Why HR Professionals leave the organization?

Hi Frend,

I am very much happy to see the information like this.

With Regards,
Ramesh.V

Hi

Thank you for this information

regards

Samudyata

Dear Mr.Peer Mohamed Sardhar,

All the points are absolutely correct. It is really wonderful survey.

Regards

Hariharan N

Peer Mohamed Sardhar

Good Evening.
First of all thanks for coming up with a good topic for discussion. In the survey that you have done the first reason is Money."Its a biggest Motivator".

But my question is that why the HR Folks are underpaid.

Regards
Nidhin Jacob

I think ur 3,4, & 7th points are more responsible for a HR guy to quit a ongoing job n seek another one.

Most HR practitioners and leaders of organizations would instinctively say that people leave because of the following reasons:

• There are better opportunities elsewhere.
• It is difficult to work here.
• Never did fit in.
• Can't get ahead.
• Poor management.

In a recent study of 1,100 employees conducted by Towers Perrin, it was noted that 40% to 45% of the workforce is "at risk" of leaving for another job when the economy turns around. The other news determined in this study is that one third of employees are unhappy at work. Of this discontented group, 28% are actively looking for a new job or planning to leave.

What are their concerns? The top 5 in order were:

1. Workload.
2. Insufficient support by management.
3. Concerns about the future.
4. Lack of challenge.
5. Insufficient recognition.

While surveys provide us with a variety of challenging areas, some of which are controllable and others not, management can tend to the items within their control.
Why do people stay?

By taking proactive actions to improve job satisfaction, a supervisor or a manager can help reduce turnover and retain key staff.

Provide recognition. Never underestimate the importance of good, old-fashioned day-to-day feedback. Employees welcome the "pat on the back" for a job well done because the time taken for personal feedback is disappearing from many organizations. Regular performance reviews are essential communication tools to keep your staff informed and focused. People who are uncertain about where they stand with their current employer are receptive to the lure of another organization. Giving feedback, in a constructive manner, creates respect for the employment relationship.

Measure job satisfaction. To understand an individual's general attitude toward his or her job, positive or negative, is vital in understanding the relationship to employee productivity, absenteeism, and turnover rates. The most common assessment tool in measurement is an employee survey, or through observation.

Treat Human Resources professionally. To help you with turnover or retention problems, the HRPAO and other HR associations can help you recruit an HR professional on a part time or contract basis, or to join your Board as a volunteer. An HR professional can create and conduct exit interviews, review your policies, procedures, employee handbooks, and benefits.
What defines job satisfaction?

In a nutshell, important factors conducive to job satisfaction include mentally challenging work, equitable rewards, supportive working conditions, and supportive colleagues. Commitment to and involvement with the organization and the actual job are also factors.

• Mentally challenging work: Are there opportunities to use skills and abilities with variety of task, some freedom and constant feedback? Jobs with too little challenge are deemed boring, frustrating and can produce feelings of failure.
• Equitable rewards: Employees want to work in a system that is perceived as just and fair. Are your promotion and pay systems policies meeting their requirements? While not everyone seeks a paycheque as the sole reward, the key is linking pay to satisfaction, which does not mean the salary paid but the perception of fairness. If these policies are perceived as just and fair there is likely to be greater job satisfaction.
• Supportive working conditions: The working environment is very important in terms of safety, health and wellness. Physical comfort, location heating, noise and professionalism are all-important contributors. Ensuring that your environment is complying with all legislation and listening to employee complaints is important here.
• Supportive colleagues: For many employees the opportunity for social interaction, with friendly coworkers and supervisors adds greatly to the dimension of job satisfaction. The supervisor's role is a major determinant of satisfaction because of the direct impact this role plays with the employee. Whether there is praise, good listening skills, positive role modelling or a fair attitude, the supervisor will affect the satisfaction level.
• Job Involvement: Employees with a high level of involvement strongly identify with and care about the kind of work they do. The person here identifies closely with their job title and the perceived value of their individual performance and contribution to the organization.
• Organizational Commitment: Some employees identify strongly with the employing organization. Perhaps it is the mission or vision or value system of the organization. However an interesting development can occur: while the employee may be dissatisfied with his or her particular job, the employee may view this as a "temporary" condition due to high satisfaction with the organization as a whole and remain loyal. But when dissatisfaction spreads to the organization itself, the employee is more likely to resign.

Regards,

Nawas

Dear Peer,

need to add "some times employee recognition fails in HR department itself". Rest I agree with the 7 exteremely true points.

Regards,
Deeps

Hi Peer Mohamed,

That was indeed a very much required piece of information. Thank you!!
There was a time when HR /Personnel dept. was purely a support function or like a backend operations.
Only now, after a deliberate efforts of many, HR functions / dept. has got the importance it deserves.

Hence any factor that might be responsible for any Technical professional to change job would be true for an HR person as well.
HR function is growing and it is still evolving. Hence there will be an equal attrition within HR department as well, and on the positve note there should be some level of attrition for HR function to evolve and get its full importance and maturity.

Thank you,
Vidhya

Dear PMS,

Greetings for the day.....


If we conduct a survey of anytype of professionals more or less the same exact results are bound to appear.

So here my question arises, if a HR person leaves his job due to politics, superior relations I dont know what they might be telling in interviews, I am sure they will hide the above two reasons , because AS PER THE HR, WORLD whenever any employee is asked this question WHY? and he replies OFFICE POLITICS< SUPERIOR RELATIONS in interview HE IS NOT RECRUITED and THE HR BELEIVES THESE ARE NOT A ISSUE TO LEAVE ORGSN... (source: discussions in www.citehr.com)



And is it agreed that HR is leaving the organisation for more PAY,
POLITICS, SUPERIOR RELATIONS, if the HR is not satisfied himself then what JUSTICE can they do to EMPLOYEES...


AND WHY IS THE NEED FOR HR TO LEAVE THE ORGANISATION , as PEOPLE HERE TERM THE HR as HEART OF ORGANISATION, SO CAN WE TAKE ONE HEART FROM ONE PERSON AND PUT IT TO OTHER,,, OR CAN WE TAKE OUT SOMEONE WE LOVE FROM OUR HEART AND PLACE SOMEONE ELSE...

JUST FOR SOME MONEY , OFFICE POLITICS, SUPERIOR RELATIONS,


Some people even went to the EXTENT of TERMING HR as MOTHER,,

So DOES A MOTHER LEAVES HER CHILD just BECAUSE HE MISBEHAVED, OR THEY HAD SOME ARGUMENT...





THE REASONS WHICH YOU POSTED ARE APPLICABLE TO ALL EMPLOYEES, AND THERE IS NOTHING SHOCKING FOR THE HR TO DISPLAY IN HIS FACE WHEN ANY EMPLOYEE SUBMITS HIS RESIGNATION... ( source: my friends, citehr,, HRs are termed to undergo a shock everytime an excellent employee leaves,,, and their characteristics of face, CHANGES... from the ever to the NEW FACE of ....



So if HR accepts these are common reasons for CHANGE, then they should really accept the RESIGNATIONS of EMPLOYEES wholeheartedly, and do their duty with full dedication so that we dont come accross further posts in cite hr like WHY HR are ROOD, WHY HR deliberately DELAY F&F SETTLEMENTS Etc etc....










HAVE A GOOD DAY, BRITANIA TIGER, and PARLE G BISCUIT