Think HR Think CHRM
Wednesday - 20 Nov 2019

CHRMGlobal.com on LinkedIn
Username : Password: Forgot Password?
Updates
Updates
Attrition
Human Resources » Attrition and Retention


Chrm Message From: mahendrhr Total Posts: 2 Join Date: 08/08/2009
Rank: Beginner Post Date: 08/08/2009 13:10:40 Points: 10 Location: India

Dear Friend's,

I really moot with my attrition in Apparel industries.

Happy we're anticipating Diwali -2009. But we slightly parring HR Team for reducing attrition rate in Our organization,

Please guide me some tool to reduce attrition for this financial year.

 

Fervent Regards,

Mayo

Chrm Message From: rkuppili Total Posts: 121 Join Date: 08/08/2009  
Rank: Leader Post Date: 10/08/2009 10:15:51 Points: 605 Location: India

Hi Mayo,

I guess introducing some kind of incentives on sale targets. This helps...

Radhika

Chrm Message From: P.V.Vasanthakumar Total Posts: 3 Join Date: 08/08/2009  
Rank: Beginner Post Date: 10/09/2009 14:06:46 Points: 15 Location: India

Seven Rules for Retention
1.Make reporting authority more accountable for employees' retention by fixing it as one of Key Performance Area(KRA)

2.Offer a workplace that respects, encourages, and enables a work - life balance.

3.Create proactive succession planning that facilitates career pathing for top performers.

4.Provide tools to better monitor employee sentiment throughout the employee life cycle.

5.Focus retention efforts and resources on the most talented and high potential employees. 6.Produce an employment brand "experience" that satisfies employees on multiple

level.

7.Reward internal mobility with an internal free-agent system that enables mployees to move freely and without negative consequences from one department to another

P.V.Vasanthakumar.

 

Chrm Message From: t_sampath Total Posts: 24 Join Date: 08/08/2009  
Rank: Executive Post Date: 14/09/2009 08:30:52 Points: 120 Location: India
Hi Mayo,

I do agree to the points of  Vasanthakumar says and at the same time the following measures also be taken :

1.
that Accountability by Supervisor

Seven Rules for Retention
1.Make reporting authority more accountable for employees' retention by fixing it as one of Key Performance Area(KRA)

2.Offer a workplace that respects, encourages, and enables a work - life balance.

3.Create proactive succession planning that facilitates career pathing for top performers.

4.Provide tools to better monitor employee sentiment throughout the employee life cycle.

5.Focus retention efforts and resources on the most talented and high potential employees. 6.Produce an employment brand "experience" that satisfies employees on multiple

level.

7.Reward internal mobility with an internal free-agent system that enables mployees to move freely and without negative consequences from one department to another

Chrm Message From: t_sampath Total Posts: 24 Join Date: 08/08/2009  
Rank: Executive Post Date: 14/09/2009 13:37:28 Points: 120 Location: India
Hi Mayo,

I am sorry for the incomplete reply. I would like to add to what Vasanthakumar said is that:

1.   Fix responsibility for the Supervisor for retention of employees.
2.   Conduct exit interview to understand the reasons and formalate the HR policies, if    needed.
3.   Implement award / incentive systems as a regular practice instead during seasons for higher performance.
4.   Use internal reference for getting new recruit and this way half of your job is done to explain about the company etc. and offer some incentive for referral.
5.   Have periodical interaction with the employees to understand their expectations.

Regards
Sampath
919710928705

1 2 3 4 Next
 
Events
 
Related Discussion
Attrition in Pharma Indus
How to Control Attrition
Turnover and Attrition
Calculation of Attrition
Controlling & Overcoming
Clarification on Attritio
Methods to lower Attritio
Calculating Cost of Attri
Attrition controls should
High Attrition in Service
 
Related Articles
The Vital Task of Stoppin
High Attrition : Entry Le