Retention Plan

to reduce attrition rate at vsnl tata indicom plz help me in this topic as i m doin prject on 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 orgn.
neways what you can do is
1) design a questionnaire depending on the department/s you are goin to interview.
eg) if interviewing the hr u can use hr jargons and terms in your question whereas any other dept will require to be asked in a laymans language.
2) once ur questionnaire is drafted, select a sample of employees to int. take a mix of emloyees across the hierarchy.
3) int them, get their feedback. analyse each interviewee and try to fig out if he fsll in the satisfied or dissatisfied category.
4) if your sample is large use a software like spss or any other software or else work manually on the statistics.
5) also look up into exit int forms and try to find out reasons for people leaving the orgn.
5) finally make a presentation with the various statistics, suggestions from employees and your own recommendations.
all d best.

Dear Neha,
It's difficult to draft a retention plan without understanding the issues faced by the organisation. You will have to first work out as to why employees leave the organisation. The data for analysis can come from exit interview, engagement surveys, salary level vis a vis market level.
You can also think about retention bonus, 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 frame work and the track that you can adopt 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 strat out on.May be 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 performaers 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.Shall be glad to help
Shanath

Hi...
I am quite new to HR domain. Barely working for 3 month as HR branch coordinator.
I work for a sub-brooking company. Our company deal with all sort of financial product, starting from insurance to equity.
I recruit tele-caller and relationship manager for our company, where salary is totally based on performance.
Which means zero target achieve, zero salary.
Now my question is how to retain employee in sales/marketing domain?
Many candidate even join and leave the organisation in 2-3 days and few don't turn up.
As this attrition of employee is effecting my professional career.
Kindly suggest me some HR policy to reduce attrition rate in my organisation.
Regards,
Tina

Appreciating all the above suggestions I would like to add one point......
Since you have mentioned a company (VSNL) in specific.... to get the best results and ideas & details to complete your project as the best one you must go for a comparative study, comparing with the other companies of a same e category, this surely makes your project more than 60% done........ once you start the comparative study you will know, you will automatically get the details, till then you do not understand the importance of comparative study........
All the best .........