Dear All,
Thank you all for your responses!
I think we have enough people now on board to start brainstorming for topics. Till now we have following 4 topics:
Attrition management/control
Making a new employee feel at home: Techniques and Practices
Quantitative methods in HR
How HR will evolve in the next decade.
Waiting for more suggestions.
Regards,
Surbhi
From India, Pune
1Thank you all for your responses!
I think we have enough people now on board to start brainstorming for topics. Till now we have following 4 topics:
Attrition management/control
Making a new employee feel at home: Techniques and Practices
Quantitative methods in HR
How HR will evolve in the next decade.
Waiting for more suggestions.
Regards,
Surbhi
From India, Pune
Some more topics:
1. Employees on the way out: How to handle employees in their notice periods
2. Psychology in HR
3. Lateral career movements out of HR
4. Sensitivity in handling matters pertaining to deceased employees.
Regards
MK
From India, Mumbai
1. Employees on the way out: How to handle employees in their notice periods
2. Psychology in HR
3. Lateral career movements out of HR
4. Sensitivity in handling matters pertaining to deceased employees.
Regards
MK
From India, Mumbai
Dear All,
Thanks for your suggestions. I think we start from whatever topics we have. More suggestions welcome.
I have selected Attrition management/control for this week. I will be starting it in a new message thread.
I would be glad if you all could please vote on any one of the following topics for the next week?
Attrition management/control
Making a new employee feel at home: Techniques and Practices
Quantitative methods in HR
How HR will evolve in the next decade.
Employees on the way out: How to handle employees in their notice periods
Psychology in HR
Lateral career movements out of HR .
Sensitivity in handling matters pertaining to deceased employees.
Thanks for your cooperation and time.
Regards,
Surbhi
From India, Pune
Thanks for your suggestions. I think we start from whatever topics we have. More suggestions welcome.
I have selected Attrition management/control for this week. I will be starting it in a new message thread.
I would be glad if you all could please vote on any one of the following topics for the next week?
Attrition management/control
Making a new employee feel at home: Techniques and Practices
Quantitative methods in HR
How HR will evolve in the next decade.
Employees on the way out: How to handle employees in their notice periods
Psychology in HR
Lateral career movements out of HR .
Sensitivity in handling matters pertaining to deceased employees.
Thanks for your cooperation and time.
Regards,
Surbhi
From India, Pune
Guys lets start with attrition management.
Although i am not from HR field but Hr is my all time fav. subject so would like to contribute something for it.
How to Control attrition
Well i guess to reduce the ttrition rate ........an organisation should provide a healthy atmosphere , Healthy salary and encouragement.
One shud take care of what the employee expects from an organisaion . A list should be prepared considering all the important factors and a follow up shud be done on regular basis.
-Develop and communicate a strong strategic vision
-Provide relationship coaching and help people develop to their potential
-Reward managers for their relationship skills - not only on technical know-how and financial results
-People don’t leave jobs, they leave managers! Replace managers who will not develop relationship skills
-Compliments and thanks cost little and can bring great benefits
-Let employees know that their opinions are valuable
Varios factors considered can be-
Why employee leaves
Exit interviews can be conducted
PMS shoud be taken care of
and there can be many more measures
Guyz plz initiate and let me know few more things
Regards
Vartika
From India, Jaipur
Although i am not from HR field but Hr is my all time fav. subject so would like to contribute something for it.
How to Control attrition
Well i guess to reduce the ttrition rate ........an organisation should provide a healthy atmosphere , Healthy salary and encouragement.
One shud take care of what the employee expects from an organisaion . A list should be prepared considering all the important factors and a follow up shud be done on regular basis.
-Develop and communicate a strong strategic vision
-Provide relationship coaching and help people develop to their potential
-Reward managers for their relationship skills - not only on technical know-how and financial results
-People don’t leave jobs, they leave managers! Replace managers who will not develop relationship skills
-Compliments and thanks cost little and can bring great benefits
-Let employees know that their opinions are valuable
Varios factors considered can be-
Why employee leaves
Exit interviews can be conducted
PMS shoud be taken care of
and there can be many more measures
Guyz plz initiate and let me know few more things
Regards
Vartika
From India, Jaipur
Let me play the role of the devil's advocate here. Please allow me to present a slightly different view on the topic of attrition management. Is attrition really a bad thing? What would you consider cleaner, and hence more desirable - a pool with with water stagnant over a long period of time, or a stream that has a continuous flow of water? Aren't the 20 - 40% employees who leave paving way for an equal number of new entrants, who bring with them new ideas, latest knowledge and many a times, new culture. And don't forget the fact that a new employee is always more enthusiastic and hard working than an old one, because he or she has to prove himself/herself in the new organization. Until they become complacent or be taken for granted with the passage of time.
Of course, everybody knows that included in the statististics of attrition percentage is a fairly large number of employees whom the organization actually wants to get rid of.
Can we have your views and couter views, please?
From India, Mumbai
Of course, everybody knows that included in the statististics of attrition percentage is a fairly large number of employees whom the organization actually wants to get rid of.
Can we have your views and couter views, please?
From India, Mumbai
Great thought.
Today the biggest problem which exists in front of a company is talent aquisition at different levels
I would like to suggest the topic to be
Is there a better way of talent aquisition and retention then the traditional ones like
Portals
Consultants
Job postings
Advertisement
or for that matter retaining people would have better ways then
just pouring in salary and perks
From India, Delhi
Today the biggest problem which exists in front of a company is talent aquisition at different levels
I would like to suggest the topic to be
Is there a better way of talent aquisition and retention then the traditional ones like
Portals
Consultants
Job postings
Advertisement
or for that matter retaining people would have better ways then
just pouring in salary and perks
From India, Delhi
The point here is that only reason a person leaves the job is because he feels stagnant/problem with management/salary issues/growth.to be competitive companies have started offering competitive slaries to employees,management always keeps an eye on whether an employee has a problem and how we should cater to that.
Now if we think logically 90/100 times a person leaves for growth in responsibility,new learning,challenging projects etc.
its not that the same company cannot offer that growth to the employee,why cant we look at our own people and help them move forward rather than hiring people at higher level with so much of difficulty and entering into a race where I am hiring one from a X company and loosing two to Y company.
Its all about planning it and managing it.So there is a need of good planners and managers.
Everybody would agree we see less/no attrition in a small company and most of the people say its coz of their size.But I dont think the size does matter if we plan and implement in a better way.I have started with a small company and I had the best feeling working with that company.The problem I faced there is that the company grew and management became weak,all personal care,team building,belongingness went for a toss,people started feeling demotivated and moved on.Company started hiring senior people from outside coz it grew,not even thought of people who contributed to its growth.
I guess attrition has nothing to do with salary/perk but management's inability to carve the growth path of its people wrt the company;s growth
From India, Delhi
Now if we think logically 90/100 times a person leaves for growth in responsibility,new learning,challenging projects etc.
its not that the same company cannot offer that growth to the employee,why cant we look at our own people and help them move forward rather than hiring people at higher level with so much of difficulty and entering into a race where I am hiring one from a X company and loosing two to Y company.
Its all about planning it and managing it.So there is a need of good planners and managers.
Everybody would agree we see less/no attrition in a small company and most of the people say its coz of their size.But I dont think the size does matter if we plan and implement in a better way.I have started with a small company and I had the best feeling working with that company.The problem I faced there is that the company grew and management became weak,all personal care,team building,belongingness went for a toss,people started feeling demotivated and moved on.Company started hiring senior people from outside coz it grew,not even thought of people who contributed to its growth.
I guess attrition has nothing to do with salary/perk but management's inability to carve the growth path of its people wrt the company;s growth
From India, Delhi
Hello Raj, Abhishek and Vartika,
Thanks for your contribution. Nice to read your varied thoughts.
I had a small requests. If it is not inconvenient to you, would you please submit these posts also in the new message thread "Your thoughts on Attrition/Management" in Training and Development section?
We will continue our discussion on the above topic in the new thread.
Sorry for the inconvenience.
Thanks.
Regards,
Surbhi.
From India, Pune
Thanks for your contribution. Nice to read your varied thoughts.
I had a small requests. If it is not inconvenient to you, would you please submit these posts also in the new message thread "Your thoughts on Attrition/Management" in Training and Development section?
We will continue our discussion on the above topic in the new thread.
Sorry for the inconvenience.
Thanks.
Regards,
Surbhi.
From India, Pune
Hi Folks,
Attrition Management/Control.
A very good, hot and the biggest challenge for the HRs these days is Attrition. If the employee gets what ever s/he expects from the company then s/he won't even think of leaving the org.
The Ground Reality for Attrition:-
Previously the situation was entirely different if an employee starts his career with a company he retires from the same company other wise a very less job changes. Then they satisfied with what ever they used to get lets say their salaries or the facilities provided by the org etc. Now the picture is entirely different.
After globalization all the companies started competing each other by giving better salaries by proving better facilities to attract the talent pool. By looking at these generly people tend for betterment.
Attrition Management/Control:-
„XThe reduction of attrition should start from right kind of recruitment.
„XGood Employee Retention Strategy
„XMaking the Employee Friendly Policies
„XCreating good Employer and Employee brand (Recognition)
„XEmployee Career Development programmes
„XFun games, Picnics to mitigate the Stress and make them feel happy
„XGood Exit Interview strategy to know the faults and correct them
„XI strongly believe that even the family members of the employees who are back at the home; even they will have an impact on employeeˇ¦s mind to opt for a change. So the org should conduct some specialized programs by inviting the family members and having and regularly interacting with them to say that we are here to take care of you that would definitely have an impact.
Of course the reason for an employee leaving the org may not be the same what other employee has but these are some of the ways to eradicate the Attrition.
Letˇ¦s see what other friends have to say.
Regards,
Kalyan. :D
From India, Bangalore
Attrition Management/Control.
A very good, hot and the biggest challenge for the HRs these days is Attrition. If the employee gets what ever s/he expects from the company then s/he won't even think of leaving the org.
The Ground Reality for Attrition:-
Previously the situation was entirely different if an employee starts his career with a company he retires from the same company other wise a very less job changes. Then they satisfied with what ever they used to get lets say their salaries or the facilities provided by the org etc. Now the picture is entirely different.
After globalization all the companies started competing each other by giving better salaries by proving better facilities to attract the talent pool. By looking at these generly people tend for betterment.
Attrition Management/Control:-
„XThe reduction of attrition should start from right kind of recruitment.
„XGood Employee Retention Strategy
„XMaking the Employee Friendly Policies
„XCreating good Employer and Employee brand (Recognition)
„XEmployee Career Development programmes
„XFun games, Picnics to mitigate the Stress and make them feel happy
„XGood Exit Interview strategy to know the faults and correct them
„XI strongly believe that even the family members of the employees who are back at the home; even they will have an impact on employeeˇ¦s mind to opt for a change. So the org should conduct some specialized programs by inviting the family members and having and regularly interacting with them to say that we are here to take care of you that would definitely have an impact.
Of course the reason for an employee leaving the org may not be the same what other employee has but these are some of the ways to eradicate the Attrition.
Letˇ¦s see what other friends have to say.
Regards,
Kalyan. :D
From India, Bangalore
Dear All,
We have already started discussion on the topic in the new post "Your thoughts on Attrition Management/Control" in Training and Development Section today. Joylyn, you are welcome to contribute your thoughts.
An earnest request:
Please do not submit your posts regarding Attrition Management in this section. Kindly submit your new posts in the above mentioned section.
I am sorry for the confusion. Will take care of it in future.
Kalyan, would it be possible for you to resubmit your post in the new message thread?
Thanks.
Regards,
Surbhi
From India, Pune
We have already started discussion on the topic in the new post "Your thoughts on Attrition Management/Control" in Training and Development Section today. Joylyn, you are welcome to contribute your thoughts.
An earnest request:
Please do not submit your posts regarding Attrition Management in this section. Kindly submit your new posts in the above mentioned section.
I am sorry for the confusion. Will take care of it in future.
Kalyan, would it be possible for you to resubmit your post in the new message thread?
Thanks.
Regards,
Surbhi
From India, Pune
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