Dear frieds, Please find attached a project on Attrition Management... Hope this will be helpful to you..Please write back in case need any information in this regards. Take Care...
From China
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151From China
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Hello, Deepak. Thanks for posting the report.
Maybe for obvious reasons, you have left out the front pages. However, I would have liked to have seen references to theory in the document. I am making a comment here for the benefit of people doing projects and not as a criticism of the document you have attached. I hope this comment will not hurt the author's feelings.
Have a nice day or should I say night.
Narasimhan
From United Kingdom
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Maybe for obvious reasons, you have left out the front pages. However, I would have liked to have seen references to theory in the document. I am making a comment here for the benefit of people doing projects and not as a criticism of the document you have attached. I hope this comment will not hurt the author's feelings.
Have a nice day or should I say night.
Narasimhan
From United Kingdom
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hi Deepak, U always post good materials....................your posts are very helpful to the HR professionals......n sometimes other professionals as well.. Regards, Sujata.
From India, New Delhi
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From India, New Delhi
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Mr. deepak dwivei Thanks for useful matter for HR professionals. I personally request you to forward all labour laws and rules applicable alongwith forms.
From India, Rajsamand
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From India, Rajsamand
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Hi Deepak,
I found your post very helpful. Could you please help me with something else on attrition management as I'm working on my summer project on that topic? Basically, I'm confused about how to start the project and how to end it.
Regards,
Teesha
From India, Pune
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I found your post very helpful. Could you please help me with something else on attrition management as I'm working on my summer project on that topic? Basically, I'm confused about how to start the project and how to end it.
Regards,
Teesha
From India, Pune
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Sir, thanks for your PDF. It helped me to understand more about attrition. Can you help me out with the year 2008 attrition details and statistics in the BPO sector? I am working on a project regarding this. Thank you.
From India, Coimbatore
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From India, Coimbatore
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Deepak,
It really sounds good. Have you tried this? I would like to implement this in my organization. But I have a few clarifications, in fig[5], who will give the rating for the probability of leaving - is it HR or Line Managers? Please clarify this.
Thank you.
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It really sounds good. Have you tried this? I would like to implement this in my organization. But I have a few clarifications, in fig[5], who will give the rating for the probability of leaving - is it HR or Line Managers? Please clarify this.
Thank you.
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as per the latest surey it was said that the atrtion rate has fal down so wat strategies wwere adopted fr dat? cn u hep me fr the same
From India, Thana
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From India, Thana
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A few things to consider about employee turnover or attrition.
The one step employers can take that will have an immediate impact is to start hiring and promoting for talent.
Very few managers know how to identify a job's talent requirements so they hire for competence, alma maters, degrees, etc.
Talent is unrelated to;
How do you define talent?
How do you measure talent?
How do you know a candidate's talent?
How do you know what talent is required by each job?
How do you match a candidate's talent to the talent demanded by the job to be filled?
Managers who hire for talent know the answer to each question.
If we are serious about reducing attrition, we must start before the job offer is made by assessing for talent.
From United States, Chelsea
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- Hiring managers who make bad hiring decisions suffer high turnover of new hires.
- Managers who mismanage their direct reports suffer high turnover and absenteeism and absenteeism often precedes attrition.
- Employers that underpay and abuse their employees suffer high turnover.
The one step employers can take that will have an immediate impact is to start hiring and promoting for talent.
Very few managers know how to identify a job's talent requirements so they hire for competence, alma maters, degrees, etc.
Talent is unrelated to;
- competence
- alma maters
- degrees
- GPAs
- resumes
- work experience and
- interviews.
How do you define talent?
How do you measure talent?
How do you know a candidate's talent?
How do you know what talent is required by each job?
How do you match a candidate's talent to the talent demanded by the job to be filled?
Managers who hire for talent know the answer to each question.
If we are serious about reducing attrition, we must start before the job offer is made by assessing for talent.
From United States, Chelsea
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I just have one querry. Does this project should be taken for only IT or BPO industry? I am working in an manufacturing firm so am confused pls help.....
From India, Vadodara
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From India, Vadodara
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It is indeed great work. When planning attrition management in a company, it would certainly help. The tool is practical. All the issues generally faced are covered, and the strategy to manage them is also included. Thanks for the input.
Thanks and regards,
Dhannya
From India, Alappuzha
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Thanks and regards,
Dhannya
From India, Alappuzha
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Engagement – Scaling Down Attrition.pdf
Talent Management Emerges as Top European HR Challenge.doc