How Can HR Reduce Attrition and Navigate Roles in a Small IT Company? Seeking Practical Advice

Hi Friends,

Could anyone tell me how to reduce attrition in an IT company? What are the essential areas that we need to follow as an HR in an IT company? What activities do Executive-HR undertake for an IT company? What differences can you point out between an Exe-HR and an HR Manager in terms of work? Do you feel the HR department has a lot of responsibility in a small IT company, or should they primarily build their career in larger companies? What is the difference between HR and an Accountant in terms of work?

I understand that these questions may seem silly, but I am genuinely confused about these queries. I don't want the usual standard answers. Instead, I need practical advice.

Looking forward to your favorable reply.

Thanks & Regards,
Saravana
Exe-HR

Thank you for your reply, Mr. Peer Saab and Mr. Kenneth.

Kenneth, I work as an HR executive in a small software company in Chennai. I have a lot of data, information, articles, and presentations which I get from Cite HR members and of course from Mr. Peer. However, I am unsure about the roles HR should play in an IT company.

Recently, our company completed the registration process, and we have now become a private company. As HR, I am responsible for overseeing all processes related to ROC, MOA, tax filing, accounts, etc. I am uncertain about the exact responsibilities of HR.

One thing I have realized is that HR needs to work under management's guidance. There is no individual decision-making for the HR department, is this correct? Please reply.

Peer Saab, Amit Ji, Kenneth, and all Cite HR members, it's a challenging time for HR professionals!

Regards,
Saravana
EXE-HR

Hey Saravana,

It seems that you have been put into a soup with all the ingredients, but you do not know how it was made or how it is going to taste! Well, for starters, what you may want to do is read a couple of books. Since you will have to do a lot of work in very little time, I would suggest that you outsource some of your number-crunching HR work like Recruitment, Payroll, Benefits, and Taxation.

The important thing that I have learned is that when it comes to the products/services/processes, HR has very little or no say. But when it comes to people and people processes, it is operations and HR that have to be in complete harmony, else the organization will crumble.

What I recommend you do is hire an experienced HR generalist to work with you.

Regards,
Ken

Hi Sarvanan,



Regarding the HR role and responsibilities I guess you have got the right link from Peer.

I have a suggestion regarding Attrition.The way to look at it is as follows:



Step 1: Recognize it for what it is...many get jittery to accept it is happening in their company. The Truth is it is a Global issue. Some times the reasons for many leaving the job could be the case of an unrelenting ,too egoistic Boss who passes his irritation down the line without addressing the issue with maturity. I am not blaming anyone, however the true reasons for leaving a company are rarely written in the reasons to leave. Statutory statement ...for personal reasons....appears very frequently. So it is a challenge to identify the actual reason for one resigning. However, If epidemics can be eradicated with awareness and appropriate measures then surely this can be handled too.



Step 2: Being a very committed and researching kind of Trainer, investigation led me to understand a simple yet powerful Truth "Attrition lessens the moment you employ the right man for the right job..." or identifying the challenges and addressing each with Clarity,Determination and moving on...Yeh, There's no real respite!

We have found that Assessment tools are a good solution for the above.

Since they give a clearer picture with reliability factor rating. And they take a load off the emotional mess employers land up with when they employ or promote the wrong person.

The Assessment tools, created by TTI Performance Systems Ltd, have immediate real-world applications in the areas of:

· Recruitment

· Coaching

· Individual Personal Development

· Identifying Dynamic Teams Within Organizations

· Conflict Negotiation

· Team Building

· Interpersonal Communication Skills



This is one area I am confident I can give you real support, so you can contact at [Login to view] for further queries. This is so since you said you do not want just talk.Thats why the hard facts and solutions...I hope I have answered your question appropriately. More importantly hope you find relief....

I would as usual end with a fav quote or two....



People may be doing various types of business in the world, but ultimately all business is just… there's only one business – that is human well being. -SJV



The world has invested hugely on the physical and external well being of a human being. But neither the governments nor the societies of the world have made any kind of investment for the inner well being of a human being. -SJV



Have a GR8 Day!



Sujatha Suresh

Hi Sujata & Suravan,

I agree with you, Sujata.

1) Assessment tools like Trimetrix/16PF/TORI are fantastic tools to use for recruiting the right person for the right job. You can contact Suzanne at TTI India: 9820010190. Other than that, you will have to empower yourself and your managers with basic skills such as Competency-based interviewing, CV analysis, Recruitment analysis, and Making the right job description. I would prefer that you first create a competency framework for your organization. Refer to "Competency-based HRM" by Ganesh Shermon.

2) The next step for you is to procure some ready software such as Tally, HRMS, etc., to ease your comp and Ben situation.

Regards,
Ken