Hi friends,
I am doing PGDM-HR and I am on my summer internship.
My project title is "Designing employee retention strategies",
If anyone has any idea, please share it with me.
It will be of great help to me.....
Regards,
Gunjan:-P
From India, Mumbai
1I am doing PGDM-HR and I am on my summer internship.
My project title is "Designing employee retention strategies",
If anyone has any idea, please share it with me.
It will be of great help to me.....
Regards,
Gunjan:-P
From India, Mumbai
Hi Gunjan
Most of the employees leave the org., either because they are not happy with there current compensation package or the job profile or the work environment. If the resource is critical to the project or the org., only then HR will retain these employees by fulfilling there demands. You can build your questioner based on the above points.
Regards
Pramila F
From India, Bangalore
Most of the employees leave the org., either because they are not happy with there current compensation package or the job profile or the work environment. If the resource is critical to the project or the org., only then HR will retain these employees by fulfilling there demands. You can build your questioner based on the above points.
Regards
Pramila F
From India, Bangalore
Hi Pramila,
Thank you so much for replying,
I have already made my questionairre based on the points mentioned by you,
now I want some practical examples of retention strategies....
It will be of great help if you can help me in this regard.
Regards,
Gunjan M
From India, Mumbai
Thank you so much for replying,
I have already made my questionairre based on the points mentioned by you,
now I want some practical examples of retention strategies....
It will be of great help if you can help me in this regard.
Regards,
Gunjan M
From India, Mumbai
Thanks Gunjan for the query.
Have you searched CiteHr site for the required info? You also need to state for what type of posts are you considering this. It varies from level to level of employees.
Best wishes
Narasimhan
From United Kingdom
Have you searched CiteHr site for the required info? You also need to state for what type of posts are you considering this. It varies from level to level of employees.
Best wishes
Narasimhan
From United Kingdom
Hi! Gunjan
Firstly you can get the information by studying the Exit Interview forms, if they have any. In that you may come to know the various reasons why employees are leaving. You can take the interview of their superiors under whom they were working. If possible also talk to the left employees. What they feel about the organisation and what are the changes that they would like to bring in the organisation. This question can be asked to the existing employees by forming a questionnaire. And once you get all the data make it in a tabular form and then do the analysis. Many a times money is not the only reason, sometimes due to bad relations with the superior many of the employees leave. There could be n no. of reasons for leaving the organisation. First you need to find the cause and then find a solution to eradicate the cause. This would help in finding out Retention Strategies.
Firstly you can get the information by studying the Exit Interview forms, if they have any. In that you may come to know the various reasons why employees are leaving. You can take the interview of their superiors under whom they were working. If possible also talk to the left employees. What they feel about the organisation and what are the changes that they would like to bring in the organisation. This question can be asked to the existing employees by forming a questionnaire. And once you get all the data make it in a tabular form and then do the analysis. Many a times money is not the only reason, sometimes due to bad relations with the superior many of the employees leave. There could be n no. of reasons for leaving the organisation. First you need to find the cause and then find a solution to eradicate the cause. This would help in finding out Retention Strategies.
Hi! Narasimhan Sir,
Thank you Sir, for replying to my query.
Yes, I have downloaded a lot of material for attrition management & retention strategies from citehr, but I wanted some more live examples of companies having good retention strategies for benchmarking.
As I am working for water purification industry, so the two major levels that I have considered are: frontliner & supervisor.
Sir, if you can mail me some live project reports on the topic, then it will really be of great help to me.
Regards,
Gunjan Malviya
(gunjan.vishway@hotmail.com)
Thank you Sir, for replying to my query.
Yes, I have downloaded a lot of material for attrition management & retention strategies from citehr, but I wanted some more live examples of companies having good retention strategies for benchmarking.
As I am working for water purification industry, so the two major levels that I have considered are: frontliner & supervisor.
Sir, if you can mail me some live project reports on the topic, then it will really be of great help to me.
Regards,
Gunjan Malviya
(gunjan.vishway@hotmail.com)
Hi Pooja,
Thanks for the valuable inputs.
I have done the diagnosis in the same sequence as you have mentioned and accordingly have also planned some recommendations.
Can you please help me with some practical examples of retention strategies.
Regards,
Gunjan M
(gunjan.vishway@hotmail.com)
Thanks for the valuable inputs.
I have done the diagnosis in the same sequence as you have mentioned and accordingly have also planned some recommendations.
Can you please help me with some practical examples of retention strategies.
Regards,
Gunjan M
(gunjan.vishway@hotmail.com)
Hi Gunjan,
Employee Retention is most critical role of HR, Retention is not a process which comes in picture when an employee puts his/her resignation papers. HR should pay attention from the first day of an employee when he visits company to take up the interview not when the attrition rate is high.
Few Thoughts:
1. Recruitment:
Recruitment process enlightens policies of organization. How we are addressing candidates? how we are treating them at the time of interview? and ect....
It gives an Impact of organization policies on new comer .
2. Career Growth:
Expectations of every employee lies in to 3 categories most probably...........
1. Job Satisfaction 2. Career Growth 3. Package
An Hr should pay attention on these.
Like there are anonymous segments where HR has to pay attention to reduce attrition or to retain employee.
Regards,
S2
From India, Bangalore
Employee Retention is most critical role of HR, Retention is not a process which comes in picture when an employee puts his/her resignation papers. HR should pay attention from the first day of an employee when he visits company to take up the interview not when the attrition rate is high.
Few Thoughts:
1. Recruitment:
Recruitment process enlightens policies of organization. How we are addressing candidates? how we are treating them at the time of interview? and ect....
It gives an Impact of organization policies on new comer .
2. Career Growth:
Expectations of every employee lies in to 3 categories most probably...........
1. Job Satisfaction 2. Career Growth 3. Package
An Hr should pay attention on these.
Like there are anonymous segments where HR has to pay attention to reduce attrition or to retain employee.
Regards,
S2
From India, Bangalore
Hi
Before you start thinking of retention strategies, you try to collect the impressions of the employees on working conditions, facilities like housing, entertainment, employee engagement survey, peers relations, culture of the organisation, tangible and intangible benefits offer to the employees. Look out for the reasons from out side.
I am sure, you will get an idea what is missing and what is required to retain the talent.
Best Regards,
Vijaya saradhi
From India, Mumbai
Before you start thinking of retention strategies, you try to collect the impressions of the employees on working conditions, facilities like housing, entertainment, employee engagement survey, peers relations, culture of the organisation, tangible and intangible benefits offer to the employees. Look out for the reasons from out side.
I am sure, you will get an idea what is missing and what is required to retain the talent.
Best Regards,
Vijaya saradhi
From India, Mumbai
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