Employee A, has been associated with company ABC for the last 8 years. The employee has been working as a Team Lead and MIS taking care of 5 major projects in ABC. During his tenure with ABC, the employee has received multiple accolades from the client and HOD. Due to monotony with his current designation and work, the employee decides to leave and opt for a better opportunity. During the retention discussion, the employee agrees to continue provided he/she is given a promotion as Asst. Manager and a 30% hike to the current CTC.
As an HR how to draft a retention plan keeping the scenario in mind that currently under economic recession and have been laying off people. However, employee A is an important resource to your organization, and the client demands employee A to continue.
How would you retain him without providing a salary hike and promotion?
From India, Bengaluru
As an HR how to draft a retention plan keeping the scenario in mind that currently under economic recession and have been laying off people. However, employee A is an important resource to your organization, and the client demands employee A to continue.
How would you retain him without providing a salary hike and promotion?
From India, Bengaluru
I hope this is not an assignment given in one of the business schools.
Anyhow, the answer lies in the case itself. He/She is finding the job monotonous and the designation dull. So make it exciting, Job enlargement/Job enrichment could be thought of. Sometimes the villain could be job environment itself. I know personally a case where one of the very good employees started misbehaving as he was the only telex operator (happened in mid 1980's) and was confined to 6' X 4' room, all by himself. Understanding his difficulty, his seat was shifted to the common hall and the whole problem solved by itself.
So the real factors have to be identified and has to be dealt with to bring satisfaction.
From India, Mumbai
1422Anyhow, the answer lies in the case itself. He/She is finding the job monotonous and the designation dull. So make it exciting, Job enlargement/Job enrichment could be thought of. Sometimes the villain could be job environment itself. I know personally a case where one of the very good employees started misbehaving as he was the only telex operator (happened in mid 1980's) and was confined to 6' X 4' room, all by himself. Understanding his difficulty, his seat was shifted to the common hall and the whole problem solved by itself.
So the real factors have to be identified and has to be dealt with to bring satisfaction.
From India, Mumbai
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Employee Appraisal Form new.doc