Attrition

Last post August 16, 2019 11:36 AM by debora. 1 repiles.

August 8, 2009 01:10 PM 1
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Join Date: August 8, 2009
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Post Date: August 16, 2019
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Location: India

Attrition

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

August 10, 2009 10:152
rkuppili
Total Posts: 121
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Post Date: August 10, 2009
Points: 605
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Re: Attrition

Hi Mayo,

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

Radhika

September 10, 2009 02:063
P.V.Vasanthakumar
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Re: Attrition

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.

 

September 14, 2009 08:304
t_sampath
Total Posts: 24
Join Date: August 8, 2009
Rank: Executive
Post Date: September 14, 2009
Points: 120
Location: India

Re: Attrition

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

September 14, 2009 01:375
t_sampath
Total Posts: 24
Join Date: August 8, 2009
Rank: Executive
Post Date: September 14, 2009
Points: 120
Location: India

Re: Attrition

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
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