Dear HR professionals, I am currently studying HRM for my post graduation and needed some expert opinion on the following topic:
Since the market is growing, fresh graduates and young professionals have a wide range of opportunities in front of them. Brimming with talent, they are always on a lookout for something better. This has lead to an increased rate of early attrition and job hopping, which is strenuous for HR professionals and the organization as a whole. Please suggest any strategies which may help in retaining talent and addressing these areas.
-Shreya Saini
From India, Bengaluru
Since the market is growing, fresh graduates and young professionals have a wide range of opportunities in front of them. Brimming with talent, they are always on a lookout for something better. This has lead to an increased rate of early attrition and job hopping, which is strenuous for HR professionals and the organization as a whole. Please suggest any strategies which may help in retaining talent and addressing these areas.
-Shreya Saini
From India, Bengaluru
Hi Shreya,
There is a term called "Job satisfaction" and "talent recognition". If any company is able to provide these 2 to their employees they will never look out for any other career option because they are in the best place working at. employees should never feel /work ONLY for their monetary need but they should also consider them as a part of the company...and that can only be possible if companies can engage them in every possible ways they are carrying their interests in.
We always have some exceptions where you will find applicants changing job frequently for baseless reasons. They carry very small duration of employment. HR professional can reject such applications at the very initial stage to avoid risk..because that sort of employees can even spoil the others who belongs to their group/team.
I believe if a company is capable to recognize talents they can easily retain them by providing some part of satisfactions and exposure time to time..
Thanks, Shilpi
From India, Bangalore
28There is a term called "Job satisfaction" and "talent recognition". If any company is able to provide these 2 to their employees they will never look out for any other career option because they are in the best place working at. employees should never feel /work ONLY for their monetary need but they should also consider them as a part of the company...and that can only be possible if companies can engage them in every possible ways they are carrying their interests in.
We always have some exceptions where you will find applicants changing job frequently for baseless reasons. They carry very small duration of employment. HR professional can reject such applications at the very initial stage to avoid risk..because that sort of employees can even spoil the others who belongs to their group/team.
I believe if a company is capable to recognize talents they can easily retain them by providing some part of satisfactions and exposure time to time..
Thanks, Shilpi
From India, Bangalore
Hi Shreya,
Fresher hires or graduates who start their career with any company...will always carry some set of expectations..at the time of interview we can gaze those factors of craving for this position. While taking up interview we should always ensure to have an alignment of the expectations and the existing exposure between the company and the applicants. Lets not go forward with such applicants whose expectations are not meeting our current role.
Alignment can only satisfy their new job role which we can call as Job satisfaction here.
From India, Bangalore
Fresher hires or graduates who start their career with any company...will always carry some set of expectations..at the time of interview we can gaze those factors of craving for this position. While taking up interview we should always ensure to have an alignment of the expectations and the existing exposure between the company and the applicants. Lets not go forward with such applicants whose expectations are not meeting our current role.
Alignment can only satisfy their new job role which we can call as Job satisfaction here.
From India, Bangalore
Dear All,
This is a burning issue for the management is how to attract and retain talents. With due respect as per my knowledge and exposure and using technique may not be fruitful as expected each employee is different and his/her needs are different. As there is shortage of qualified and trained talent in the market, demand is more than supply. (there is a supply of manpower and they doesn't fit in the job role)
In my past organization I have tried to find the expectation of employees towards employer and the reasons are as mentioned below (it was for health care): 1. Fair compensation, 2. Continuous development opportunity, 3. Treated with respect and dignity, 4. Safe working environment
I believe if we can address these issues we may retain talents. Each employee differ from other so if we can have customized approach it may be successful.
Communication is must and it should be from two side. Formal and informal communication with employees work as this create oneness and bond. Management should be open and clear in communication. Creating an environment where employees should feel free to discuss their need and issues with the employer and these to be addressed in time frame.
I may be wrong Kindly share your experience also as it will help us in learning.
From India, Bhubaneswar
This is a burning issue for the management is how to attract and retain talents. With due respect as per my knowledge and exposure and using technique may not be fruitful as expected each employee is different and his/her needs are different. As there is shortage of qualified and trained talent in the market, demand is more than supply. (there is a supply of manpower and they doesn't fit in the job role)
In my past organization I have tried to find the expectation of employees towards employer and the reasons are as mentioned below (it was for health care): 1. Fair compensation, 2. Continuous development opportunity, 3. Treated with respect and dignity, 4. Safe working environment
I believe if we can address these issues we may retain talents. Each employee differ from other so if we can have customized approach it may be successful.
Communication is must and it should be from two side. Formal and informal communication with employees work as this create oneness and bond. Management should be open and clear in communication. Creating an environment where employees should feel free to discuss their need and issues with the employer and these to be addressed in time frame.
I may be wrong Kindly share your experience also as it will help us in learning.
From India, Bhubaneswar
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