I am into employee relationship and had one query related to that:
many a times it happens though u r in regular touch with the employees then to you cannot feel that they are not happy in the organisation so how we can know this thing before hand?
as u all know that the IT market is very high and its very difficult to retain the employees now a days so my questions are:
Pls let me know some retension strategies?
what best u can do for ur employees?
13th November 2006 From India, Ghaziabad

Hr Diplma Student
Hr Manager
Hr Professtional
+1 Other

You should conduct Employee Satisfaction surveys on and off. These surveys should include aspects which you would want to focus on and also be sure to follow up and take sufficient measures eliminate or lessen the dissatisfaction.
You can also enhance employee motivation by introducing reward schemes etc.
13th November 2006 From Sri Lanka
Some important Retention Tips is as follows:
1. Employee Satisfaction Survey twice in a year
2. One to one discussion every six months intervel
3. Find our causes of dissatisfaction
4.Make a blue print and discuss with top management
5.Act accordingly
choudhury s
14th November 2006 From India, Delhi
the most important aspect of Employee Satisfaction surveys are implementing the results of the survey. Its very easy to find the discontent of employees (they are waiting to tell you ) but to address them is the herculean task).
the senior management team and HR should be in consensus on what they need to achieve because of the survey.
The key priority in my opinion on employee relationship is listen to employees and address their concerns/ queries to the best of your ability. sometimes 50% of the problem is solved since they have told their concern.
also get clarity on the reason for this dissatisfaction and the support from the top management/line manager in rolling out your interventions. HR needs to accomplish its goals through its line managers.
14th November 2006 From India, Bangalore
while in constant interaction with employees, we tend to learn various personal and professional aspects. Some requirements are immediate while some may not. sort out these requirements and try to match with what your organistion support can provide.
eg. immediate requirements are generally financial.
Long term requirement may be training, higher education , job rotation, job enrichment, multi skilling and so on.
As an E R pro there is lot you can do to align these with managements expectation. This is my experience.
17th November 2006 From United States, Boston
Kindly let me know if during one on one session an employee comes and says that he is not happy with the salary in this compnay and that he is going to resign. At that point in time what can you do.
I have told them a lot about the resonsibilities and the working environment but it doesnt work. Can you please suggest me something else?
14th September 2008 From India, Mumbai
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