Hi All, I have joined a company as an Executive - Talent acquisition. I could see the the attrition rate is very high here. I am given the responsibility to have a control on the same, I would like to know how to handle this situation. What are steps can betaken to retain employees. and motivate the employees on regular basis.
From India, Chennai
From India, Chennai
Dear Shabnam,
Employing Executive - Talent Acquisition and telling her to reduce attrition of the company is preposterous. Management of manpower attrition is very complex issue and many times causes of manpower attrition are intrinsic. Your lower-level designation could pose problem for you.
Nevertheless, the first step is to study the causes of attrition. For this you need to do attrition analysis. Earlier, I had given exhaustive reply about attrition analysis. Check the following link to refer it:
https://www.citehr.com/519562-employ...ml#post2211229
Conduct the analysis on the points mentioned in the above link. After that you may come back to seek further advice.
Thanks,
Dinesh Divekar
From India, Bangalore
7855Employing Executive - Talent Acquisition and telling her to reduce attrition of the company is preposterous. Management of manpower attrition is very complex issue and many times causes of manpower attrition are intrinsic. Your lower-level designation could pose problem for you.
Nevertheless, the first step is to study the causes of attrition. For this you need to do attrition analysis. Earlier, I had given exhaustive reply about attrition analysis. Check the following link to refer it:
https://www.citehr.com/519562-employ...ml#post2211229
Conduct the analysis on the points mentioned in the above link. After that you may come back to seek further advice.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Shabnam,
Firstly you should find out the attrition rate in your company.Than find the common reason behind attrition. Separate this data as per level of management,which level of management have what rate of attrition.This all is just a background for you to choose a course of action to control the attrition rate.
From India, Mumbai
Firstly you should find out the attrition rate in your company.Than find the common reason behind attrition. Separate this data as per level of management,which level of management have what rate of attrition.This all is just a background for you to choose a course of action to control the attrition rate.
From India, Mumbai
Attrition is complex and there are many reasons why employees resign. In general, it is due to dissatisfaction with (a) pay (b) quality of supervision, (c) colleagues/team members (d) lack of promotional prospects and career advancement. As advised by others, the most important concern is to find out the turnover data, and which particular department or type of positions are most vulnerable.
From Singapore, Singapore
From Singapore, Singapore
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