Hi Team CiteHR, Please suggest any options to stop attrition during training or after batch handover. My company is not ready to apply the lock-in period. Please help me figure out how to stop attrition at the training stage.
Best Regards, Savita
From India
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Best Regards, Savita
From India
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Dear Savita Choudhary,
I wish you had provided sufficient information while raising the query. Please confirm the following:
a) What is the nature of your industry, and what is the finished product?
b) Who are the trainees? What is their educational qualification, and what is the training period? What is the batch size?
c) What kind of recruitment tests are conducted when selecting trainees? Do you select trainees who are required to relocate?
d) At the end of the training, is an examination conducted? Do you have a well-established education department? Are the people working in this department trained to conduct classes and design question papers scientifically?
e) What incentive or recognition is given to the trainee who stands first in the batch? What means are employed to foster healthy competition among the trainees?
f) What is the employee attrition percentage in your company? By what percentage does the trainees' attrition exceed the employee attrition?
g) Do the trainees associate with the regular employees? If yes, do they influence the trainees?
To control the trainees' attrition, please consider the following questions:
a) Do you pay according to the market standard? Even if you pay, do the trainees perceive that they are underpaid?
b) Have you analyzed the causes of the trainees' attrition? What are the top three causes?
c) Are the job requirements clarified to the trainees during recruitment and selection? During the training, do the trainees perceive that they are misfits for the job they were supposed to perform?
d) How do you decide if the trainee is the right fit? How do you check the trainee's career ambitions? How do you check the willingness of the trainee to execute filial or other family responsibilities?
e) Have you created a career path for the trainees? Do you provide examples of employees who joined as trainees but advanced their careers and acquired managerial positions?
f) Do you project your company's achievements so that the trainees feel they have joined the right company and have scope for career growth?
g) Has your company approached counselors or psychologists to understand what mindset shift has occurred in the latest generation?
h) Have you trained your managers to understand the generation gap?
i) Do the trainees of former batches associate with the trainees of the current batch and project a positive image?
Final comments: Combating employee attrition is a long-drawn process. It requires an in-depth study of the multiple factors in which the company operates. Quick-fix solutions cannot work.
I wish you all the best!
Dinesh Divekar
From India, Bangalore
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8072I wish you had provided sufficient information while raising the query. Please confirm the following:
a) What is the nature of your industry, and what is the finished product?
b) Who are the trainees? What is their educational qualification, and what is the training period? What is the batch size?
c) What kind of recruitment tests are conducted when selecting trainees? Do you select trainees who are required to relocate?
d) At the end of the training, is an examination conducted? Do you have a well-established education department? Are the people working in this department trained to conduct classes and design question papers scientifically?
e) What incentive or recognition is given to the trainee who stands first in the batch? What means are employed to foster healthy competition among the trainees?
f) What is the employee attrition percentage in your company? By what percentage does the trainees' attrition exceed the employee attrition?
g) Do the trainees associate with the regular employees? If yes, do they influence the trainees?
To control the trainees' attrition, please consider the following questions:
a) Do you pay according to the market standard? Even if you pay, do the trainees perceive that they are underpaid?
b) Have you analyzed the causes of the trainees' attrition? What are the top three causes?
c) Are the job requirements clarified to the trainees during recruitment and selection? During the training, do the trainees perceive that they are misfits for the job they were supposed to perform?
d) How do you decide if the trainee is the right fit? How do you check the trainee's career ambitions? How do you check the willingness of the trainee to execute filial or other family responsibilities?
e) Have you created a career path for the trainees? Do you provide examples of employees who joined as trainees but advanced their careers and acquired managerial positions?
f) Do you project your company's achievements so that the trainees feel they have joined the right company and have scope for career growth?
g) Has your company approached counselors or psychologists to understand what mindset shift has occurred in the latest generation?
h) Have you trained your managers to understand the generation gap?
i) Do the trainees of former batches associate with the trainees of the current batch and project a positive image?
Final comments: Combating employee attrition is a long-drawn process. It requires an in-depth study of the multiple factors in which the company operates. Quick-fix solutions cannot work.
I wish you all the best!
Dinesh Divekar
From India, Bangalore
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Attrition Control and Retention Strategies for Changing times.ppt
Attrition-rate. xls