In any organization, the high turnover of employees have increased in alarming propositions. Being in HRM, what you friends think what we have to do to arrest this tendency. Is monetary satisfaction alone can motivate employees to stay back? Expect my friends express their views.
From India, Bangalore
16From India, Bangalore
Dear Srinaren,
What is the context of your query? Moreover how come you have made a sweeping statement "In any organization, the high turnover of employees have increased in alarming propositions".? On what basis you have made this statement?
What is your designation? What is the nature of your industry? What is the total employee count? What is the attrition percentage? What study have you done to study the attrition?
There are so many questions associated with your post. Please provide these basic details.
Reasons of employee turnover are embedded in the organisation's culture in general and leadership style in particular. As far as employee attrition is concerned, lot of discussion has happened on this forum. I recommend you referring past posts. I am referring following two threads. I have also given my replies in the threads:
https://www.citehr.com/456368-use-th...anagement.html
https://www.citehr.com/433012-employ...-planning.html
In both the threads, I have given exhaustive reasons on why employees leave their companies.
Thanks,
Dinesh Divekar
From India, Bangalore
What is the context of your query? Moreover how come you have made a sweeping statement "In any organization, the high turnover of employees have increased in alarming propositions".? On what basis you have made this statement?
What is your designation? What is the nature of your industry? What is the total employee count? What is the attrition percentage? What study have you done to study the attrition?
There are so many questions associated with your post. Please provide these basic details.
Reasons of employee turnover are embedded in the organisation's culture in general and leadership style in particular. As far as employee attrition is concerned, lot of discussion has happened on this forum. I recommend you referring past posts. I am referring following two threads. I have also given my replies in the threads:
https://www.citehr.com/456368-use-th...anagement.html
https://www.citehr.com/433012-employ...-planning.html
In both the threads, I have given exhaustive reasons on why employees leave their companies.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Srinaren ji,
Employee turnover arises because of accession in the organization i.e. addition of employees and separation from the organization I.e. retirement, resignation,layoff, discharge etc.
Every separation of an employee from an organization whether voluntary or involuntary, is serious for the organization.
Employee turnover may be either avoidable or unavoidable---
AVOIDABLE CAUSES
- Bad working condition
- Poor dissatisfaction
- Long hours of work and low remuneration
- Lack of incentive scheme and promotional avenues
- Poor relations with seniors and fellow workers
- Ineffective grievance procedure
- Selection biased and lack of training programme
- Inadequate housing,medical and welfare facilities
- Lack of safety measures
UNAVOIDABLE CAUSES
- Personal betterment
- Domestic affairs
- Illness, accident
- Unsuitable for job
- Housing or transport problem
- Retirement or death
Avoidable causes can be control by management to reduce turnover through provide better employee engagement programme but unavoidable causes are not under control of Management.
CONTROL OF TURNOVER
- Turnover may be control by arranging personal interview with the outgoing employees I.e.exit interview and opinion poll or survey should be conduct by independent persons to know the opinion of the present employees to betterment of loyalty and engagement towards organization.
- After that remedial measures should be taken such as satisfactory wage plan, incentive and promotion,sound personnel policy of recruitment, selection, placement and training, provision of reasonable amenities and welfare, setting up machinery for ascertaining the cause of grievance and redressing such grievance, proper retirement benefits,proper channels of communication to improve the morale of the employees, improvement of quality of supervision, training programme for increasing the skills of the employees
Based on above, the one things comes from that is loyalty of an employee are beneficial for organization and it will help in reducing turnover.
"MORE EMPLOYEES ENGAGEMENT,LESS EMPLOYEES TURNOVER".
Thanking you!
Regards,
Amit
From India, Delhi
Employee turnover arises because of accession in the organization i.e. addition of employees and separation from the organization I.e. retirement, resignation,layoff, discharge etc.
Every separation of an employee from an organization whether voluntary or involuntary, is serious for the organization.
Employee turnover may be either avoidable or unavoidable---
AVOIDABLE CAUSES
- Bad working condition
- Poor dissatisfaction
- Long hours of work and low remuneration
- Lack of incentive scheme and promotional avenues
- Poor relations with seniors and fellow workers
- Ineffective grievance procedure
- Selection biased and lack of training programme
- Inadequate housing,medical and welfare facilities
- Lack of safety measures
UNAVOIDABLE CAUSES
- Personal betterment
- Domestic affairs
- Illness, accident
- Unsuitable for job
- Housing or transport problem
- Retirement or death
Avoidable causes can be control by management to reduce turnover through provide better employee engagement programme but unavoidable causes are not under control of Management.
CONTROL OF TURNOVER
- Turnover may be control by arranging personal interview with the outgoing employees I.e.exit interview and opinion poll or survey should be conduct by independent persons to know the opinion of the present employees to betterment of loyalty and engagement towards organization.
- After that remedial measures should be taken such as satisfactory wage plan, incentive and promotion,sound personnel policy of recruitment, selection, placement and training, provision of reasonable amenities and welfare, setting up machinery for ascertaining the cause of grievance and redressing such grievance, proper retirement benefits,proper channels of communication to improve the morale of the employees, improvement of quality of supervision, training programme for increasing the skills of the employees
Based on above, the one things comes from that is loyalty of an employee are beneficial for organization and it will help in reducing turnover.
"MORE EMPLOYEES ENGAGEMENT,LESS EMPLOYEES TURNOVER".
Thanking you!
Regards,
Amit
From India, Delhi
Dear Dinesh,
Thank you for your queries. First I should apologize that 'M' got vanished from 'Many' and became 'Any'. It is a well know fact in any industry the employee turnover has become a matter of concern. That was the reason why I have raised this topic in the forum. Industry or Organisation does not mean only IT or BT or of such. It could be any where people work for their livelyhood , make their career, support the Organisation and achieve high status.
As far as your series of questions, I would like to inform you that I am an HR professional, Trainer and Counselor. Recently retired as Group Vice-President from a public limited Organisation. I have only about 40 years of industrial experience in both public and private organisations and have worked in almost all facets of the industry right from aeronautical to Textiles.
I have read your profile and have very I regards as you are a most valued member in Cite HR and you are also a trainer and moderator. Hats off to you.
I just wanted to know what the youngsters in HR think of the present situation as I have seen many disheartened with this employee turnover and give them some tips and also many of my learned & experienced friends like you give suitable advise.
Regards
Srinaren
From India, Bangalore
Thank you for your queries. First I should apologize that 'M' got vanished from 'Many' and became 'Any'. It is a well know fact in any industry the employee turnover has become a matter of concern. That was the reason why I have raised this topic in the forum. Industry or Organisation does not mean only IT or BT or of such. It could be any where people work for their livelyhood , make their career, support the Organisation and achieve high status.
As far as your series of questions, I would like to inform you that I am an HR professional, Trainer and Counselor. Recently retired as Group Vice-President from a public limited Organisation. I have only about 40 years of industrial experience in both public and private organisations and have worked in almost all facets of the industry right from aeronautical to Textiles.
I have read your profile and have very I regards as you are a most valued member in Cite HR and you are also a trainer and moderator. Hats off to you.
I just wanted to know what the youngsters in HR think of the present situation as I have seen many disheartened with this employee turnover and give them some tips and also many of my learned & experienced friends like you give suitable advise.
Regards
Srinaren
From India, Bangalore
Dear Mr Srinaren,
Since you say that you have 40 years of experience, it implies that you are well above 60. Therefore gentleman, the social situation when you entered into the job market and social situation prevailing now is vastly different.
Economic liberalisation of 1991 has brought in social and economic upheaval. The real effects of liberalisation became noticeable only after 2000. As India ushered into new millennium, explosion of business had started taking place. Large number of foreign companies entered in India. This created a one more market and that is job market. Getting rightly skilled people became challenge and new terms like head hunting, poaching became common. That was the starting point when HR professionals started worrying about employee turnover. Primarily it was due to mismatch in demand and supply of the labour.
The challenge of attrition is going to remain. During economic recession, be it of a smaller version of 2001 or full-fledged of 2008, the severity of the challenge was lessened but it resurfaced with full might when situation became normal.
Notwithstanding the scenario mentioned above, employers need to take steps to mitigate the impact of attrition. There are adequate provisions in the management science to control the employee attrition and if implemented, these give positive benefits. However, employers accept the problem of employee attrition as fait accompli, ignore their side effects and move on.
Thanks,
Dinesh Divekar
From India, Bangalore
Since you say that you have 40 years of experience, it implies that you are well above 60. Therefore gentleman, the social situation when you entered into the job market and social situation prevailing now is vastly different.
Economic liberalisation of 1991 has brought in social and economic upheaval. The real effects of liberalisation became noticeable only after 2000. As India ushered into new millennium, explosion of business had started taking place. Large number of foreign companies entered in India. This created a one more market and that is job market. Getting rightly skilled people became challenge and new terms like head hunting, poaching became common. That was the starting point when HR professionals started worrying about employee turnover. Primarily it was due to mismatch in demand and supply of the labour.
The challenge of attrition is going to remain. During economic recession, be it of a smaller version of 2001 or full-fledged of 2008, the severity of the challenge was lessened but it resurfaced with full might when situation became normal.
Notwithstanding the scenario mentioned above, employers need to take steps to mitigate the impact of attrition. There are adequate provisions in the management science to control the employee attrition and if implemented, these give positive benefits. However, employers accept the problem of employee attrition as fait accompli, ignore their side effects and move on.
Thanks,
Dinesh Divekar
From India, Bangalore
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EMPLOYEE TURNOVER.pdf
EMPLOYEE TURNOVER CALCULATOR.xls