Hi Mr. Sardhar
The survey that you have done is quite impressive but i realy dont think there are too many jobs for HR Professionals. I mean many of my colleagues in HR havent got a job since march though they have quite good exp and even i yself dont see too many openings in market.
Regards
Rubina
Why HR Professionals leave the organization?
We don’t get the talent in market easily. You have to search it. The same is with HR talent. The role of HR is critical in every organization. Service and retail industry is growing and also the employment in various sectors and positions. The HR has become a key to control the total Human Capital.
From India, New Delhi
The survey that you have done is quite impressive but i realy dont think there are too many jobs for HR Professionals. I mean many of my colleagues in HR havent got a job since march though they have quite good exp and even i yself dont see too many openings in market.
Regards
Rubina
Why HR Professionals leave the organization?
We don’t get the talent in market easily. You have to search it. The same is with HR talent. The role of HR is critical in every organization. Service and retail industry is growing and also the employment in various sectors and positions. The HR has become a key to control the total Human Capital.
Hence the market demand for HR professionals is also high. The job hopping is increasing across the positions in all sectors. I have seen senior level professionals leaving the organizations due to some reasons within 6 months or one year. I tried to find the reasons from one survey.
This survey is not absolute survey and needs to work more. The sample size for the survey was 150 HR professionals from various Industries and having the experience of 2-10 years.
Why HR professionals leave the organization? What are the key reasons for leaving?
Following are top 7 reasons.
1) Compensation and benefits: 49 percent HR professionals leave the organization for increased compensation. This reason is more dominant over any other reason.
2) Challenging job Profile and Learning new HR concepts: around 40% HR professionals responded that they see challenges in new profile and also the new learning in HR.
3) Freedom to take decisions: 34% Professionals leave the organization because they were not authorized to take the decisions. The decision was dominated by the superior. They feel that they were playing the role of just co-ordinator. These people may be ambitious people.
4) Politics in the organization: 32 % professional were fade up with the politics played in the organization. The definition of politics is person specific but still important to decide the career move.
5) Lack of HR vision: Professionals are not aware about the HR vision of the organizations. 29% professionals say that they leave the organization due to lack of clarity about HR vision of the organization.
6) Good employer brand: Around 25% professionals think that Employer Brand is also important factor while deciding the career move from one organization to other organization.
7) Relations with superior: Employees leave their superior and not the organization. This is true here. 21% professionals think this.
Courtesy
Vinod Bidwaik
[/quote]
Vinod Bidwaik
From India, New Delhi
Hi All, Here is a nice writeup on why people leave organisation, hope this will definitely add to the reasons. With Regards, Hrishikesh Aponarayan
From India, Pune
From India, Pune
Hi Peer Good points. But fuuly agreed with Ravi also. In every professional sphere people leave the organisation for the same reason. Pooja Gupta
From India, Delhi
From India, Delhi
People leave the organisation because of their superior/ manager is true in most cases but there are also cases where people leave organisations reluctantly because they are working in a very good team but do not have enough job security in the concerned organisations. There are a large number of companies where there is no concept of notice period, so you can understand the plight of the employees working in these organisations.
From India, Hyderabad
From India, Hyderabad
Dear Sir,
I have felt it is the lack of HR vision that results many HR practitioners in leaving the organisation. Most of the time HR staff have to be satisfied with the role of being a coordinator and are not able to move ahead in their career.
MS
From United Arab Emirates, Abu Dhabi
I have felt it is the lack of HR vision that results many HR practitioners in leaving the organisation. Most of the time HR staff have to be satisfied with the role of being a coordinator and are not able to move ahead in their career.
MS
From United Arab Emirates, Abu Dhabi
Hi ALL,
An employee Exit or Entry in an organization, irrespective of position/roles, Departments Designations, is all based on certain duties/Responsibility a person need to take ownership and get his job going well....So, firstly I will not agree with " why this is happening to HR or Developer or PM or CEO or Sales Heads...or anybody as a matter of fact.
For me any person leaves an organization is purely based on his expectations.
Every body has certain push n pulls to enter an organization or exit
Push: Why is that a certain employee wants to leave or what’s making a person to leave....
Pull: What is attracting him/her to other opportunities....
If we understand these pushes and pulls, we will get our answers.....so what I mean to say is, if an employee wants to leave...lets not fix a tag to him/her n evaluate it.
Reasons could be N number of things but lets understand the fact that....leaving decisions are individual decisions....there could be so many things...Not only just company is not good...exposure is not there..Money is not there..Leads are not good ...management is not supportive...politics or anything for that matter...
But then what about the individual person contributions to an organization and to himself?
If individual decisions for Exit are more of PULLs for More of PUSH Factors...why blame organizations and people for that?
If individual decisions for exit are more of PUSH Factors then Pull Facts...then I think its not the sole management responsible but Employee is also party to it.
Therefore what I would like to Says...Exit or Entry issues purely lets not evaluate from Department, Position or any role perspectives....
I Read a lots about people leaving for other internal and external factors but I’ve read very less from individual stand point of view....Performance/Abilities/Competencies of individuals....and when that happens it becomes a big issues and topic for every body to discuss...whts right and whts wrong....BLAME GAME STARTS….
ALL SURVEYS LETS TAKE IT AS OUR GUIDING TOOLS FOR UNDERSTANDING PUSH N PULL OF OURSELVES AND OUR INTERNAL EMPLOYEES.....ALL HR PEOPLE START MAPPING THE SAME AND HIRE RIGHT PEOPLE FOR THE RIGHT JOBS AT THE RIGHT TIME ..THEN WE WILL HAVE BETTER SATISFACTION LEVELS among all employees irrespective of any positions or departments- Funda is AM I HAPPY OR NOT?
Thanks & Regards,
From India, Hyderabad
17An employee Exit or Entry in an organization, irrespective of position/roles, Departments Designations, is all based on certain duties/Responsibility a person need to take ownership and get his job going well....So, firstly I will not agree with " why this is happening to HR or Developer or PM or CEO or Sales Heads...or anybody as a matter of fact.
For me any person leaves an organization is purely based on his expectations.
Every body has certain push n pulls to enter an organization or exit
Push: Why is that a certain employee wants to leave or what’s making a person to leave....
Pull: What is attracting him/her to other opportunities....
If we understand these pushes and pulls, we will get our answers.....so what I mean to say is, if an employee wants to leave...lets not fix a tag to him/her n evaluate it.
Reasons could be N number of things but lets understand the fact that....leaving decisions are individual decisions....there could be so many things...Not only just company is not good...exposure is not there..Money is not there..Leads are not good ...management is not supportive...politics or anything for that matter...
But then what about the individual person contributions to an organization and to himself?
If individual decisions for Exit are more of PULLs for More of PUSH Factors...why blame organizations and people for that?
If individual decisions for exit are more of PUSH Factors then Pull Facts...then I think its not the sole management responsible but Employee is also party to it.
Therefore what I would like to Says...Exit or Entry issues purely lets not evaluate from Department, Position or any role perspectives....
I Read a lots about people leaving for other internal and external factors but I’ve read very less from individual stand point of view....Performance/Abilities/Competencies of individuals....and when that happens it becomes a big issues and topic for every body to discuss...whts right and whts wrong....BLAME GAME STARTS….
ALL SURVEYS LETS TAKE IT AS OUR GUIDING TOOLS FOR UNDERSTANDING PUSH N PULL OF OURSELVES AND OUR INTERNAL EMPLOYEES.....ALL HR PEOPLE START MAPPING THE SAME AND HIRE RIGHT PEOPLE FOR THE RIGHT JOBS AT THE RIGHT TIME ..THEN WE WILL HAVE BETTER SATISFACTION LEVELS among all employees irrespective of any positions or departments- Funda is AM I HAPPY OR NOT?
Thanks & Regards,
From India, Hyderabad
well... said ravi.
if HR himself is like that then what about the people in the organisation...well i a agree that money matters but it can be asked/bargain for a raise/increase/other allowances/benefits .
An HR should understand the boss/people/environment/bussiness.
YES HR IS MOTHER BUT IT IS ALSO A CHILD.
A child we knows he gets everything he wants . an HR should have a child attitude and get what he (or the people) wants from his superiors/top-management . there is nothing wrong of learning and growing in their career life. HR can change company/industry when he wants to learn more from other industries/companies...................like a child.
regards from
valbooj
From India, Hyderabad
if HR himself is like that then what about the people in the organisation...well i a agree that money matters but it can be asked/bargain for a raise/increase/other allowances/benefits .
An HR should understand the boss/people/environment/bussiness.
YES HR IS MOTHER BUT IT IS ALSO A CHILD.
A child we knows he gets everything he wants . an HR should have a child attitude and get what he (or the people) wants from his superiors/top-management . there is nothing wrong of learning and growing in their career life. HR can change company/industry when he wants to learn more from other industries/companies...................like a child.
regards from
valbooj
From India, Hyderabad
i do agree with you....partly .
in a family of 7:4elders earning, 2old persons-retired and 1younger-studing
what happens when allthe 4 wants to leave the family because of thier personal choices/feelings.
push/pull stratageis are commonly motherly attitude for the benfit of employee as well as for family.
From India, Hyderabad
in a family of 7:4elders earning, 2old persons-retired and 1younger-studing
what happens when allthe 4 wants to leave the family because of thier personal choices/feelings.
push/pull stratageis are commonly motherly attitude for the benfit of employee as well as for family.
From India, Hyderabad
Hi,
Presently I am in Canada. There is a tremendous amount of stability concerning HR jobs. I know people who have stayed with private companies for more than 10 - 15 years and still working for the same company. But attrition with the technical people is not as high as it is in India, but compared with HR persons, yes people tend to move after 5-7 years.
As most of us have agreed, there is a major misconnect between HR & other process/teams within the organization as far as Indian job market is concerned. All of us know how truly & geniunely it is required for management to recognize the importance of HR Function and involve it in major business decisions. But in most of the companies, that is what is missing. HR would be informed at the last stage, where there would be very little that anyone can do.
But, here in Canada, HR is involved from the very beginning of every business decision.
This cord is yet to be made strong in Indian industry. There are some companies in India too, which have strong HR process & practices, but it has to be implemented industry wide.
I do agree that, HRs also leave the company for the same reasons like any other person in the organization; but being in a position where you can and responsible to bring about changes, still you are put into a situation of 'helplessness' which forces you to quit the company.
Thank you,
Vidhya
From Canada, Calgary
Presently I am in Canada. There is a tremendous amount of stability concerning HR jobs. I know people who have stayed with private companies for more than 10 - 15 years and still working for the same company. But attrition with the technical people is not as high as it is in India, but compared with HR persons, yes people tend to move after 5-7 years.
As most of us have agreed, there is a major misconnect between HR & other process/teams within the organization as far as Indian job market is concerned. All of us know how truly & geniunely it is required for management to recognize the importance of HR Function and involve it in major business decisions. But in most of the companies, that is what is missing. HR would be informed at the last stage, where there would be very little that anyone can do.
But, here in Canada, HR is involved from the very beginning of every business decision.
This cord is yet to be made strong in Indian industry. There are some companies in India too, which have strong HR process & practices, but it has to be implemented industry wide.
I do agree that, HRs also leave the company for the same reasons like any other person in the organization; but being in a position where you can and responsible to bring about changes, still you are put into a situation of 'helplessness' which forces you to quit the company.
Thank you,
Vidhya
From Canada, Calgary
Dear Peer,
The result of the survey is applicable for all positions. Humans are mix of all emotions. Basically financial security and self esteem are two major reasons why an employee leaves a job. All of us work only for money and not for passion. Our interest would be different but we might not earn much out of it which drives us away to make a livelihood. This is never ending problem unless we try to analyse the mindset of an employee who is very clear about his life. People are driven by the monkey mind rather than by good old culture.
Now life itself is complicated. In the name economic and scientific developments we are further complicating it for our generations.
I am sorry if i had bursted or blabbered something.
Regards
Mahalakshmi
From India, Madras
The result of the survey is applicable for all positions. Humans are mix of all emotions. Basically financial security and self esteem are two major reasons why an employee leaves a job. All of us work only for money and not for passion. Our interest would be different but we might not earn much out of it which drives us away to make a livelihood. This is never ending problem unless we try to analyse the mindset of an employee who is very clear about his life. People are driven by the monkey mind rather than by good old culture.
Now life itself is complicated. In the name economic and scientific developments we are further complicating it for our generations.
I am sorry if i had bursted or blabbered something.
Regards
Mahalakshmi
From India, Madras
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