How Can Reducing Employee Turnover by 30% Align with Our HR and Organizational Goals?

Dear Sir/Madam,

Our organization is pursuing the strategy of reducing employee turnover by 30%. How can this strategy impact our HR goals and objectives? It is essential to establish a clear link between HR goals and organizational goals.

Could you please provide examples of HR goals and objectives?

Thank you very much.

Atif Aziz
Kuwait

[IMG]https://www.citehr.com/misc.php?do=email_dev&email=RmlyZWZveDFfdWtAaG 90bWFpbC5jb20=[/IMG]

Dear Atif,

In tough times of recession, people are the first to go because they are the easiest to cut. However, recessions last only a few years, and when growth returns, you need the people. It is imperative that they are retained. Instead of downsizing, look for other measures to increase productivity, such as training, zero budgeting, and automation of processes.

In fact, I believe 70% of HR's time is involved in operations like payroll and the interview process, while only 30% of the time is spent on the strategic development of talent, whereas it should be vice versa.

Regards,
Ravi Banka
Email: ravibanka@hotmail.com

If you are able to do this, you would never be facing such kinds of situations.

Recession is the time to decide - what are the areas that need to be focused on for better prospects. People need to remove those areas that are not productive and build a stronger business module. Cutting on people will not solve the purpose. It's easier said than done, I agree. But if everything was easy in life - there is no purpose of "Sense of achievement."