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Include in your agreement a bond when they get hired. That is if it is legal in your country.
From Philippines, Pasig
Dear u can call me on 09720393834 so that i can explain u in detail bcos it needs conversation between two of us take care
From India, Secunderabad
Exactly! I have also requested the same! Why is it that this point is left unnoticed???:?:
From India, Madras
Hi.. The reason could be that the employees working with you find better opportunities through through your own consultancy and then switch over the job.
From India, Mumbai
It is an interesting conversation. Dear Perfect, Nothing can prevent an employers from getting into an agreement / contract / bond of one year. However, it would serve little purpose since bonded labor is not legally tenable in India and signing a bond is tantamount to acceeding (in spirit) to relationship involving bonded labor. There is a precedent set up in this regard way back in 1950's where some Thapar Industries lost a case in this regard. The judgement pointed out that a bond can only be among the equals. Status of an employer and that of an employee is not equal and hence such bonds have no legal validity. Hence, an employer cannot force an employee to stay associated with it for any period of time. So if an employer thinks that getting into bonds will solve the problem, then it may soon find itself on the wrong side of law. Now coming to attrition. We must accept the fact that nature of employer - employee relationship is fast changing. Now a days it can be best described as a relationship between 2 independent thinking adults. If employers can let an axe fall on employees due to downsizing, right - sizing, delayering, etc then they hardly have any moral right left to seek loyalty. I may sound a bit curt, but it is rightly said if an employer wants loyalty then it should better hire dogs. Now a days the employer should ensure that work, training, etc should be so designed that it enhances employability of an employee. On the other side, an employee must ensure that till the day he or she works for an organization, the delivery has to be at 100% efficiency and effectiveness as decided through pre-agreed KRAs. In this case, i truly belive that recruitment is no rocket science. The role of operational effectiveness & operational efficiency through the use of technology and advanced statistics is limited beyond a certain level of productivity. After this level it becomes more of a labour intensive operation. Hence, an employer of this sector must focus on achieving this target level and should avoid attempting to go beyond it. This should be supplemented with a strategy of ensuring that processes meet recruitment targets and not recruiters. Tinkering with compensations, career paths, etc may not serve much purpose when demand supply mismatch favors employees. To get better insight into real issues it would be great if data of exit interviews is captured and studied honestly. Another issue was raised regarding debarring an employee from joining competitors. Forget debarring an employee from joining competitors, an employer cannot even prevent an employee from taking along the clients to competitor. This has legal approval based on a recent judgement in NCR where some bank was cribbing and crying in courts for being at receiving end due to this scene.

Agreement is not the ultimate solution. What I realize, when an employee feels lack of job guarantee along with the salary they decide to move on.Also the motivations plays a major role to minimize the attrition.
My dear friend, you need to realize your employees about their future and why they should work with u?? Once they get convinced on this part, you will out of the blue.
In case of any comprehension you can always write in.

From India, Delhi
As jyoti quoted "being an MBA the salary should be quiet decent"
I dont thing its right being an MBA is not at all gr8 job, how we work wat we work is important
& regarding Mr.Perfect you should understand your employees 1st, then u should assign ur work accordingly....
Have a nice day.....
Kiran P
Sr. IS Officer
Maersk GSC

From Hong Kong, Central District
Hi There,

I am Subramanian. I have more than 3 years of experience in HR. I have also worked as a consultant.

I have come to know that the current attrition rate in your organisation is high.I have some reasons, It might be right or wrong.Still I would share with you.

1. Once a person completed MBA with specialisation in HR, His/Her major aim is to work in corporate. The person would be more keen to do corporate role.But, it is not necessary that If a person completed MBA-HR, he / she should get corporate assignments.Companies would select the candidates based on the institutes.If the person is not from good institute then he/she should have minimum experience.For getting experience, the person would work in a consulting firm for 6 months to 8 months and after that they will leave.Once he/she joined in a consulting firm, the second day onwards they would update their resumes in the job protal. This is the main reason behind the high attrition rate in your organisation. It is not that the salary you are providing is less or the work culture in your organisation is not good. If a consulting firm maintains attrition rate <5%, then it is really good. In corporates, attrition rate is <2%. They should maintain <2% every month.

I hope you got the point.High attrition rate is common now-a-days in consulting firm. i would request you to maintain good relationship with the employees.The relationship should be in a way that if they leave from the organisation today, they should contact you tomorrow.



From India, Delhi
Hello Perfect Research has shown that employees leave the company because of their Managers/Bosses. May be u need to do your SWOT analysis Rgds Rushil
From India, Delhi
I have been with a consulting company... and have experienced the same sort of attrition with my team too. As I was only their manager and not the management, I spoke to many of them later... and this is what I found...
The MBA graduates use consulting and placement companies as the stepping stones to corporate openings!!! And if you pay them a good pay package, they use that to get yet another 10-30% hike in the next position... they stay just to learn the ropes and move on.
This problem also exists with fresh graduates who show much interest in joining smaller firms and then jump to bigger ones.
The solution I could offer to this problem is having a better interviewing structure... make your interview in such a way that you can check their attitude. Sometimes, family backgrounds also has an impact on career decisions of freshers...
This is not foolproof... I will keep you posted with further suggestions too...
Lalitha Giridhar

From India, Madras

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