Hi Sneha,
I can understand your concern because a couple of years back my company faced a similar situation.Attrition is certain departments reached as much as 28%.But,the situation has changed now and we have a very modest attrition level now.I will come to the policy changes which brought about this change later.I will define the problem first.
People were leaving wihin a few months after joining,in some cases a few days after joining.This was happening despite the fact that
the company paying a top line salary(at least to some employees as policy wise they can pay high).I will just add that my company is a product company with 1000+ employees.There were 2 major resaons behind the high attrition
(i)The comany was not maintaining parity of the salary of people joining from service companies,gov companies(DRDO,ISRO) with existing employees.This is because their current salaries were much lesse than our salaries.So,the company was recruiting them with some hike but still it was way behind our salary scales.In other words they were made to join in junior positions.This was creating a problem as many in the HR department were shortsighted and they were looking at immediate benifit.
(ii)Employee satisfaction for employee benefits was properly not taken care off.
Now the salarie scales have been rationalised and the company actively tries to maintain parity.Employee satisfaction surveys are done regurlary and employee concerns are actively solved.This has solved the problem to a large extent.
I agree that employee misbehaviour should be sternly dealt with,but I think the root of the problem lies with the organisation and therein also lies the solution.
I can understand your concern because a couple of years back my company faced a similar situation.Attrition is certain departments reached as much as 28%.But,the situation has changed now and we have a very modest attrition level now.I will come to the policy changes which brought about this change later.I will define the problem first.
People were leaving wihin a few months after joining,in some cases a few days after joining.This was happening despite the fact that
the company paying a top line salary(at least to some employees as policy wise they can pay high).I will just add that my company is a product company with 1000+ employees.There were 2 major resaons behind the high attrition
(i)The comany was not maintaining parity of the salary of people joining from service companies,gov companies(DRDO,ISRO) with existing employees.This is because their current salaries were much lesse than our salaries.So,the company was recruiting them with some hike but still it was way behind our salary scales.In other words they were made to join in junior positions.This was creating a problem as many in the HR department were shortsighted and they were looking at immediate benifit.
(ii)Employee satisfaction for employee benefits was properly not taken care off.
Now the salarie scales have been rationalised and the company actively tries to maintain parity.Employee satisfaction surveys are done regurlary and employee concerns are actively solved.This has solved the problem to a large extent.
I agree that employee misbehaviour should be sternly dealt with,but I think the root of the problem lies with the organisation and therein also lies the solution.