Hi,
I am Bindiya here , i am doing a project in Hr ,the topic is controlling Attrition through selection methods . Can you help me how go about the same and also what are the sources that i should go about ?
Regards
Bindiya :)
From India, Bangalore
I am Bindiya here , i am doing a project in Hr ,the topic is controlling Attrition through selection methods . Can you help me how go about the same and also what are the sources that i should go about ?
Regards
Bindiya :)
From India, Bangalore
Hi there, the hypothesis that attrition can be controlled through selection processes is a very weak one. selection can be oriented to choose certain candidates who may be likely to stay on for a longer term. However, this could be an exercise in wishful thinking since at the stage of selection the candidate has not seen the inside of the organisation and is yet to be exposed to the realities of the working environment. Attrition is attributed to certain personality and demographic factors. By selecting candidates who prove positive on the behavioural scales for these parameters is a proactive way of checking attrition to a small extent, yes. But employee attrition is heavily dependant on the work related and organisational factors.
My suggestion is that you change your orientation to the latter.
best wishes
Rajeev.V
From India
26My suggestion is that you change your orientation to the latter.
best wishes
Rajeev.V
From India
Dear Bindia
For Attrition through selection You have to prepere strong selection procedue and retaintion strategy please go through the following guidelines.
A Changing Work Force and WorkplaceFundamental changes are taking place in the work force and the workplace that promise to radically alter the way companies relate to their employees. Hiring and retaining good employees have become the chief concerns of nearly every company in every industry. Companies that understand what their employees want and need in the workplace and make a strategic decision to proactively fulfill those needs will become the dominant players in their respective markets.The fierce competition for qualified workers results from a number of workplace trends, including:· A robust economy· Shift in how people view their careers· Changes in the unspoken "contract" between employer and employee· Corporate cocooning· A new generation of workers· Baby boomers striking out on their own after hitting corporate ceilings· Changes in social mores· Life balance Concurrent with these trends, the emerging work force is developing very different attitudes about their role the workplace. Today's employees place a high priority on the following:· Family orientation· Sense of community· Quality of life issues· Volunteerism· Autonomy· Flexibility and nonconformity To hold onto your people, you have to work counter to prevailing trends causing the job churning. Smart employers make it a strategic initiative to understand what their people want and need -- then give it to them.Five Strategies for Retaining EmployeesRetaining employees and developing a stable work force involves a two-step process -- understanding why employees leave in the first place, and developing and implementing strategies to get them to stay.Employees leave jobs for five main reasons:1. Poor working conditions2. Lack of appreciation3. Lack of support4. Lack of opportunity for advancement5. Inadequate compensation Overcoming these reasons requires the implementation of five distinct categories of retention strategies:1. Environmental strategies create and maintain a workplace that attracts, retains and nourishes good people.2. Relationship strategies focus on how you treat your people and how they treat each other.3. Support strategies involve giving people the tools, equipment and information to get the job done.4. Growth strategies deal with personal and professional growth.5. Compensation strategies cover the broad spectrum of total compensation, not just base pay and salary. Top Tips for Retaining EmployeesTo retain their employees, companies should implement the following best practices:· Hire right to begin with.· Engage in longer orientations with new employees.· Live the values.· Use creative rewards and recognition.· Create annual personal growth plans for each employee.· Consider non-compete agreements.· Recruiter-proof your company.· Make it easy for people to get their jobs done.· Do corporate succession planning.· Conduct exit interviews with employees who resign. Retaining Key EmployeesBy focusing on key players who truly make or break your business, you can get the most leverage from your employee retention efforts. Retaining key employees requires a five-step process:1. Identify key employees and positions.2. Know what motivates your key employees on an individual level.3. Provide a deferred compensation plan.4. Monitor and manage key employee performance.5. Review key employees annually. Using Benefits as an Employee Retention ToolEmployee benefits provide a powerful tool for attracting and retaining top-notch employees. To design a retention-oriented benefits program, use the following steps:1. Create a benefits mission statement.2. Identify your audience and their specific benefits wants and needs.3. Define a benefits budget that fits within the financial constraints of the company.4. Give employees as much control as possible over their benefits.5. Communicate the plan. Creative Rewards and Recognition· Reward people for specific behaviors/results.· Make your rewards program simple and easy to understand.· Get employees involved in designing and running the program.· Make it fun!.
Chander Shekhar
From India, Faridabad
For Attrition through selection You have to prepere strong selection procedue and retaintion strategy please go through the following guidelines.
A Changing Work Force and WorkplaceFundamental changes are taking place in the work force and the workplace that promise to radically alter the way companies relate to their employees. Hiring and retaining good employees have become the chief concerns of nearly every company in every industry. Companies that understand what their employees want and need in the workplace and make a strategic decision to proactively fulfill those needs will become the dominant players in their respective markets.The fierce competition for qualified workers results from a number of workplace trends, including:· A robust economy· Shift in how people view their careers· Changes in the unspoken "contract" between employer and employee· Corporate cocooning· A new generation of workers· Baby boomers striking out on their own after hitting corporate ceilings· Changes in social mores· Life balance Concurrent with these trends, the emerging work force is developing very different attitudes about their role the workplace. Today's employees place a high priority on the following:· Family orientation· Sense of community· Quality of life issues· Volunteerism· Autonomy· Flexibility and nonconformity To hold onto your people, you have to work counter to prevailing trends causing the job churning. Smart employers make it a strategic initiative to understand what their people want and need -- then give it to them.Five Strategies for Retaining EmployeesRetaining employees and developing a stable work force involves a two-step process -- understanding why employees leave in the first place, and developing and implementing strategies to get them to stay.Employees leave jobs for five main reasons:1. Poor working conditions2. Lack of appreciation3. Lack of support4. Lack of opportunity for advancement5. Inadequate compensation Overcoming these reasons requires the implementation of five distinct categories of retention strategies:1. Environmental strategies create and maintain a workplace that attracts, retains and nourishes good people.2. Relationship strategies focus on how you treat your people and how they treat each other.3. Support strategies involve giving people the tools, equipment and information to get the job done.4. Growth strategies deal with personal and professional growth.5. Compensation strategies cover the broad spectrum of total compensation, not just base pay and salary. Top Tips for Retaining EmployeesTo retain their employees, companies should implement the following best practices:· Hire right to begin with.· Engage in longer orientations with new employees.· Live the values.· Use creative rewards and recognition.· Create annual personal growth plans for each employee.· Consider non-compete agreements.· Recruiter-proof your company.· Make it easy for people to get their jobs done.· Do corporate succession planning.· Conduct exit interviews with employees who resign. Retaining Key EmployeesBy focusing on key players who truly make or break your business, you can get the most leverage from your employee retention efforts. Retaining key employees requires a five-step process:1. Identify key employees and positions.2. Know what motivates your key employees on an individual level.3. Provide a deferred compensation plan.4. Monitor and manage key employee performance.5. Review key employees annually. Using Benefits as an Employee Retention ToolEmployee benefits provide a powerful tool for attracting and retaining top-notch employees. To design a retention-oriented benefits program, use the following steps:1. Create a benefits mission statement.2. Identify your audience and their specific benefits wants and needs.3. Define a benefits budget that fits within the financial constraints of the company.4. Give employees as much control as possible over their benefits.5. Communicate the plan. Creative Rewards and Recognition· Reward people for specific behaviors/results.· Make your rewards program simple and easy to understand.· Get employees involved in designing and running the program.· Make it fun!.
Chander Shekhar
From India, Faridabad
Hi Bindia,
Presently job market is very high, High calibre incumbent are hardly available in the JOB MARKET.For that it becomes very crucial to formulate the selection procedure keeping all pros and cons in mind.
What is required during the employee selection interview in particular is interviewer discipline. Discipline to work out what it is that interviewer (or more appropriately what the organization) is looking for and why is he looking for it;
· to consider how he will recognize it when he sees it;
· how he will judge whether it is there in sufficient quantity;
· and to assess each employee or potential employee strictly in terms of the qualities and attributes he has described, rather than in terms of his own likes and dislikes.
This discipline can only be achieved with effort. It is after all, much easy to say "I just did not take to him", but you may have lost the organization an effective worker or even potential savior. So we start with discipline and the embodiment of this will be found in the stages of preparation for employee selection interviewing that will be described shortly.
Self discipline is but one factor. It would be foolish to discount the power of gut instinct. If at the end of a detailed and objective assessment the interviewer finds that there is something that just does not fit, he / she should beware. He / she should reevaluate his / her data, search his / her inner self afresh to be sure that it is not the accent with which the interviewee speaks, or the way he parts his hair that is reminiscent of someone who holds unfortunate associations for him / her.
If he / she is still not satisfied, if there is still something he / she cannot quite put his / her finger on, he / she should either seek a second opinion, through references or a second interview with an unprepared colleague or, if neither of these is feasible, write a polite letter rejecting the candidate.
Correct selection is therefore of crucial importance. And correct selection must mean that both parties to the selection decision, interviewer and interviewee, are satisfied, in all circumstances, the right decisions has been made. The candidate who has been subjected to a battery of tests, however thoroughly validated, will not necessarily feel this if he / she has never had a chance to talk to a member of the organization.
Similarly, the interviewer who has never met the candidate cannot be sure that the approved ingredients detected by the tests do really go to make up an acceptable whole whose appearance and impact on others match his / her test scores and whose tenacity and motivation augur well for success in the job.
There are many more things can be added to the selection procedure which is more important in as the job market is very high.
You can also reach to
Thanks
Chander Shekhar
From India, Faridabad
Presently job market is very high, High calibre incumbent are hardly available in the JOB MARKET.For that it becomes very crucial to formulate the selection procedure keeping all pros and cons in mind.
What is required during the employee selection interview in particular is interviewer discipline. Discipline to work out what it is that interviewer (or more appropriately what the organization) is looking for and why is he looking for it;
· to consider how he will recognize it when he sees it;
· how he will judge whether it is there in sufficient quantity;
· and to assess each employee or potential employee strictly in terms of the qualities and attributes he has described, rather than in terms of his own likes and dislikes.
This discipline can only be achieved with effort. It is after all, much easy to say "I just did not take to him", but you may have lost the organization an effective worker or even potential savior. So we start with discipline and the embodiment of this will be found in the stages of preparation for employee selection interviewing that will be described shortly.
Self discipline is but one factor. It would be foolish to discount the power of gut instinct. If at the end of a detailed and objective assessment the interviewer finds that there is something that just does not fit, he / she should beware. He / she should reevaluate his / her data, search his / her inner self afresh to be sure that it is not the accent with which the interviewee speaks, or the way he parts his hair that is reminiscent of someone who holds unfortunate associations for him / her.
If he / she is still not satisfied, if there is still something he / she cannot quite put his / her finger on, he / she should either seek a second opinion, through references or a second interview with an unprepared colleague or, if neither of these is feasible, write a polite letter rejecting the candidate.
Correct selection is therefore of crucial importance. And correct selection must mean that both parties to the selection decision, interviewer and interviewee, are satisfied, in all circumstances, the right decisions has been made. The candidate who has been subjected to a battery of tests, however thoroughly validated, will not necessarily feel this if he / she has never had a chance to talk to a member of the organization.
Similarly, the interviewer who has never met the candidate cannot be sure that the approved ingredients detected by the tests do really go to make up an acceptable whole whose appearance and impact on others match his / her test scores and whose tenacity and motivation augur well for success in the job.
There are many more things can be added to the selection procedure which is more important in as the job market is very high.
You can also reach to
Thanks
Chander Shekhar
From India, Faridabad
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