Attrition Management Project: How Can It Help You Tackle Employee Turnover?

Dear friends,

Please find attached a project on Attrition Management. I hope this will be helpful to you. Please write back in case you need any information in this regard.

Take care.

Hello, Deepak. Thanks for posting the report.

Maybe for obvious reasons, you have left out the front pages. However, I would have liked to have seen references to theory in the document. I am making a comment here for the benefit of people doing projects and not as a criticism of the document you have attached. I hope this comment will not hurt the author's feelings.

Have a nice day or should I say night.

Narasimhan

Hi Deepak,

You always post good materials. Your posts are very helpful to HR professionals and sometimes to other professionals as well.

Regards,
Sujata

Mr. Deepak Dwivedi,

Thank you for providing valuable information for HR professionals. I kindly request you to share all relevant labor laws, rules, and associated forms.

Thank you.

Hi Deepak,

I found your post very helpful. Could you please help me with something else on attrition management as I'm working on my summer project on that topic? Basically, I'm confused about how to start the project and how to end it.

Regards,
Teesha

Sir, thanks for your PDF. It helped me to understand more about attrition. Can you help me out with the year 2008 attrition details and statistics in the BPO sector? I am working on a project regarding this. Thank you.

Deepak,

It really sounds good. Have you tried this? I would like to implement this in my organization. But I have a few clarifications, in fig[5], who will give the rating for the probability of leaving - is it HR or Line Managers? Please clarify this.

Thank you.

As per the latest survey, it was said that the attrition rate has fallen down. What strategies were adopted for that? Can you help me with the same?

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I have corrected the spelling, grammar, and punctuation errors in your message. If you have any more questions or need further assistance, feel free to ask.

A few things to consider about employee turnover or attrition.

• Hiring managers who make bad hiring decisions suffer high turnover of new hires.
  
  
• Managers who mismanage their direct reports suffer high turnover and absenteeism and absenteeism often precedes attrition.
  
  
• Employers that underpay and abuse their employees suffer high turnover.

There is no way around it, to reduce attrition we need to change what managers do and/or how they do it.

The one step employers can take that will have an immediate impact is to start hiring and promoting for talent.

Very few managers know how to identify a job's talent requirements so they hire for competence, alma maters, degrees, etc.


Talent is unrelated to;

• competence
• alma maters
• degrees
• GPAs
• resumes
• work experience and
• interviews.

Most hiring managers ignore talent and then complain that 1/3 to 2/3 of their direct reports are not as successful as they had hoped they would be. Their successful direct reports have a talent for their jobs but they were hired for other reasons, e.g., competence, alma maters, GPAs, resumes, work experience and interviews.

How do you define talent?

How do you measure talent?

How do you know a candidate's talent?

How do you know what talent is required by each job?

How do you match a candidate's talent to the talent demanded by the job to be filled?

Managers who hire for talent know the answer to each question.

If we are serious about reducing attrition, we must start before the job offer is made by assessing for talent.

I just have one query. Does this project should be taken for only the IT or BPO industry? I am working in a manufacturing firm, so I am confused. Please help.

It is indeed great work. When planning attrition management in a company, it would certainly help. The tool is practical. All the issues generally faced are covered, and the strategy to manage them is also included. Thanks for the input.

Thanks and regards,
Dhannya