How Much Can HR Really Influence Employee Retention? Let's Discuss the Real Impact

Extent of HR Responsibility in Employee Retention

In many organizations, the Human Resources department plays a crucial role in employee retention. However, determining the exact extent of HR's responsibility for employees leaving can be complex. Various factors contribute to an employee's decision to leave, including job satisfaction, career growth opportunities, work-life balance, and organizational culture. While HR can influence some of these factors, it is not solely responsible for an employee's decision to stay or leave. Employees may leave for reasons beyond HR's control, such as personal circumstances, better job offers, or dissatisfaction with their immediate supervisor. Therefore, while HR should strive to create a positive work environment and address employee concerns, the ultimate responsibility for employee retention may lie with both the organization as a whole and the individual employees themselves.

I think HR professionals are highly responsible for the attrition of employees, although at the end of the day, it's ultimately the employees' decision to leave the company. Nevertheless, since the recruitment was done by HR, they should understand the problems faced by the employees.

The Role of Supervisors in Employee Retention

People don't leave the organization; they leave their bosses. So, HR should look into that part.

Dear Priyanka, this question is vague in perception as HR is the face of the organization and the most important activities of any organization, which include recruitment, smooth operations, and retention. These responsibilities, in turn, affect the revenue of the organization and are the minimal duties of HRD.

It is in this scenario that we, as HR professionals, become the scapegoats for whatever happens in the organization. Therefore, attrition has been directly marked as one of the KRAs of HRD. However, the problem may be associated with the project, team, or the work culture. If the issue is with a bullying colleague, dealing with the work environment, or growth opportunities, it definitely falls under the malfunctioning of the HR team. The rest depends on the project exposure, scope, and growth. Thus, it is the responsibility of the management to conduct a proper analysis of human needs. This can be achieved with the help of the HR department and HR manager, proper projects, project scope, and clients.

Hence, I feel HR has been dragged into every issue, be it the rate of attrition.

Regards

A healthy rate of attrition in an organization is a must for development. Hence, a healthy rate is essential because of HR (this healthy rate differs from industry to industry). But since HR is supposed to monitor its employees and their aspirations, even people leaving because of their boss is HR's responsibility (they should have identified and removed that boss early). Most employees like being engaged and involved, which HR can address through quarterly interviews with all employees. In most cases, HR is not aware of the reasons (and sometimes indifferent altogether), making it difficult for them to take corrective action.

Things HR Can Influence

- Working conditions (physical and relational)
- Growth and development prospects
- Induction and exit processes
- Selecting the right person for the right job
- Correct job analysis

Ensure there is a single line break between paragraphs.

After serving 6.5 years with an IT company, I found that HR is only responsible for recruiting, irrespective of situations. I agree with all the above-mentioned points from all my unknown HR friends. It is tough to perform all other HR tasks; management must delegate authorities to HR.

There are many reasons for attrition. Both employees and management contribute to this fact. When there is no good management and HR policies, poor financial background, poor infrastructure, no conducive work environment, production stagnation, unfair increments, and promotions are the reasons that contribute from management. The attitude of employees, comparison of their salary with counterparts or classmates working elsewhere, getting a job in close proximity to their residence, going to their hometown to take care of parents or family business, etc., are the reasons that contribute from employees.

Whatever may be the reasons, nothing is permanent. Moreover, when the industry is booming and employees dictate terms with employers, attrition will be the order of the day. It is one of the challenges that the HR department always faces.

Thanks,

Milind