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How to Control Attrition
Human Resources » Attrition and Retention


Chrm Message From: vijayraj Total Posts: 30 Join Date: 15/11/2006
Rank: Executive Post Date: 23/04/2007 10:09:08 Points: 150 Location: United States

Hello Team.

Few weeks ago, I'd seen someone post a query on "causes and ways to deal with attrition".

Here's my top of the hat checklist:

The order is only based on recall.

Causes
1. Incorrect setting of expectation
2. Business turmoil in the organization
3. Compression of salary
4. Perspective towards contact points in the orgn - peers. Leads to inferiority complex.
5. Perspective towards immediate manager
6. Feeling of lack of utilization
7. Killing of creativity
8. Personal ambition/reason - higher education, relocation etc
9. Active poaching by competition
10. Perspective towards work being done
11. Perspective about the industry - let me move from systems to j2ee, from pure development to customer facing
12. Lack of growth opportunity

I am sure you will be able to add few more to this list. In terms of control for each of these bullets, your answers will be as good as anyone. However, there are certain things that each organization does to control the attrition. And it will be best for you to limit your study to a specific segment. For instance it wouldn't be right to generalize a strategy across Global product development organizations to call centers. You wouldn't be comparing apples to apples.

Since my experience rests only with former, I will try to highlight few of the HR strategy followed by global product development organizations only.
1. Communication - business communication should be crystal clear - financial data, industry data, operations data - available to all.
2. Most organizations have respective business unit related product development strategic meets - open to all
3. Most orgn encourage people to participate towards process improvement, generation of new ideas and reward them accordingly
4. Managers undergo training on handling different situations, effective communications etc.
5. Escalation channel is always left open and people are encouraged to use that route on need basis
6. Reprimand is a no-no for most cases. Cannot be taken up without a consent from your immediate boss.
7. Setting expectation, welcome aboard etc for new hires
8. Regular industry surveys to see where your salary indices fit

Hope it will help you in getting started. If you need anything in specific, please ping the group again. 

Warm Regards

Vijayraj 

 

Chrm Message From: sandeep Total Posts: 4 Join Date: 15/11/2006  
Rank: Beginner Post Date: 17/06/2008 09:08:13 Points: 20 Location: United States

thaks for your valuable suggestion

 

thak

 

sandeep

 
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