My CEO has asked me to get back to him regarding my review as an HR on the following points;
Employees leaving frequently to our competitors or for other reasons too. Factors to improve and rectify it. Not able to recruit candidates in IT as well as Non-IT requirements due to lucrative market.
I need to get back to him with my understanding to handle all this as an HR. What measures can I take/suggest? What extra monitoring or measures should i take to avoid the situation and make it better. Please help me, I need to share my review today at 4 pm.
From India, Gurgaon
Employees leaving frequently to our competitors or for other reasons too. Factors to improve and rectify it. Not able to recruit candidates in IT as well as Non-IT requirements due to lucrative market.
I need to get back to him with my understanding to handle all this as an HR. What measures can I take/suggest? What extra monitoring or measures should i take to avoid the situation and make it better. Please help me, I need to share my review today at 4 pm.
From India, Gurgaon
Dear Swati,
Earlier you had raised a post on the employee attrition in your company. In my reply to your post, I had given measures to contain the attrition.
The other things which you have stated also can be managed, however, the replies cannot be given just on the post of a public forum. Suggesting a solution would require a deep study of your organisation. As a part of the study, we may have to conduct a few surveys also. Therefore, it becomes a consulting activity.
By the way, is the top boss itself a cause of employee attrition? In many small companies, the whimsicalness of the top boss is a primary reason for the employees to discontinue.
You have come up with a new query and it is, "Not able to recruit candidates in IT as well as Non-IT requirements due to the lucrative market."
Getting the right talent is a huge challenge even for a branded company. However, because of the strength of the brand, at least they attract candidates. In contrast, the brand strength of the micro and small companies is poor. Therefore, they suffer at the stage of attracting the candidates to their company. Till you develop the brand image, this challenge will continue.
Thanks,
Dinesh Divekar
From India, Bangalore
7736Earlier you had raised a post on the employee attrition in your company. In my reply to your post, I had given measures to contain the attrition.
The other things which you have stated also can be managed, however, the replies cannot be given just on the post of a public forum. Suggesting a solution would require a deep study of your organisation. As a part of the study, we may have to conduct a few surveys also. Therefore, it becomes a consulting activity.
By the way, is the top boss itself a cause of employee attrition? In many small companies, the whimsicalness of the top boss is a primary reason for the employees to discontinue.
You have come up with a new query and it is, "Not able to recruit candidates in IT as well as Non-IT requirements due to the lucrative market."
Getting the right talent is a huge challenge even for a branded company. However, because of the strength of the brand, at least they attract candidates. In contrast, the brand strength of the micro and small companies is poor. Therefore, they suffer at the stage of attracting the candidates to their company. Till you develop the brand image, this challenge will continue.
Thanks,
Dinesh Divekar
From India, Bangalore
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