Please Advice On Resolving Team Conflicts And Reduce Attrition - CiteHR
Nashbramhall
Learning & Teaching Fellow (retired)
Pon1965
Construction
+2 Others

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Dear All,
The task assigned to me by my senior HR, can you provide me with some scenario where the problem arises in a team and the best solution they have attained. This task is to provide a material to TL and Managers narrating the real time situation. This is a step to control attrition going in my company.
Can you suggest me?

Dear Devi,,,
to reduce attrition first identify whether the new joiners are getting required support they requires from the existing team members or not? and also the new joiners should not have any job dissatisfaction along with the facilities they requires to perform the tasks given.
in our organization we first try to create the responsibility of the person who has raised the requisite that its not our need that new person will come and make our work easy but all yours and HR is just a coordinator. HR will just provide you a facility to place a new person who will help out them in getting things done.
So at last you should create a feeling of responsibility in HOD/officer who has raised the requisite and identify does your organization is providing adequate facility support to the new as well as old employees.
regards,
monu

Dear All,
I have faced new a situation with a candidate can you suggest solutions on this
A candidate has joined in our company with 5 years experience in that 4.5 years as indirect and 7 months has direct employee on verification its proved that he was working under the same company for 5 years but has indirect employee and the salary he was getting was half the amount when compared to our salary. What would be the correct decision to take on such a situation.

direct/indirect experience does not matter as long as he has got stuff. If he has got potential/skill to suit to your requirements, why should you compare his past compensation package? Most organisations are just referring their last drawn salary rather than analysing the skill of candidates. Every organisation has got their own benchmark for structuring the compensation package and they should go by their standards.
pon

Dear Sri Devi,
Pon is dead right. The question should be is that person needed by you? Does what he will get in line with your salary norm or will it stick like a sore thumb? Have you not seen cases where people get double their old wages wne they switch jobs?
To be sure, you can offer a slightly lower salary during the probation period with a praviso that if the performance is found acceptable they the salary would be increased at the time of confirmation. I have had such an experience in the UK.
Please also see <link outdated-removed> for information on how things are changing in China.
Have a nice day.
Simhan
A retired academic in the UK

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