Dear All,
I m working as HR(Recruitment) in an Insurance Company.There is some problem regarding attrition of employees strength.
I recruit 30 - 60 candidate every month,but they are not stable.Due to that i found 75% attrition out of 100%.
What should I do for control on it.It is the biggest problem for our company & business.I always give my best but I m unable to handle this issue.
Please suggest me.
Thanks & Regards
Muskan Sharma

From India, Delhi
Dear Muskan,

The rate of attrition in organisation of 5-15% is seem to be common problem for overall corporate world. If rises of attrition rate over this is a big problem and challenge for HR. If the rate of quitting/leaving the job goes to more than 50 %, then this will be really a serious problem. You should need to enquire/investigate over the issue that why attrition rate for particular job position of the organization is higher. There are some of major points which may be main reason of increasing of attrition rate of your organisation.
1. The salary/ Pay package is lower than competitor/other organisation for the similar position in same location,
2. Having less applies employees' beneficiary plan in organisation,
3. Having very rare chances for employees career growth,
4 It may be language problem i.e to communication problem,
5. Having more new option in job-market,
6. Have less cooperation & coordination with employee to other employee of same or other department,
7. Autocratic/biasness reporting Manger/supervisor/Management behaviour,
8. Unappropriated working hours,
9. No implementation of better HR Policies, labour legislation in the organisation

For proper management of employees attrition in organization you should need to firstly go through the problem that why employees' attrition rate is highest in the organisation. You should investigate the issues and then give the appropriate solution. If you find the causes of problem, then by proper training you should need to provide to employees after selection of candidate. Also you should time to time provide training through expertise person, Employees Workshop Collaboration programme will further help to minimise the rate of attrition.

Thanks & Best Regards:

From India, Hyderabad

Attached Files
File Type: ppt Attrition Mgt.ppt (203.5 KB, 1154 views)
File Type: doc Attrition Rate Calculation.doc (29.5 KB, 1651 views)
File Type: doc Exit Interview Template.doc (45.5 KB, 1117 views)

hai muskan.s
i accept . what he code is correctly. by following all the above u can solve the problem. still if there is same problem u can follow this
1. first observe from which department most of the employees are leaving.
2. constantly interact with the HOD and other employees(stable) in that department
3. explain the problem to the superiors with data and leave the conclusion to him
4. after this send a letter to that HOD asking reason for attrition. based on the explanation conduct a meeting
5. still i think it won't be solved 100%. one fine movement stop recruitment employees for a month or two months,still HOD calls u for meeting. then u can project all these and solve the problem
but this is very harsh method. it may leads to strong conflict or strong friendship
it is last preferable method
comments are welcome

From India, Hyderabad
Firstly you have to tell me for which purpose u need it.
SOP means a statement for a specific purpose like for business,education,country etc.
It is easy for u & me for ur help.
The Statement of Purpose is the single most important part of your application that will tell the admissions committee who you are, what has influenced your career path so far, your professional interests and where you plan to go from here.

From India, Delhi
Dear All,
I am working as a Sr. HR in a KPO industry.. But the attrition is extremely high.. Have tried to find out the cause.. but the causes that are shown are not that high.. Two things I want to know about:
1. Attrition analysis techniques.
2. Stay interview techniques.
Please suggest at sudeshna2002atgmaildotcom

From India, Calcutta

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