Upto what extent HR should be held responsible for people leaving the organisation.
From India, New Delhi
From India, New Delhi
Dear Priyanka,
I think the HR's are highly responsible for the attrition of the employees,though at the end of the day its all employee's decision to leave company but then also since the recruitment was done by the HR, he/she should understand the problem of the emloyee.
From India, Calicut
1I think the HR's are highly responsible for the attrition of the employees,though at the end of the day its all employee's decision to leave company but then also since the recruitment was done by the HR, he/she should understand the problem of the emloyee.
From India, Calicut
People don’t leave the organisation, they leave their bosses. So HR should look to that part.
From India, Vadodara
From India, Vadodara
Dear Priyanka,
this question is a vague one in perception as HR is the face of the organisation and the most important activities of any organisation which includes recruitment, smooth run and retention inturn which effects the revenue of the organisation are the minimal duties of HRD
It is in this scenario that we HRs become the scapegoats of watever happens in the organisation.so, attrition has been directly marked as one of the KRAs of HRD however the problem may be associated with the project, team or the wok culture. If the flaw is with a bullying colleague or dealing with the work environment,growth opportunities it definitely comes under the mis functioning of the HR Team. rest , it depends on the project exposure, scope and growth. so, it is the resopnsibility of the management to have a proper analysis of the human needs ,which can be done with the help of a department HR and Manager- HR, proper projects and scope of the projects,clients.
Hence i feel HR has been dragged into every issue be it the rate of attrition.
From India, Hyderabad
this question is a vague one in perception as HR is the face of the organisation and the most important activities of any organisation which includes recruitment, smooth run and retention inturn which effects the revenue of the organisation are the minimal duties of HRD
It is in this scenario that we HRs become the scapegoats of watever happens in the organisation.so, attrition has been directly marked as one of the KRAs of HRD however the problem may be associated with the project, team or the wok culture. If the flaw is with a bullying colleague or dealing with the work environment,growth opportunities it definitely comes under the mis functioning of the HR Team. rest , it depends on the project exposure, scope and growth. so, it is the resopnsibility of the management to have a proper analysis of the human needs ,which can be done with the help of a department HR and Manager- HR, proper projects and scope of the projects,clients.
Hence i feel HR has been dragged into every issue be it the rate of attrition.
From India, Hyderabad
A healthy rate of attrition in an organisation is must for development. Hence a healthy rate is because of HR (this healthy rate differs from industry to industry. But since HR is supposed to monitor its employees and their aspirations, even people leaving because of their boss is HR responsibility (they should have identified and removed that boss early). Most of the employees like being engaged, involved, which HR can take on by a quarterly interview of all employees. Generally in most of the cases HR is not aware of the reason (and sometimes indifferent altogather), so it is difficult for them to take corrective action. Things that HR can influence are
- working conditions - this is all inclusive, physical as well as relational
- growth and development prospects
- Induction and exit
- Selecting the right man for the right job
- Correct job analysis
etc etc
From India, Delhi
- working conditions - this is all inclusive, physical as well as relational
- growth and development prospects
- Induction and exit
- Selecting the right man for the right job
- Correct job analysis
etc etc
From India, Delhi
After serving 6.5 years with IT company, I found that, HR is only responsible for recruiting irrespective of situations. I agree all above mentioned points from all my unknown HR friends. Tough to perform all other HR tasks management must delegates authorities to HR.
There are many reasons for attrition. Both employees & management contribute to this fact. When there is no good management & HR policies, poor financial background, poor infrastructure, no conducive work environment, production stagnation, unfair increments & promotions are the reasons that contribute from management.
Attitude of employees, comparison of his salary with his counterpart or his classmate working elsewhere, getting job in close proximity to his residence, going to home town to take care of parents or family business etc. are the reasons that contribute from employees.
Whatever may be the reasons, nothing is permanent. That too the industry is booing & employees dictate terms with employers, attrition will be order of the day & it is one of the challenges that HRD department face always.
Thanks
Milind
From India, Pune
There are many reasons for attrition. Both employees & management contribute to this fact. When there is no good management & HR policies, poor financial background, poor infrastructure, no conducive work environment, production stagnation, unfair increments & promotions are the reasons that contribute from management.
Attitude of employees, comparison of his salary with his counterpart or his classmate working elsewhere, getting job in close proximity to his residence, going to home town to take care of parents or family business etc. are the reasons that contribute from employees.
Whatever may be the reasons, nothing is permanent. That too the industry is booing & employees dictate terms with employers, attrition will be order of the day & it is one of the challenges that HRD department face always.
Thanks
Milind
From India, Pune
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