How Can We Reduce Attrition at VSNL Tata Indicom? Seeking Ideas for My Project

To reduce the attrition rate at VSNL Tata Indicom, please help me with this topic as I am working on a project related to it.

With regards,
Neha Jain

Hi Neha,

First of all, I need to know whether your project pertains to a particular department or the whole organization. Anyways, what you can do is:

1) Design a questionnaire depending on the department/s you are going to interview. For example, if interviewing the HR department, you can use HR jargon and terms in your questions, whereas any other department will require being asked in layman's language.

2) Once your questionnaire is drafted, select a sample of employees to interview. Take a mix of employees across the hierarchy.

3) Interview them, get their feedback, analyze each interviewee, and try to figure out if he falls in the satisfied or dissatisfied category.

4) If your sample is large, use software like SPSS or any other statistical software, or else work manually on the statistics.

5) Also, look into exit interview forms and try to find out reasons for people leaving the organization.

6) Finally, make a presentation with the various statistics, suggestions from employees, and your own recommendations.

All the best.

Dear Neha,

It's difficult to draft a retention plan without understanding the issues faced by the organization. You will have to first work out why employees leave the organization. The data for analysis can come from exit interviews, engagement surveys, and comparing salary levels with market rates.

You can also consider retention bonuses, empowerment, and lateral movement as part of your retention strategy. I understand that I have not given you a straight answer, but this would be the general framework and approach you can take while drafting a retention strategy.

Hi,

A retention plan is a huge and too general subject. Try to study and find out if you can be specific as to which part of the project you need to start out on. Maybe you can work out the attrition rates over the last three years and have an objective to suggest measures to reduce the rate of attrition. Or it could be part of a talent management strategy to identify the above-average performers and design suitable interventions to retain them. Unless you focus on what you want to do, the topic is too vague and general to give simple solutions. I shall be glad to help.

Shanath

I am quite new to the HR domain, having worked as an HR branch coordinator for only 3 months. I work for a sub-broking company that deals with various financial products, ranging from insurance to equity. My responsibilities include recruiting tele-callers and relationship managers for our company, where salaries are solely based on performance. This implies that no target achievement results in no salary.

Challenge of Retaining Employees in Sales/Marketing

My question pertains to retaining employees in the sales/marketing domain. Many candidates join and leave the organization within 2-3 days, while some do not even show up. This high attrition rate is affecting my professional career. I seek your advice on HR policies to reduce the attrition rate in my organization.

Regards, Tina

Appreciating all the above suggestions, I would like to add one point.

Since you have mentioned a specific company (VSNL), to get the best results, ideas, and details to complete your project as the best one, you must go for a comparative study. Comparing with other companies of the same category will surely make your project more than 60% completed. Once you start the comparative study, you will know and automatically get the details. Until then, you do not understand the importance of a comparative study.

All the best.