Best Ways To Reduce Attrition Rate - Ppt Download - CiteHR
Madhu.T.K
Industrial Relations And Labour Laws
Gunjan Sarojwal
Recruitments, T&d
+1 Other

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Hi All, I have compiled some information from various sources in a ppt. presentation about reducing attrition rate. Hope you’ll like it. Regards, Gunjan

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File Type: ppt Best Ways to Check Attrition.ppt (1.55 MB, 4066 views)

Dear Gujan,
Your work is appreciable. Keep it up.

I have a small advice also. Having worked for more than 20 years in this field I have experienced that those establishments which offer better money (for which all of us work) and security (in respect of continuity of employment) have less labour turn over/ attrition. The theories of motivation and building up of team work can be applied to such kind of organisation where highly educated employees work. There also, they attend the seminars and lectures just to show that they 'understand' everything! But in a manufacturing company where more than 50 % are from shop floor category, we need 'offers' to hold them in the work place. Still the turn over among them is very less.

If the possibilities of getting a 'better job' are less, your attrition will automatically reduce whereas today's labour market is highly elastic that for an educated candidate it is very easy to find a job. The attrition rate of recession period would defenitely be less and it will shoot up when the recession comes to an end and the economy starts booming.

If your firm has a reputation among people, the employees will also feel proud of working there. It is the feeling of security and feeling of respect that the others give that decides whether to stick or quit, as I understand. This is true if you view a government employee who works till the age of retirement without any motivation class or incentives!

Regards and all the best.

Madhu.T.K

Hello Gunjan:

"I have compiled some information from various sources in a ppt. presentation about reducing attrition rate. Hope you'll like it."

Reducing attrition is not difficult but what is difficult is changing what hiring managers do prior to the job offer. Hiring for talent is the single best thing a hiring manager can do to reduce attrition.

I completely agree with you Sir.
In fact I feel that if we can do some homework on what our competitors are offering and how they are hiring employees, then we can definitely make our hiring system better, also
we can have regular update session and interviews with all employees and can make out their opinions and views.
This can inturn reduce attrition rate even in booming time.
Regards,
Gunjan

Dear Mr Bob,
Sometimes, we all face problems in hiring as their are many channels and rounds in the recruitment system.
Different people have different opinions about a single candidate.
If the hiring managers can sit together and make out a proper model for hiring a candidate then we can definitely get good talent.
We should discuss "what we require" and "what we can teach" before calling people.
Regards,
Gunjan

Hello Gunjan:

"Sometimes, we all face problems in hiring as there are
many channels and rounds in the recruitment system."

That is very true.

"Different people have different opinions about a single candidate."

Yes, that is true and it is part of the attrition problem.

"If the hiring managers can sit together and make out
a proper model for hiring a candidate then we can
definitely get good talent."

If we don't measure talent, we don't hire for talent.

"We should discuss "what we require" and
"what we can teach" before calling people."

You are very close, see below

If we want to be sure that all our new hires and employees become long-term successful employees, we need to make sure that all employees are competent and have a talent for their jobs.

For employees to find job success...
® talent is necessary, but not sufficient.
® skills are necessary, but not sufficient.
® training is necessary, but not sufficient.
® orientation is necessary, but not sufficient.
® knowledge is necessary, but not sufficient.
® competency is necessary, but not sufficient.
® qualifications are necessary, but not sufficient.
® effective management is necessary, but not sufficient.
® successful interviews are necessary, but not sufficient.
® appropriate behaviors are necessary, but not sufficient.

Talent is the only necessary condition for job success that employers cannot provide their employees and schools cannot provide their students. Employers must hire talent, see the book "First, Break All the Rules, What the world's greatest managers do differently."

Most employers don't measure talent so they can't hire for talent even if they do hire the best and the brightest.

Competence and talent are necessary but they are not the same. The following ties competence and talent together in a short guide for selecting the right people for a position. Talent and competence are necessary but they are two different things. Selecting for competence and talent avoids many performance problems. There are two conditions, see 3A and 3B below, when competent people should not be hired or selected for a position.

Each position has its own talent requirement.

Job applicants can have
1. Excellent Talent ... greater than 85% job suitability
2. Adequate Talent ... 85% to 70% job suitability
3. Inadequate Talent ... less than 70% job suitability

Job applicants can also be
A. Highly Competent
B. Competent
C. Not Competent

The following is the order in which applicants and/or employees should be selected for positions.
1A = Excellent Talent and Highly Competent
1B = Excellent Talent and Competent
2A = Adequate Talent and Highly Competent
2B = Adequate Talent and Competent

The following should be selected if they can become competent.
1C = Excellent Talent and Not Competent
2C = Adequate Talent and Not Competent

The following should not be selected.
3A = Inadequate Talent and Highly Competent
3B = Inadequate Talent and Competent
3C = Inadequate Talent and Not Competent

Talent must be hired since it cannot be imparted or acquired after the hire.

Hello manojcitehr:
"What is difference between Talented and Competent and skilled?"
Competence can be acquired after the hire.
Skills can be acquired after the hire.
Talent cannot be acquired nor increased after the hire so we must hire talent.
Talent is what we bring to the job that is unrelated to education, experience and knowledge.
Talent is what separates the best employees from others even if they are competent and experienced and skilled.

Hi Gunjan,
Can u plz mail it on my id, its nt getting opened.
I need it urgently yaar

Quote:
Originally Posted by Gunjan Sarojwal
Hi All,
I have compiled some information from various sources in a ppt. presentation about reducing attrition rate. Hope you'll like it.
Regards,
Gunjan

Dear CiteHR team,
A Very Happy New Year to you all!!
I need the ppt on "Attrition rate" and also the calculations through which we calculate the Attrition rate on "for the month", "year to date" and "For the year". The same could be sent on id pls
Thanks & Regards.

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