How to curb attrition, Suggestions to control attrition rate?
From India, Bangalore
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From India, Bangalore
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There can be too many broad answers to that question, not an exact solution.
Assuming that you are either running your own firm or you are in HR, how much time have you spent in the organization? What are the top few leading factors that make an employee leave? What is the demography of your ex-employees?
Assuming that you already have in-depth research in place, what measures can you suggest to correct those leading factors? Do you have support from your leadership? Do you have a budget for activities?
Looking forward to hearing from you.
From India, Mumbai
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1893Assuming that you are either running your own firm or you are in HR, how much time have you spent in the organization? What are the top few leading factors that make an employee leave? What is the demography of your ex-employees?
Assuming that you already have in-depth research in place, what measures can you suggest to correct those leading factors? Do you have support from your leadership? Do you have a budget for activities?
Looking forward to hearing from you.
From India, Mumbai
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Solving problems with your attrition rate starts with Recruitment and Selection. It is not the total solution, but you will alleviate a lot of the problems by selecting the right candidates the first time. However, as I said, it is one piece of the puzzle. Salary, working conditions, management, prospects for career advancement, etc., all play a part. So if you are a company that pays poor wages, treats staff badly, and offers no career path, then I would give up now; you are never going to solve the problem, no matter what you do. Refer back to my previous posts on Recruitment and Selection; there are many. Solve that problem first.
From Australia, Melbourne
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From Australia, Melbourne
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