Struggling with High Attrition? Seeking Help to Understand KPIs and OD Basics

I have been requested by my management to come up with a KPI for 2007 onward to solve the high attrition rate problem that we have been facing in the company. Frankly, the OD concept is something new to me that I would like to educate myself and read articles on its theory and the basics.

Can anyone assist or direct me to a source that can help in this regard? Many thanks...

Hello,

I am an OD process facilitator, and I would love to share with you material on OD. Even on the citehr website, there are some good downloads available. I am very convinced that we should not use OD for problem-solving but as Appreciative Inquiry.

Get in touch if you need more.

Arvind Chittewale
9823075568

Hi,

Organization development is about increasing the organization's effectiveness through various interventions. Attrition is inevitable. No matter how good you are in the industry, people will leave eventually over a period of time. Before you could bring an external intervention, as an HR professional, one should identify the root causes of people leaving the organization. You could gather data from the exit interviews.

Examine the processes right from recruitment to performance appraisal to compensation. Try competency-based processes, whether for recruitment, appraisal, etc.

Interestingly, I just read in today's Economic Times or The Business Line about TCS's strategy in retaining talent. Despite being a massive recruiter, they have one of the lowest attrition rates at 10.3%. Why is this so?

They have used three strategies:

1) Employee engagement at all levels.

2) Finding the right fit employees through recruitment.

3) Giving employees opportunities to learn and grow through job rotation, exposure to the latest technology, etc.

So, it's up to the HR personnel to identify the right strategy for their respective organization based on the organization's mission and goals.

Most importantly, always get top management support for every event.

Good luck!

Many thanks for the comments received. It is rightly said that OD is not a tool to solve problems, but an improving and developing factor that could help in solving problems within the organization. According to Richard Beckhard's definition, "OD is a planned effort, organization-wide, managed from the top to increase organization effectiveness and health through planned interventions in organizational processes, using behavioral science knowledge."

There are several symptoms at the corporate level in the organization that could call for improvement. Examples include:
1. Decrease in morale and motivation
2. Increase in attrition rate
3. Inappropriate safety behavior
4. Apparent communication gap
5. Ineffective teamwork
6. Lack of an innovative atmosphere.

When considering OD, there will be a need to use several tools from diagnosing the problem at the start to setting the strategy for implementation. Principles and approaches such as root cause analysis, behavioral science, change management, and Total Quality Management (TQM) are tools that will be inevitable and will form a part of the process.

Thanks again for sharing the knowledge.

Dear Mr. Arvind,

I am interested in Organization Development (OD) and conceptualizing and executing various HR processes and systems. Could you please assist and provide any materials on this topic that would be beneficial to me?

Regards,

Srinivas
9392470619

Hello,

I am looking for an OD and Behavioral skills expert with at least 15 years of experience. If you can recommend someone, it would be greatly appreciated. This is for a German company in Bangalore. Please email your suggestions to myjobmantri@gmail.com with the subject line as "OD Expert."

Thank you.