wat i believe as a HR professional is attrition control or employee retention is in our hand itself. if we VALUE the perspectives, ideas, suggestions, beliefs of our employees, trust them, recognize their contribution timely (which may be non-monetary). Hear there grievances or problems sincerely, try to empathise with new joinees (as they are more vulnerable to leave the company) we can reduce the attrition to a large extent.
HR plays a very vital role in shaping the company and providing culture to the organization. we people are empowered by the organization/management wherein we can consiously make efforts to bring people together, close, emotionally bind employees together and with organization too. for developing such attachment we need to CELEBRATE even the small successes, Birthdays, anniverseries, Goal achievement, promotion etc.
when we make our employees feel at home or recognize their presence we would be in the position to have an competitive edge over other organizations who believes that 99.9% employees can be retained if provided monetary benefits.
we are the best people to control attrition. first we should determine why employees are leaving....generally its because of career growth, we can provide it??? an exit interview session helps a lot to org. to know its loopholes.
hope you understood our role as catalyst in bringing about change.
Rati Gupta
:P