Compensation Mgt, Performance Appraisal &
Hr Head With Pmi
Manager - Hr
Hr & Law
Ya you can stop rest of employees for doing the same.
You can to make feedback form for employees. In that form you can put objective type of question ( Yes / NO) regarding company policy, culture, Hr Policy. which is fill by individual employee and give a feedback about that. It should be very confidential. after doing that process, you can analysis about that feedback. you can find out what are the major problems so employees are leaving the organization.
This type of process you will get result about employee thought about company. you should discuss that problem with management. Try to short out with benefit for both side.
8th May 2012 From India, Ahmadabad
Even i hav efaced this problem in my Previous Organization.
Try Blocking the salary of Employee who have put up their papers,in this way atleast you can compel them to serve their Notice period,which can be adjusted in their Full & Final Settlements
You cannot take any legal action against them,but can let them wait till they complete their Notice period by holding on their relieveing letters.
8th May 2012 From India, Mumbai
8th May 2012 From India, Bolpur
There are so many reasons for this and it happens across India I am listing some of the reasons
1. Salary and benefits
2. Location of the work place
3. Working atmosphere
4. Management culture( High pressure, organisation not growing,etc)
5. Indutrial Relation situation
7. Supervisors and Managers attitude
8. Nature of Industry ( It happens in Hotel Industry )
9. Employee age group
10 Company policies ob Leave
11. Growth opportunities for the employee
Analyse, work out an action plan and then act.
8th May 2012 From India, Chennai
adopt good talent development practices
build JDs on "must haves" not "good to haves"... this single step will help in reducing attrition in most companies as the ideal candidates will be difficult to motivate and will have short stays.
we started toastmaster's club specifically as our employees lacked good communication skills in english.
we also extended loans to staff to pay for their further education
some of our employees were so poor we even gave loans to buy computers for kids back home/ bikes etc..
( we dont have a single default on loan till date)
introduce KPIs so that appraisals are transparent and objective.
targets should be mutually acceptable so that unreasonable expectations are curtailed on day one.
do you give appointment letter in your company ?
i have worked with a company "name withheld" wherein barring 10-15 people, entire staff right from dept heads to interns numbering >500 people were hired on contract.
the arrangement was a sham.
adopt deterrent steps. follow the procedure and release a advert in paper declaring the employee "absconding".. it reflects poorly on a person.
conduct world class exit interviews: hire a 3rd party to meet your ex-employees 2-3 months after they have left and are firmly settled elswehere. remember the focus is only organisational learning.
10th May 2012 From India, Delhi
Manager - HR
10th May 2012 From India, Mumbai