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Thread Started by #Anonymous

How to curb attrition , Suggestion to control attrition rate
2nd July 2016 From India, Bangalore
There are can be too many broad answer to that question , not an exact solution.
Assuming that you are either running your own firm or you are the HR, how much time have you spent in the organisation? What are the top few leading factors that makes an employee leave? What is the demography of your ex-employees?
Assuming that you already have an in-depth research at place, what are the measures that you can suggest , would correct those leading factors?
Do you have the support from your leadership? Do you have a budget for activities?
Looking forward to hear from you.
3rd July 2016 From India, Mumbai
Solving problems with your attrition rate starts with Recruitment and Selection. It is not the total solution, but you will alleviate a lot of the problems by selecting the right candidates first time.
However, as I said it is one piece of the puzzle. Salary, working conditions, management, prospects for career advancement etc, all play a part.
So if you are a company that pays poor wages, treats staff badly, and offers no career path, then I would give up now, you are never going to solve the problem, no matter what you do.
Refer back to my previous posts on Recruitment and Selection, there are many. Solve that problem first.
5th July 2016 From Australia, Melbourne
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