Dinesh Divekar
Business Mentor, Consultant And Trainer
Saswatabanerjee
Partner - Risk Management
Ed Llarena, Jr.
Owner/ Managing Partner
PONMURUGAPANDIYAN.P
Hr Profession
Sln1960
Management Consultant
Hastings
Hr Consultant
+5 Others

Thread Started by #PONMURUGAPANDIYAN.P

Dear seniors and experts greetings to all. i am from Garments industry. Now we have faced 15 to 19 % attrition.We provide all facilities, good working atmosphere, welfare, good remuneration. But we cannot control the attrition %. Please give me some your valuable ideas.
Thanks & Regards
Pon muruga pandiyan
27th March 2016 From India, Madurai
Dear Pon,

You have written that Now we have faced 15 to 19 % attrition.We provide all facilities,good working atmosphere,welfare,good remuneration. But we cannot control the attrition %. However, these are your perceptions. What about those you have left you? Did they think same way? Their perceptions are different than yours, hence the attrition.

Subject of attrition comes up for discussion time and again. You could have checked this forum before raising this query. Look at the right side bar and you will find the posts about 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

On the points mentioned in this link, do the analysis the attrition. After this analysis, take corrective measures. After 3-4 months comes back and share with us what succeeded and what did not.

Thanks,

Dinesh Divekar


27th March 2016 From India, Bangalore
Try and analyse where your workers/employees are going?
Are they remaining in same industry or changing over?
Are they remaining in the same city/area and working for another firm of same nature?
These questions could give some idea of reasons for exit.
Proper exit interview in planned manner can also give you an insight into why the employee has quit.
And once you know reasons for exit,remedial measures can be thought off.
27th March 2016 From India, Pune
What is the wage rates you are paying for each category of your workers. What other facilities are you providing What is the location of your factory.
28th March 2016 From India, Mumbai
Please ascertain the causes which make them leave while conducting some sort of exit interview though all employees may not be forthcoming with real reasons for leaving many a time in such exit interviews or at least try to gather information from their colleagues who are close to the employees leaving not immediately but after the dust settles down. This will give you their perception of working in your organisation. Some times employees may look for other factors like work-life balance also apart from good package.
B.Saikumar
navi Mumbai
28th March 2016 From India, Mumbai
Attrition may refer to the gradual reduction of the size of a workforce by not replacing personnel lost through death, retirement or resignation. If the non replacement is strategic, then I don't see how that can be reduced. Few things come to mind about what causes attrition? unsuitable working environment, adversarial Management, lack of innovation and creativity on the part of management, lack of avenues for employees to express themselves, unfavorable policies, favouritism on the part of management (unequal treatment of workers), lack of inspirational leadership, unattractive incentives, lack of career progression, absence of promotion on merit, uncertain future of the company and its current performance (competitiveness) lack of performance recognition and personal time to be with the family, culture of the organization, job task rigidity (lack of enrichment and enlargement of jobs), competitor moves ( head hunting with better perks) and lack of employee citizenship. All these factors can contribute to employee attrition. Somehow, it is not easy to prescribe medicine without diagnosing the disease. I would suggest some few hints that may help to pin point the causes;
1. what is your pay compensation strategy?
2. how does your employees contribute to the affairs that affect them and the company?
3. how is the work environment (physical and relational)?
4. in terms of employee training and development, what is your policy?
5. Are your remuneration market competitive?
6. what is your promotion and recruitment policy?
7. What is your employee value proposition?
8. Does your employees know where the company is going and are you providing visionary and inspirational leadership?
9. What reward management system?
10. What is your employees relational value

I hope that helps

Hastings Shantanga
HR Consultant
28th March 2016 From Zambia, undefined
You can try giving group mediclaim policy and group life insurance as a measure of retaining good people. This gives a sense of security to people.
28th March 2016 From India, Indore
Dear Mr. Pon muruga pandiyan,
As mentioned by seniors and experts you can try collecting feedback from employees during appraisal on what employees like and dislike about company and work. That should help you understand what employees are expecting.
If employee has decided to move on then Exit Interview will help in understanding why employees are leaving companies.
Conducting some market research on what competitors are offering will also provide some input on the same.
Hope this gives some idea on how to address attrition.
Thanks & Regards,
Shivaraj
28th March 2016 From Bahrain, Manama
Dear Mr. Pon,
15 to 19% attrition Rate is quite alarming.Try to analyse the reasons for the same through some Professional Agency, also in addition to the measures as suggested by worthy members.
Possibly some new idea as suggested by Professional Agency may provide you the desired inputs to control high Attrition rate.
Regards
Optimus Consultants
09672616784
2nd April 2016 From India
You have still not put details of your wage rates. 20% atteration in garment units in Bangalore is pretty common But your wage rates, location and facilities is the key factor
4th April 2016 From India, Mumbai
Exit Interview is the best solution to understand the employees actual problem.. Also have an informal enquiry on the department heads about their movement with the employees. Because they are the one who are close them on behalf of the management. Hence if they are not good even the management whatever they provide will not give them to stay when they have no peace of life.. Hence department head may be the problem for everybody. Keep an eye on them
7th April 2016
""Exit Interview is the best solution to understand the employees actual problem""
One should remember that during exit interview employee may not give true reasons for exit.
So conclusion purely out of exit interviews may not be correct.
7th April 2016 From India, Pune
Hmmm
This is Bangalore, and textile. They don't need experience certificates .....
I suspect most just walk off after salary and don't report for work.
So, exit interviews is unlikely to actually happen.
8th April 2016 From India, Mumbai
HI!
The normal average employee turnover worldwide is @ 5% of the total workforce population in a business organization.
There are many factors that influence and/ or have impact on this matter. But, the most significant factor is compensation related.
Try benchmarking your current salary rates with that of the industry market median rates in your area and see how close or how FAR your rates are to the market median. If your rates are way below the market median, then present your case to top management if they want to address your problem.
Best regards.
8th April 2016 From Philippines, Parańaque
Dear Colleague,
Conducting exit interviews of those who have already left would be perhaps difficult.
May be you do it systematically for new exits.
But from experience it is generally well known that the workers quit job for several of the following reasons :
1 Better salary
2. proximity of the workplace from residence
3.Dislike boss
4 Insecurity of permanency
5 Addiction to alchohol, gambling or drugs leading to
indebtedness or ill -health
6.Loan repayment
Above is not exhaustive list but illustrative and can focused on next round of exit interviews to ascertain true reasons.
Regards,
Vinayak Nagarkar
HR-Consultant
13th April 2019 From India, Mumbai
Hi,
The seniors here are correct, also i would like to suggest a point here that,hire matured person at first place. rest all the things will fall in place.
the concern now here is it has shoot up to 19% hence hiring should be filtered firstly.
20th April 2019 From India, Kalyan
Dear Friend,
It is not rocket science or magic to reduce attrition % in garment industry or any other.
Based on employment practice and other factors as well, attrition % will be varied.
Thanks & Rgds
22nd April 2019 From India, Delhi
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