saravana kumar
6
Process Manager

Hi Friends,
Could anyone tell me , How to reduce Attrition in an IT company?
which are essential areas that we need to follow as a HR in IT company?
what activity did Executive- HR do for IT company ?
What difference you can say between Exe-Hr and Hr- Mgr in work wise?
Did u feel HR dept. have much responsibility in small IT company? or they need to build career only in big companies ?
What is the diff between HR and Accountant in work wise ?
See, u can found these questions as silly , but i really confused with those queries?
I don't want an usual standard answer. Instead,I need an answer should be much more practical .
Waiting for your favorable reply.
Thanks & Regards,
Saravana
Exe- HR

From India, Madras
kenn_etix
19
Behavioural Trainer & Manager

"Wow"
thats a lot of questions in one
There are a lot of things i can help you out with from an ITES-HR expereince....
Are you setting up an HR dept? Have thought about recruiting a consultant coz really that is really a 5 hr lecture as an answer
I can help you with some answers...too diff to type: email me at
regards,
Ken

From India, Mumbai
Dear Sir,
Explore CiteHR & all its Sections,,,
You will become Master of the Same,,,
I am giving one such link for one of your query,,,,
https://www.citehr.com/search_new.php?q=Attrition+
Let us request members,,!!!!!!!!!!!!!!!!!!!

From India, Coimbatore
saravana kumar
6
Process Manager

Thanks for Reply Mr.Peer saab and Mr.Kenneth ..
Kenneth, I'm in Working as Exe-HR in small software company,chennai . I have a lot of data, information, articles , presentation , which i get those from cite hr members and off course from Mr.Peer. But I don't know, what roles HR should play in IT company?
See, REcently our company completed registration process , we are now become private company. AS of Hr , I have to look all process of ROC, MOA,TAx Filing, accounts..etc.. i don't know what is the exact work of HR?
One thing i understand, With managment shadow, we( HR Dept) need to work? there is no individual decision making for HR dept. ? Isn't correct !!! reply...
Peer saab , amit ji, keneeth, etc. all cite hr members...
Sad one For HR persons!!!
Regards,
Saravana
EXE- HR

From India, Madras
kenn_etix
19
Behavioural Trainer & Manager

Hey saravana,
Seems that you have been put into a soup with all the ingredients but you do not know how it was made, and how it is going to taste!
Well for starters.
what you may want to do is read a couple of books.
since you will have to do a lot of work and very little time: I would suggest that you outsource some of your number crunching HR work like REcuritment/Payroll/Benefits/Taxation
the important thing that I ahve learnt is that when it comes to the product/services/processes, HR has very little or no say.
But when it comes to people and people processes, it is operations and HR that have to be in complete harmony else the org will crumble.
what I recommend you do is to hire an experienced HR generalist to work with you.
regards
Ken

From India, Mumbai
Sujatha Suresh Facilitator : Assessment & Soft skills Trainer
Hi Sarvanan,



Regarding the HR role and responsibilities I guess you have got the right link from Peer.

I have a suggestion regarding Attrition.The way to look at it is as follows:



Step 1: Recognize it for what it is...many get jittery to accept it is happening in their company. The Truth is it is a Global issue. Some times the reasons for many leaving the job could be the case of an unrelenting ,too egoistic Boss who passes his irritation down the line without addressing the issue with maturity. I am not blaming anyone, however the true reasons for leaving a company are rarely written in the reasons to leave. Statutory statement ...for personal reasons....appears very frequently. So it is a challenge to identify the actual reason for one resigning. However, If epidemics can be eradicated with awareness and appropriate measures then surely this can be handled too.



Step 2: Being a very committed and researching kind of Trainer, investigation led me to understand a simple yet powerful Truth "Attrition lessens the moment you employ the right man for the right job..." or identifying the challenges and addressing each with Clarity,Determination and moving on...Yeh, There's no real respite!

We have found that Assessment tools are a good solution for the above.

Since they give a clearer picture with reliability factor rating. And they take a load off the emotional mess employers land up with when they employ or promote the wrong person.

The Assessment tools, created by TTI Performance Systems Ltd, have immediate real-world applications in the areas of:

· Recruitment

· Coaching

· Individual Personal Development

· Identifying Dynamic Teams Within Organizations

· Conflict Negotiation

· Team Building

· Interpersonal Communication Skills



This is one area I am confident I can give you real support, so you can contact at for further queries. This is so since you said you do not want just talk.Thats why the hard facts and solutions...I hope I have answered your question appropriately. More importantly hope you find relief....

I would as usual end with a fav quote or two....



People may be doing various types of business in the world, but ultimately all business is just… there’s only one business – that is human well being. -SJV



The world has invested hugely on the physical and external well being of a human being. But neither the governments nor the societies of the world have made any kind of investment for the inner well being of a human being.
-SJV



Have a GR8 Day!



Sujatha Suresh

From India, Bhilai
kenn_etix
19
Behavioural Trainer & Manager

Hi Sujata & Suravan,
I agree with you Sujata,
1) Assessment tools like Trimetrix/16PF/TORI are fantastic tools to use for recruiting the right person for the right job,
You can contact Suzanne at TTI india: 9820010190
Other than that you will have to empower yourself and your managers with basic skills such as Competency based interviewing, CV analysis, Recruitment analysis and Making the right job description. Would prefer that you first create a competency framwework for your organization: Refer to Competency based HRM by Ganesh Shermon.
2) The next step is for you is to procure some ready software such as Tally, HRMS etc to ease your comp and Ben situation.
regards,
Ken

From India, Mumbai
saravana kumar
6
Process Manager

That’s a good work from Ms. Sujatha for Attrition . Thanks for the reply from Ms.Sujatha, Kenneth,Peer saab ... Have a great day !!! Thanks & Regards, Saravana Exe - HR
From India, Madras
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