Hi all, I am working in a 300-employee company, and the HR personnel headcount is around 4-5. Here, we are facing issues due to high attrition in the HR department itself. Can you suggest any solutions that could help us reduce this?
Regards,
Ginu
From India, Noida
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Regards,
Ginu
From India, Noida
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Has any effort been made internally within the company What is the Sector your company belongs to — IT, Telecom, etc? Rgds, TS
From India, Hyderabad
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1650From India, Hyderabad
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You could look at the specific activities performed by the members in your HR department. If the role definition for everybody is the same, then that could be an issue as all are chasing the few activities and stepping over each other's toes. Within HR, you could identify specific responsibilities like recruitment, employee engagement, training, payroll & benefits, and employee feedback. Depending on the workload, you can assign a member one or two of these activities.
Good luck.
From India, Madras
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Good luck.
From India, Madras
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As I can see, everyone is discussing monitoring the number and reasons for attrition. I would agree with Mr. Basant that monitoring and recording attrition is crucial for businesses. You can easily keep a record of people who leave your business, but how easily does your HR software system allow you to analyze attrition information to identify trends and patterns that may be negatively impacting your organization?
Questions Your HR System Should Answer
There are several questions that can be answered if your HR system can generate the statistics, such as:
- How many people left?
- How many people left in particular departments?
- What was the reason for leaving?
- Do new starters leave more frequently than longer-serving employees?
- Do specific recruitment sources influence employee turnover?
A good HR software system will effectively provide you with answers to these questions.
From India, Noida
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Questions Your HR System Should Answer
There are several questions that can be answered if your HR system can generate the statistics, such as:
- How many people left?
- How many people left in particular departments?
- What was the reason for leaving?
- Do new starters leave more frequently than longer-serving employees?
- Do specific recruitment sources influence employee turnover?
A good HR software system will effectively provide you with answers to these questions.
From India, Noida
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