Hi,
This is a common problem faced in consultancies.. Lot of people join consultancies for experience n then move on.As Ramesh said it will be good idea to enable your current able set of employees with more responsibilities. Handling only recruitments can get very monotonous after a certain point of time.As per their abilities along with recruitments you can involve them in admin/ Coordination/ BD ...
From India, Mumbai
This is a common problem faced in consultancies.. Lot of people join consultancies for experience n then move on.As Ramesh said it will be good idea to enable your current able set of employees with more responsibilities. Handling only recruitments can get very monotonous after a certain point of time.As per their abilities along with recruitments you can involve them in admin/ Coordination/ BD ...
From India, Mumbai
Making an agreement is not that convincing as legal proceedings are ver time consuming nd money consuming too. Moreover, Legal actions may put u into hot water and taint ur reputation sometimes.As for high employee turnover, provide them with growth prospect by assigning them diff responsibilities. Give them traing for one task and keep other training to be given after one gets good hold over it. This will keep them intrested in the job as they wud feel some surprise factor in job.
From India, Ahmadabad
From India, Ahmadabad
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