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Which scenario should be preferred?
Hello everyone this is my very first post in citehr. the question posted here has been buzzing through my head for a long time and i have been asking around in discussions locally with some of my colleagues and other hr professionals outside my organization. i wanted to expose foreign hr professionals to this question to see any possible variation in response to this issue thus increasing my own knowledge a bit further on this topic. so any response is welcome. counter query critic positive negative any kind of feedback will be helpful. it will be highly appreciated. scenario 1 as an hr manager consider existing staff to remain in same salary year after year if that staff has no other place to go to or no other option of employment. to make sure of that you dont give enough opportunity to the staff to grow and advance in their career through more relevant work exposure or training. this will ensure the staffs incapacity to increase his/her skills demand in the market and your organization will have a constant lowcost workforce which is secured from heavy turnover. scenario 2 as an hr manager consider existing staff as organizations most valuable resource based on their experience and expertise in their respective fields. you increase their capability through training and more on the job exposure to new learning so that they can perform better. but you know that this will increase their skills demand in the market thus increasing their options for switching your organization. therefore to hold them you give them competitive wages for which you incur heavy operating cost. which scenario would you prefer to apply in your organization and why? please consider your answers for the following cases: 1. staff who are at entry level performing regular clerical repetitive tasks 2. staff who are at midlevel who may or may not be supervising some entry level staff and performing tasks more into reporting analytically thinking and finding scopes for development 3. staff who are at top level posts supervising a considerable number of workforce in a specific organizational department or division making decisions that impact organizational goals and achievements thank you for reading.
In-discipline in a company
Dear friends i am working for a psu as a line manager. in our organization even though nonexecutives are guided by "standing orders" and executives by "cda rules" no one follows any rules resulting in all types of misconducts. the indiscipline has gone to such an extent that any body can do anything and get away with it. even though they know the miscodcts 1.surpervisor/ shift incharge does not take action for any misconduct 2.section incharge/ hod does not take any action 3.divsional level/ gm level does not take any action 4.ed/ director level also do not any action section incharge/ hod does not ask the supervisor for the misconduct of the emploee/ worker. similarlarly other levels. as the results production/ profits are coming nobody is bothered about discipline. all the officers get their promotions in time literally 100 there is no instance of dropping a single person any level i.e junior middle and senior manager level no sanctity for pms all these line managers blame hr/personnel managers for not taking action. hr/personnel blame line managers everybody in the organization looks top right from worker to director. in this scenario what is to be done. who has to bell the cat. what is the role of hr/ personnel manager in curbing the indiscipline? hr manager says unless line manager complains/ brings the misconduct to the notice of the hr manager hr can not take any action. is it true? kinldy help me in defining the role of hr/ personnel in these matters? thank you
Hr discussion
Suppose in a organizationthere are 200 employees are going to the strike against the manager and the compnay.the company is already spoke the employeesbut they are not heared the words of the top level management and hr manager.in this situationwhat will the hr manager do
Management to staff ratio in manufacturing industries - could you please help me to prepare this ratio?
Dear hr folks i have been working in a heavy construction equipment manufacturing company oem as a corporate hr having employee strength approx. 3500 employees including contractual workers. i have bee asked by the management to prepare the trend of management to staff ratio in manufacturing industries in india. could you please help me to prepare this ratio in the manufacturing sector? e.g sr. level management ratio middle level management ratio junior level management ratio staff ratio contractual workers ratio looking forward to hearing from you soon regards
Our hr & gm force me to do heavy job also after submitting medical certificate
Dear all i am working in limited. company from last 4 years. before 5 month i fall into accident outside the company not on duty. after recovery & after some rest i joined company. after one month they transffer me on machine where i have to work standing for 8hrs & other heavy work.after few month i again suffer by back pain after x ray doctor tell me your back bone is damaged & start treatment.i request by letter to my gm & hr to give me some light work but they refuse & forcing me to do job also after submiting medical cert.mention to avoid heavy labourism. what can i do? what are my rights
How to reduce attrition level
Am working as a manager hr in a reputed nationalized bank in my region attrition level of clerical staff is quite high kindly suggest me any how to reduce the attrition level systematic way