Tajsateesh
Recruitment/talent Acquisition, Career Counselling
B K BHATIA
Director Of Company
Captrajeshwarsingh
Human Resource, Production, Safety ,security
+2 Others

Hi All,
I am working in a 300 size company and the HR personnel headcount was 4-5. Here we are facing issues because of high attrition in the HR department itself.
Can you suggest any solution/s which help us to reduce this??
Ginu
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Has any effort been made internally within the company What is the Sector your company belongs to — IT, Telecom, etc? Rgds, TS
Hi Ginu,
You could look at the specific activities performed by the members in your HR department. If the role definition for everybody is the same then that could be an issue as all are chasing the few activities and stepping over each other's toes. Within HR you could identify specific responsibilities like Recruitment, employee engagement, training, payroll & benefits, employee feedback and depending on the workload you can assign a member one or two of these activities.
Good Luck.
For a company size of 300 employees, having 4 - 5 H R staff and the associated problem of the attrition of this staff, the only pragmatic solution is to introduce HR technology. This will ensure that the turn over of HR people does not hamper the continuity of HR services, especially in areas related to the management of transaction oriented processes. The initial investment may be equivalent to the cost of two HR resources for 1 - 2 years, but the payoffs in terms of the quality of services shall satisfy all the 300 employees in the organization. Moreover, as the company grows to a size of 500 employees, you don't have to hire additional HR resources.

To have an idea about the availability of the best of indigenous HR software systems, you may enroll for free trial of 'EmpXtrack' & also work out, through the information provided on their website, as to how to approach your management for investing in such an initiative.

An ideal combination may be 2-3 HR resources & the Starter/ Professional Edition of EmpXtrack solutions.
Hi Ginu,
As I can see that everyone is talking to monitor the number and reasons of attrition. I would agree to Mr Basant that Monitoring and recording attrition is very important for businesses. You can easily keep a record of people who leave your business but how easily does your HR software system allow you to work out attrition information so that you can spot trends and patterns that may be having a detrimental impact on your organisation.
There are many different questions that can be answered if your HR system can produce the statistics, including:
- How many people left
- How many people left in particular departments
- What was the reason for leaving
- Do new starters leave more often than longer serving employees
- Do particular recruitment sources impact on leavers?
A good HR software system will provide you with answers to these questions effectively
Apply the Six Sigma process and you will resovle the issue with satisfaction to all.
D : DEFINE THE PROBLEM / ISSUE
M: MEASURE ALL THE DATA RELATED TO THE ISSUE
A: ANALYZE THE DATA AND FIND THE LOOP HOLE/ WEAK POINT /FAILURE
I: IMPLEMENT THE SOLUTION
C: CONTROL THE SOLUTION
R: RETAIN THE PROCESS AND REWARD THE PROCESS MANAGER TO KEEP THING ONLINE.
REGARDS,
CAPT RAJESHWAR SINGH
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