Hi Everyone,
As a part of our R&R policy, we are planning to bring up an award category which is specially designed to recognize and reward team leaders having "Zero % attrition" and low employee turnover.

Please suggest some names which would be apt for the award criteria.
Malathi Ajay

From India, Madurai
Well can think of following as of now: The Zero Heros Shunye ke Bhagidaar Attrition Fixers Attrition Challengers Employee Stickers
From India, Delhi
Dear Malathi
Will you be linking "zero % attrition" with productivity? The reason for my asking is because "zero % attrition" is in actual fact not good for business in the long term because you do not want to have a pool of mediocre employees.
Autumn Jane

From Singapore, Singapore
Hi Jane, Lately, We have been facing a very high rate of new hire attrition. We are working on effective measures to curb the same. So I just thought of trying this out. Regards Malathi
From India, Madurai
Jane, We will not be linking productivity with this. Regards Malathi
From India, Madurai
Hello Malathi Ajay,

Autumn Jane is absolutely right--the probability of any set of employees becoming mediocre can be for a variety of reasons.

Even though the PRESENT team MAY BE exemplary, human nature being what it is, the tendency to 'take things for granted' OR 'feeling indispensable' OR 'plain complacency' CREEPS into most people over a period of time. It's better & wise to preempt such situations arising rather than giving scope & then go about handling them @ a later point of time.

Another reason--especially if the core strength of your company is in Technical areas--meaning the company's business depends on upgrading/updating/enhancing technology on a very regular basis [IT, Automotive, Telecom, High-technology manufacturing & some other Sectors fall into this category], then attrition is good in the long-run. The interest AND convenience for any human being to upgrade/update/enhance his/her technical knowledge-base regularly without interruption usually reduces with age--NOT out-of-choice, but due to changing priorities in life. This then leads to having, say after 5/10/15 yrs, what Autumn Jane mentioned: "a pool of mediocre employees".

However, this DEFINITELY DOESN'T MEAN that attrition should be ignored, since this aspect of HR has the associated costs & effects on the organizational well-being. The trick would be to know where to draw the Line between What's Acceptable & What's Not.

This, obviously, gets reflected on & in the scope & profundity of the Training policies of the company--but that's another story.

While involving the Team Leaders in this exercise is good--draws them into the HR process, I have a question. Has any effort been made to identify the Teams where this problem is noticed/experienced MORE/LESS? If it's across-the-board, then the problem COULD lie elsewhere--and the chances of the Team Leads feeling disheartened later is high. Suggest look into this aspect too.

All the Best.



From India, Hyderabad
Dear Malathi, Most of our Government departments/undertakings etc have zero attrition .In fact 'SARKARI NAUKRI' is a very much sought after employment.Does it reflect on the productivitry ? My God !
From India, New Delhi
Dear Malathi
To address new hires attrition, you have to examine the recruitment & selection process and the onboarding process.
For recruitment & selection, could it be due to wrong job fit? Could it be hiring manager has painted the different picture of job requirements? etc
For onboarding, do you have programs to immerse new hires with organisational culture? do you have senior mentor assigned to new hires? etc
Does your company conduct exit interview during employees departure? If yes, this should give you a quick snapshot of where the gaps are and where to start.
Autumn Jane

From Singapore, Singapore

We are specialist in providing quality SAP & Oracle Apps corporate Training.

Mob : +91 9028499699


Technical modules

ABAP ,Advanced ABAP ( Cross Applications)

Workflow,ABAP WebDynpro, ABAP- HR

BASIS, Basis Security

Functional Modules

Material Management

Production Planning

Sales & Distribution

Human Resources

Plant Maintenance

Project System


Quality Management

Warehouse Management

Advanced Modules

Exchange Infrastructure (XI)

Enterprise Portal (EP)

Business Information Warehouse (BIW)

Business Objects (BO)

Customer Relation Management (CRM )

Supply Chain Management (SCM)

Advanced Planning & Optimization (APO)

Product Life Cycle Management (PLM)

Supply Resource Management (SRM)

Master Data Management (MDM)

Solution Manager

SAP IS Utilities

SAP Retail

Other Modules

SAP Business One (B1)

Statistical Analysis System (SAS)

Oracle Apps

Technical modules

Oracle Apps Developer Track

Oracle Apps DBA Track

Functional Modules

Material Management

Production Planning

Sales & Distribution

Human Resources


Business Information Warehouse (BIW)

Customer Relation Management (CRM )

Supply Chain Management (SCM)

Our Special Features

Extensive emphasis on lab exercises that are all based on real world scenarios.

Comprehensive and most up-to-date courseware.

Very Less pricing (corporate discounts).

Customized training.

Quality & Dedicated Training.

Free Interview Questions.

Free Resume Making .

Most Advanced Syllabus.

Onsite training.

Complete Syllabus with lots of Examples, real time assignments & practical.

Computer Based Training for continuous learning.

Experienced Trainers.

Certification Exam syllabus is covered in our courses.

Free access to Books & CD library is available for reference.

Free customization of one functional module / technical module with every course.

We arrange Sat/Sun batches for special requirements.

We customize course duration, syllabus as per client requirement.

Complete Course Materials with each course.

Placement Assurance.

Implementation Project


Good Opportunity For all SAP& Oracle Apps Modules to get an exposure on one full cycle implementation project

Detailed Syllabus For One Full Cycle Implementation

Day Topics

Kick off, AS-IS & TO-Be process study

Master data Mapping

Key user training

Proto type / Design


Cut over / Go live planning


Post Golive support

All Trained SAP & Oracle Apps Candidates are eligible for this project implementation.

Get Exposure On One Full Cycle Implementation

Pune Center:

203, 2nd Floor, Ashoka Pavilion,

Behind Mahesh Lunch Home

Dr. Ambedkar Road, Camp, Pune

(5 Min. From Pune Station, SGS Mall)

Mob :: 0091-9028499699


Behind ICICI ATM, Sant Tukaram Nagar,

Opposite Sant Tukaram Temple,

Near D. Y.Patil College of Engg.

Pimpri, Pune 411018.

Mob :: 0091-9028499699

From India, Pune
Be cautious that such an award (whatever be its name) does not lead to the retention of non-performers. This may set in the practice of a team leader losing his/ her objective judgement. Unless such an award is clubbed with goal based achievement of each team & of all members in each team, whose performance ratings are normalized after appraisals, this initiative may become counter productive.
Therefore, rather than searching for a good name for the award, concentrate on the bigger issues and create a process which addresses both productivity & performance.

From India, Delhi

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server