Why Hr Professionals Leave The Organization? - DOC Download - CiteHR
Madhu.T.K
Industrial Relations And Labour Laws
Sanjeev.Himachali
Hr & Od Consultant
Suresh P
Hr Professional
Nawas
Senior Hr Officer
Rkandadai
Manager-hr
Valbooj
Manager
B K BHATIA
Director Of Company
K.Ravi
Loading.......
Vivaek
Hr Manager
Vidhya2010
Hr Professional

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Why HR Professionals leave the organization?

We donít get the talent in market easily. You have to search it. The same is with HR talent. The role of HR is critical in every organization. Service and retail industry is growing and also the employment in various sectors and positions. The HR has become a key to control the total Human Capital.

Hence the market demand for HR professionals is also high. The job hopping is increasing across the positions in all sectors. I have seen senior level professionals leaving the organizations due to some reasons within 6 months or one year. I tried to find the reasons from one survey.

This survey is not absolute survey and needs to work more. The sample size for the survey was 150 HR professionals from various Industries and having the experience of 2-10 years.

Why HR professionals leave the organization? What are the key reasons for leaving?

Following are top 7 reasons.


1) Compensation and benefits: 49 percent HR professionals leave the organization for increased compensation. This reason is more dominant over any other reason.

2) Challenging job Profile and Learning new HR concepts: around 40% HR professionals responded that they see challenges in new profile and also the new learning in HR.

3) Freedom to take decisions: 34% Professionals leave the organization because they were not authorized to take the decisions. The decision was dominated by the superior. They feel that they were playing the role of just co-ordinator. These people may be ambitious people.

4) Politics in the organization: 32 % professional were fade up with the politics played in the organization. The definition of politics is person specific but still important to decide the career move.

5) Lack of HR vision: Professionals are not aware about the HR vision of the organizations. 29% professionals say that they leave the organization due to lack of clarity about HR vision of the organization.

6) Good employer brand: Around 25% professionals think that Employer Brand is also important factor while deciding the career move from one organization to other organization.

7) Relations with superior: Employees leave their superior and not the organization. This is true here. 21% professionals think this.

Courtesy
Vinod Bidwaik

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... :-x from the ever :) to the NEW FACE of :x:icon7:....

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 :icon1::-D:)


Idisagreeablyagree with the facts. Research has alwaysproved that‘people leave people (that’s their seniors) and not organization’
From that perspective, this comes as #1 reason with pay/benefits around 4thin the ranking next to‘challenging work profile’,‘vision, mission, passion’

Ravi,
I will accept your words it is true HR as to work efficiently and they need to take of all issues in the organisation then there is no meaningful for HR dept in the organisation
Very poor HR in corporates
not only recruit a candidate and place him for projects that is not an hr work
there is seperate department post recruitment in that employee relation also includes what tht mean for
why employees leave the organisation not a HR leaving its for common to all

[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...]
My post: ['As an HR you should exercise your quality of patience with smartness and tactfully. You are not a mother to nurture everyone there and at the same not an authoritarian. May be a blend of both.']
Hi Ravi,
Mention of an HR as mother is just to emphasize on the fact of having an attitude of patience.
It is a general notion that mothers have extreme level of patience, hence the reference.
Tell me sincerely how many of us, who are in HR has deliberately chosen this field? I have come across so many people who haven taken or take HR, because this field is considered to be easy than compared to anything else.
HR is mostly about the attitude than anything else. (Purely my opinion).
So, when HR leaves the company then he/she is just an employee bound by all the same factors as any other employee in the organization, becomes a child and not a mother.
Thank you
Vidhya :) :lol:


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