V.Raghunathan
Process Industry Consultant / Soft Skill
Bhardwaj Ramesh
Sr.manager-hr&admn
+1 Other

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Dear Members, Very Nice PPT on Strategic HR.

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File Type: ppt I.2-Strategy and HR.ppt (1.76 MB, 1373 views)

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Dear Mr Ramesh Bharadwaj,
It is a very good presentation.
One of the key challenges facing the present day HR skippers is the high attrition rate.
There should be a strategy in place to tackle this issue.
The doyen of Modern Management Peter F Drucker made a pertinent observation in one of his books, at the turn of the century. He describes talented experienced people as KNOWLEDGE WORKERS who would be difficult to be contained. They would readily move, when they get the right opportunity.
Attrition is not new. What is alarming is the unprecedented high rates of attrition.
The magnitude of the problem is greater than ever before and hence has to be effectively addressed.
V.Raghunathan…………………………………………..Navi Mumbai
Thanks Mr.V.R for your comments and adding to the subject. You are very much right that the workforce know is knowledge based.
They frequently make change whenever they find any oppertunity.The roll of HR people is becoming tough and tough. We have to be verstile in our rolls.
Talent Acquition, Maintenance and its Retention is very important...to survive in the competitive environment.
Dear Mr Bharadwaj Ramesh

Thanks for the prompt reply.

They say in management that an optimist sees a solution to a problem that he faces.

I am not a HR professional but a keen enthusiast and a sincere beginner.

I am tempted to make an approach paper with the following highlights.

SWOT analysis on ATTRITION.

Organizations must make SWOT analysis concentrating on T and O in that order.

Threat - talented employee wants to leave / resigned

Opportunity- Has the management considered all avenues ? –

say pay rise, promotion, higher responsibilities etc alone or in combination

Threat – Extending facilities or agreeing to demand of one, might

create an imbalance in the organization and frustration amongst other employees.


Opportunity – Are the current pay scales at par/ better than Industry / regional norms ?

Is this the occasion to suggest to Top Management for a market correction.


Threat – Whatever you do the person leaves or is firm on leaving ( employee point of view)

Opportunity – Can you extend his period of stay say even with a higher pay for a

shorter period of couple of months to gain time?

Do you have management‘s mandate.


Threat - Whatever you do the person leaves or is firm on leaving ( replacement point of view)

Opportunity - How quickly can the HR arrange a replacement?

Is there a data bank ? How easy or cumbersome is the replacement procedure as per recruitment policy.

If the recruitment is through a professional agency, how quickly they can swing into action.


Threat – The new person would take time to join and the existing incumbent would leave before the new person joins.

Opportunity – True. Is it possible that the new person comes for a short period immediately to understand the basics

before the existing person leaves. Find ways of smooth baton change.


Threat – The new person will take time to understand the organization culture and pick up the basics before he starts delivering.

Opportunity – This is the age of ‘computers and information”. Are systems in place by way of recorded information and procedures to enable the new person to settle down quickly.

I am sure HR professionals would have more to interact and throw more light to alleviate the challenge.

V.Raghunathan…………………………………………………………………..Navi Mumbai
HI Ramesh,
Attrition is very common, especially in IT industries and is really a headache, as good talent is not easily available in the market. But the employee, who frequently leaves a job looking for a green pastures, must also remember that a "Rolling stone gathers no mass" It is better to stay somewhere on the journey for a longer while to learn new skills. Money should not be the only thing in life to leave a job. They should recollect the story of "Midas touch!"
M.J. SUBRAMANYAM
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