Replies to This Discussion

Permalink Reply by vikas bhardwaj on July 11, 2007 at 2:58am

Dear Karuna
your concern is the headace of all HR fraternity.Best tou can do i realy do something about it.
Few things HR can do
-recruiting people more in line with JD
-Check thier interest levels & liking for the job
-Whats thier EQ,
-Can they be good team players
-Are they inclined towards money ot the job
-Engagement are necessery to instill comradrie & convey that company cares for them
-Employer branding hs become a necessity\
\-Discuss with them career growth plans & what it takes for employee value addition
-Clear operational processes
-Regular feedback on thier performance
-Most importantly-Good supervisor / leaders

The list indicates overall corporate culture & management is important.In HR we can do whAT IS IN OUR DOMAIN
REGARDS
Vikas

• ▶ Reply

Permalink Reply by Karuna Gupta on July 11, 2007 at 3:22am

Hello Vikas,
Thanks a lot for your information.
This is very much useful...

Regards
karuna

• ▶ Reply

Permalink Reply by Daniel Sweet - Houston Recruiter on July 11, 2007 at 12:18pm

In talking to the developers leaving companies, their biggest reasons were:

1) No challenge - It was all boring
2) Sweatshop Atmosphere - Their jobs turned into "do it all now!"
3) Lack of Accomplishment - I don't mean that they can't do their jobs, just that they're not allowed to. Projects get cancelled out of the blue. Products get dropped mid-development. Developers are moved off of the task they've been on for 6 months when they're 90% done with their component.

I don't know what you, specifically, can do about these, but they are the constant reasons I hear about.

Dan

• ▶ Reply

Permalink Reply by Umesh on July 12, 2007 at 12:21am

Hi Karuna,

Attrition is not only because of the work nature. Some times even the monitory benefits also plays a major role in attrition. I have suggested a solution to the management of an organization like this. When the CTC is being fixed, we need to allot 20% to 30 % extra over and above the amount being intimated to him/her. On quarterly or half yearly basis that amount has to be distributed to him / her, saying his performance was good, hence we are recognizing your efforts. As a recognition of his / her contribution to the company, the incentive is being paid. So the employee will be happy and thinks in a positive way that his work also recognized and he got some monitory benefits also.

Apart from that, probably we can try the employee on job rotation, by giving different field of exposure. It helps an organization, to fill the gap, when an employee leaves the job from one section or project.

It is my opinion and suggested to a IT company. I am not sure weather they are implemented it or not.

Your suggestions or opinions are most welcome.

Umesh

• ▶ Reply

Permalink Reply by Karuna Gupta on July 12, 2007 at 12:23am

Hello Daniel,
I totally accept your vies on the same.
I would like to add few points here.
The employee can be retained in a company:
1. Timely Performance Apparaisals
2. Good Recreation Strategies
3. Clear roles and responsibilities
4. Work Culture.

The points that Daniel discussed are very much true.I have just shared my views in addition to what Daniel and Vikas have written!!!

• ▶ Reply

Permalink Reply by Karuna Gupta on July 13, 2007 at 1:10am

Hello Umesh/KarenM,
The information what you have shared with us is awesome!!!

Regards
Karuna

• ▶ Reply

Permalink Reply by Gautam Ghosh on July 14, 2007 at 1:14am

Hi Karuna

There are two posts I made on my blog regarding attrition...

One is this one: 10 reasons why attrition takes place and another is this one that I posted today

Hope you find them useful

regards
Gautam

• ▶ Reply

Permalink Reply by Karuna Gupta on July 16, 2007 at 3:10am

Hello Gautam,
Thanks a lot for the information!!!

Regards
karuna

• ▶ Reply

▶ Reply to Discussion