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Search for "Retaining Employee Photography Industry Major Challenge Hr"


Required photography industry policy!!
Dear all recently i joined a small size photography industry as an hr manager. here everything is improper. i want to make the things proper whether in terms of employee terms or employer point of view. please provide me the code of conducts and benefits to run the business in a smooth way which will satisfy employee as well as employer specifically to retain an employee in this photography industry is a major challenging role for hr. please reply asap awaiting your positive response regards priyanka
Challenges in employee retention
In the current scenario a major challenge for an organization is to retain its valuable and talented employees. the management can control the problem of employees quitting the organization within no time to a great extent but cant put a complete full stop to it. there are several challenges to it. let us understand the challenges to employee retention:  monetary dissatisfaction is one of the major reasons for an employee to look for a change. every organization has a salary budget for every employee which can be raised to some extent but not beyond a certain limit. retention becomes a problem when an employee quotes an exceptionally high figure beyond the budget of the organization and is just not willing to compromise. the organization needs to take care of the interests of the other employees as well and cant afford to make them angry. the salaries of the individuals working at the same level should be more or less similar to avoid major disputes amongst employees. a high potential employee is always the center of attention at every workplace but one should not take any undue advantage. one should understand the limitation of the management and quote something which matches the budget of the organization. an individual should not be adamant on a particular figure otherwise it becomes difficult for the organization to retain him. remember there is a room for negotiation everywhere.  in the current scenario where there is no dearth of opportunities stopping people to look for a change is a big challenge. every organization tries its level best to hire employees from the competitors and thus provide lucrative opportunities to attract them. employees become greedy for money and position and thus look forward to changing the present job and join the competitors. no amount of counseling helps in such cases and retaining employees becomes a nightmare.  individuals speak all kind of lies during interviews to get a job. they might not be proficient in branding but would simply say a yes to impress the recruiter and grab the job. it is only later do people realize that there has been a mismatch and thus look for a change. problems arise whenever a right person is into a wrong profile. an individual loses interest in work whenever he does something out of compulsion. the human resource department should be very careful while recruiting new employees. it is really important to get the reference check done for better reliability and avoid confusions later
Role of hr in it industry
Hi pls highlights the major kra of an hr person in an it industry
Issues faced by the employee relations managers
Hi everyone : i am sneha chinnamma. i am pursuing my msc in psychology i am doing a small research. when i interviewed few employee relations manager i found out one of the major issue faced by them is retaining the valuable employees in the organization. i would like to get few strategies from you all that can be used to solve these problems. thank you :
Retaining employees after retirement - what are the disadvantages and risks for the company if there is any mishap on company premises?
Dear sir we have a smallscale rubber industry in ambad nashik. our company has an hr policy & retirement age is 60 years. but our management will continue the service of our employees after retirement. as an hr i have a question: what are the disadvantages and risks for the company if there is any mishap on company premises? can we make any retainer ship agreement after retirement retaining employees/workers? please guide me on the above issue and please suggest best practices followed by the company. regards altaf sayyed hr manager
Hr aspirant queries
Hi to all members of this community ... i am a hr aspirant pursuing my mba from goa insititute of managementgim . i had the following queries which seniors/experts in hr circle could help me with.. 1 my main inclination towards hr is because of the psychological and emotional intelligence aspect involved in this stream . i feel i can listen to people s problems and help in getting solutions. i personally feel empathetic towards the poor work life balance from my own experience in a mnc for 2 years and feel that by pursuing hr i would get the first hand chance to influence the work life related policies of future organizations i work for.. however .. from many industry sources i come to know that hr is powerless when it comes to formulating policies for employee welfare ... hr guys are under constant pressure from top management/ leaders of the organization to meet targets have become puppets and have no say of their own..all hr guys do is serve the interests of the company and powerful top management and employee welfare has taken a back seat... is this practice/notion true ?? 2 in my mba curriculum i have the opportunity to select from a bouquet of electives and form a major and minor specialization.. i intend to take hr as the major.. but i am confused about the minor.. from an industry point of view and my career growth.. what minor should i accompany with hr as major.. should it be finance/marketing/operations .. ? i am inclined towards finance as minor.. is hr finance a good option ? 3 being a male in a "apparently" female dominated hr stream will i suffer from any bias during recruitment / promotions in mnc s ? 4 in the industry circuit and among the recruiters .. what image or standing does gim goa insititute of management have especially for hr ? thanks in advance