This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
HAN Digital helped our global IT services firms to reduce overall attrition rate with robust primary research framework and survey methodology. Our research analysis discovered 8 key reasons to quite client organization which was measured by various attrition drivers by skill competency, experience level and industry/service line they served. Our unbiased exit survey helped our client to reduce attrition rate of 15% from 23%.
This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
HAN Digital helped our global IT services firms to reduce overall attrition rate with robust primary research framework and survey methodology. Our research analysis discovered 8 key reasons to quite client organization which was measured by various attrition drivers by skill competency, experience level and industry/service line they served. Our unbiased exit survey helped our client to reduce attrition rate of 15% from 23%.
HR Challenges and Solutions - Maintaining Compliance and Mitigating Future RiskADP Marketing
Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
A Good Worker is Hard to Find: Skills Shortages in New Zealand FirmsWesley Schwalje
Our work on skills is cited by the New Zealand Ministry of Economic Development in the document titled A Good Worker is Hard to Find: Skills Shortages in New Zealand Firms.
This key global insights report from Kelly Services explores the concept of fostering a work environment that provides flexibility for various life stages of critical employees. Content creator Kathy Fawcett brings proprietary Kelly research to life with practical applications for organizations of all sizes.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
Business intelligence and data analytic for value realization iyke ezeugo
This presentation centres on how Businesses can take advantage of this era of information overload for enhancing their Business Intelligence and Data Analytic exploits to assure greater values with the available technology solutions.
It is focused on demystifying the BIG DATA phenomenon of the information age, and also on motivating traditional business drivers to begin to take advantage of business decision support systems (DSS) for their business intelligence and data analytics needs. The objective is to help organizations discover what and what they can do with these ICT solutions in their business for greater value realization. These values are expressed in building agile business that are able to thrive, make profit, grow and remain sustainable in the midst of stiff competition, globalization, innovation and regulatory pressures, even with elastic customers’ demands.
Outsourcing is “a practice used by different companies to reduce costs by transferring portions of
work to outside suppliers rather than completing it internally.” (Outsourcing, 2013) After the financial crisis
of 2007-2008, many companies in the United States began to enhance their bottom-line profits by outsourcing
and cutting costs instead of through the traditional route of top-line sales growth. In an attempt to effectively
cut costs and generate profits for investors, more organizations engaged in outsourcing of jobs by means of
offshoring. Offshoring is a form of outsourcing whereby jobs are relocated to a foreign country with a cheap
labor force and low socioeconomic standards, and less regulations such as the EPA. From a Human Resources
perspective, offshoring jobs is that there will be benefits to the organization such as cost and efficiency
savings, focus on core activities, reduction of overheard costs, staffing flexibility, continuity, avoid organized
labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created
for companies; however, issues can result, creating huge disadvantages for organizations. Outsourcing can
become detrimental to the financial health of an organization because of unforeseen costs. In addition, the
organizational culture and employee morale begins to diminish when employees have no job security and they
fear layoffs. Thus, there are pros and cons of offshoring jobs those Human Resources managers’ must
evaluate before choosing whether to offshore jobs or keep them domestically. Therefore, outsourcing jobs
through offshoring can result in disadvantages to an organization because of hidden costs, bad publicity and
low employee morale, quality problems, loss of managerial control, threat to confidentiality and security, and
reliance on the financial health of the outsourced organization. This paper has been divided into two sections
due to the comprehensive approach taken by the authors to provide a focused view on the legal aspects giving
the reader an opportunity to use the information as a guide if needed, or for further research.
PERUVIANS HAVE MUCH to celebrate in regards to the rapid progress the country has made in reducing malnutrition. In 2013, only 3.5 percent of children under five years of age in Peru were underweight. Even smaller proportions— 0.5 percent and 0.1 percent—were moderately or severely wasted. But the statistic that many nutritionists point to when lauding the country as a nutrition success is Peru’s rate of childhood stunting (Figure 14.1). In 2014, 14.6 percent of children under five years of age were stunted. While this rate is not as low as the country’s other nutrition indicators, it reflects a remarkable improvement. Less than a decade earlier, the prevalence was twice as high (29.5 percent).4 How was this rapid progress achieved—not only at a national level, but across all of Peru’s diverse regions, even poor rural ones including the Andean Highlands, and even amongst the poorest 20 percent of the population?
HR Challenges and Solutions - Maintaining Compliance and Mitigating Future RiskADP Marketing
Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
A Good Worker is Hard to Find: Skills Shortages in New Zealand FirmsWesley Schwalje
Our work on skills is cited by the New Zealand Ministry of Economic Development in the document titled A Good Worker is Hard to Find: Skills Shortages in New Zealand Firms.
This key global insights report from Kelly Services explores the concept of fostering a work environment that provides flexibility for various life stages of critical employees. Content creator Kathy Fawcett brings proprietary Kelly research to life with practical applications for organizations of all sizes.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
Business intelligence and data analytic for value realization iyke ezeugo
This presentation centres on how Businesses can take advantage of this era of information overload for enhancing their Business Intelligence and Data Analytic exploits to assure greater values with the available technology solutions.
It is focused on demystifying the BIG DATA phenomenon of the information age, and also on motivating traditional business drivers to begin to take advantage of business decision support systems (DSS) for their business intelligence and data analytics needs. The objective is to help organizations discover what and what they can do with these ICT solutions in their business for greater value realization. These values are expressed in building agile business that are able to thrive, make profit, grow and remain sustainable in the midst of stiff competition, globalization, innovation and regulatory pressures, even with elastic customers’ demands.
Outsourcing is “a practice used by different companies to reduce costs by transferring portions of
work to outside suppliers rather than completing it internally.” (Outsourcing, 2013) After the financial crisis
of 2007-2008, many companies in the United States began to enhance their bottom-line profits by outsourcing
and cutting costs instead of through the traditional route of top-line sales growth. In an attempt to effectively
cut costs and generate profits for investors, more organizations engaged in outsourcing of jobs by means of
offshoring. Offshoring is a form of outsourcing whereby jobs are relocated to a foreign country with a cheap
labor force and low socioeconomic standards, and less regulations such as the EPA. From a Human Resources
perspective, offshoring jobs is that there will be benefits to the organization such as cost and efficiency
savings, focus on core activities, reduction of overheard costs, staffing flexibility, continuity, avoid organized
labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created
for companies; however, issues can result, creating huge disadvantages for organizations. Outsourcing can
become detrimental to the financial health of an organization because of unforeseen costs. In addition, the
organizational culture and employee morale begins to diminish when employees have no job security and they
fear layoffs. Thus, there are pros and cons of offshoring jobs those Human Resources managers’ must
evaluate before choosing whether to offshore jobs or keep them domestically. Therefore, outsourcing jobs
through offshoring can result in disadvantages to an organization because of hidden costs, bad publicity and
low employee morale, quality problems, loss of managerial control, threat to confidentiality and security, and
reliance on the financial health of the outsourced organization. This paper has been divided into two sections
due to the comprehensive approach taken by the authors to provide a focused view on the legal aspects giving
the reader an opportunity to use the information as a guide if needed, or for further research.
PERUVIANS HAVE MUCH to celebrate in regards to the rapid progress the country has made in reducing malnutrition. In 2013, only 3.5 percent of children under five years of age in Peru were underweight. Even smaller proportions— 0.5 percent and 0.1 percent—were moderately or severely wasted. But the statistic that many nutritionists point to when lauding the country as a nutrition success is Peru’s rate of childhood stunting (Figure 14.1). In 2014, 14.6 percent of children under five years of age were stunted. While this rate is not as low as the country’s other nutrition indicators, it reflects a remarkable improvement. Less than a decade earlier, the prevalence was twice as high (29.5 percent).4 How was this rapid progress achieved—not only at a national level, but across all of Peru’s diverse regions, even poor rural ones including the Andean Highlands, and even amongst the poorest 20 percent of the population?
In this presentation, we will help you understand about retail location selection, factors affecting location of retail outlet, retail organization designs/structures, knowing potential customers in detail, accessibility factors, competitor’s issues, cost factors etc.
We will also talk about managing human resource, effective HRM, employee productivity, importance of human resource management, motivating and developing employee’s skills, merchandise management, store management, operations management, strategic management, co-ordination of stores, emerging trends in retail, building HR scoreboard, employee behavior and organization benefits.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit: http://www.welingkaronline.org/distance-learning/online-mba.html
MEANING OF HRM
DEFINITIONS
OBJECTIVES of HRM
NATURE OF HRM
FEATURES OF HUMAN RESOURCE MANAGEMENT
IMPORTANCE OF HRM
PROCESS OF HRM
RECENT TRENDS IN HRM
ROLE OF HUMAN RESOURCE MANAGER
DUTIES & RESPONSIBILITIES of HRM
SCOPE OF HRM
FUNCTIONS OF HRM
OPERATIVE FUNCTION
QUALIFICATIONS OF HUMAN RESOURCE MANAGER
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
In this presentation, we will discuss about the importance and merits for giving franchise and becoming franchise, the various drawbacks of owning and giving franchise, and the different benefits obtained from franchisees,
To know more about Welingkar School’s Distance Learning Program and courses offered, visit: http://www.welingkaronline.org/distance-learning/online-mba.html
Indian startups- How they effect the economyMohit Jaswani
• Wrote a paper upon analysis of Indian economic growth because of startups over the years and its sustainability under the guidance of Dr. Surinder Singh Nehra.
• It also covers overview of Australian Startup Economy and Case Study of two Indian startups i.e. Srjna and Hostelers.
2019 HRflag Global 50 HR Services Listed CompaniesHRflag
【June 26, 2019, Shanghai】Compiled by HRflag which is a communication platform, digital community and think tank leading in China's HR service industry, the “2019 HRflag Global 50 HR Services Listed Companies” global ranking is officially announced.
Cover Story Narayana Murthy’s Second Innings
Outlook US Dollar
Stats Major Global Currencies Recent Movement
Emerging Country South Africa
In Focus Target Gold, Again
2. Attrition – Meaning / reasons
a reduction or decrease in numbers, size, or strength.
a reduction in the number of employees or participants that occurs
when people leave because they resign, retire, etc., and are not
replaced.
( note: this are not my words , I did ctrl + c , ctrl + v from internet)
3. Why attrition happens?
as there is lot of job portals and advertisement made in internet .
employees quits organization only to find good salary and learn
more things.
There is no unified salary system.
It’s costly to lose trained employees but their replacements are not
easy to come by. Hence the HR strives hard to keep attrition at the
minimum.
4. What people feels reason about
attrition?
Amit:- Salary hike, lack of motivation, lack of opportunities, manager, personal
priorities.
Ankit;- Demand and Supply for an individual.
I have a demand but it is not currently being supplied to me.
I will search and seek for the availability of my demand.
If I find it elsewhere, I will fulfil it over there.
Rohit ;- Depends on individual's interests and priorities.
Though, to a huge extent it depends on person's manager. If an employee has
good personal relations with his/her manager, and the manager can keep the
employee motivated, gives freedom in terms of work, flexibility in terms of
working hours and environment and provides appropriate appraisals, bonus,
etc, then employees seldom leave the company even for a better salary.
Exceptions are always there that can vary from a better project, higher
designation, much higher salary being offered, location preference, better
brand name, a different field that person wants to get into, follow their passion
or even to for a Government job... Reasons can be many!
5. The Indian Economy is currently going through a challenging phase as GDP growth slowed down to
nearly a decade low in 2013-14 with domestic as well as external factors playing a part in this
downfall
Since the global financial crisis of 2008-09, the Indian economy grew to a healthy 8.6% till 2010-11.
Since then, growth started declining. The trend continued in 2013-14 with a disappointing growth
rate of 5.4% in the first half, resulting in lowering of expectations. The second quarter’s growth at
5.3% is one of the lowest quarterly growth rates seen in the last decade and the annual growth of
5% will be the lowest since 2002-03.
India needs at least 55 million additional jobs by 2015–twice the job addition between 2005 and
2010–to maintain the current ratio of employed people to total population of 39 per cent. The
estimate assumes that the number of self-employed persons will decline by nearly 25.5 million, as it
had happened during 2005-2010.
Several factors helped the growth of logistics industry in India over the last decade that include
changing tax system as well as a rapid growth in industries such as automobile, pharmaceuticals,
FMCG and of organized retail.
The overall average attrition rate across industries is 14%. Better career opportunities and better pay
have been cited as the key reasons for attrition across most sectors.
Industry Analysis
6. The highest attrition rates have been recorded in the ITES (17%), Advertising & Media
(16%) and IT (15%) sectors. These sectors are followed closely by Pharmaceuticals
(14%) and the Infrastructure & Real Estate sectors (14%)
India is declared as the fourth most competitive manufacturing nation, behind China,
the US and Germany . India is positioned as second next only to China in the next five
years.
The average variable pay percent across sectors is projected at 18.5% in FY 2014,
which is 1.2% points higher than the previous FY 2013 (17.3%)
The average attrition rate across sectors for FY 2013 is 13.4%, 0.8% points lower than
the previous year 14.2%.
The average salary increment across sectors is projected at 10.3% in FY 2014, which is
0.3% points lower than the previous FY 2013 (10.6%)
Highest increment figures have been reported in the Pharmaceuticals, Health Care
and Life Sciences sector at 13.1%.
The Financial Services sector continues its trend from last year, of being the most
conservative sector in terms of increment projections for 2013 – 2014 at 9.6%
Industry Analysis Contdition
8. Trying to understand attrition?
There can be so many possible reasons behind attrition in a company. Well, no
company can avoid attrition.
Some stay because they see their future and possibilities of growth in terms of money
and position. Some leave the company coz they see the same possibilities in some
other company.
1) No Future/Vision- No employee would turn up for the office until they know why they
are working with the company. Creating career paths that are well communicated
and understood by employees is not something most companies do well.
2) Feeling you are not important in the company.
“The best workplaces give their employees a sense of purpose, help them feel
they belong, and enable them to make a difference“.
9. 3) No Fun- No one would like to start their day with a long face and finish it with a long
face again. Putting in eight straight hours of work at the same desk is less and less
attractive to many employees.
4) No Empathy- Employers let hundreds and thousands of people go each year while
employees are just as likely to leave companies for other opportunities.
5) Bad Manager/Management- Bad supervisors and managers are a common cause of
attrition. Employees who feel that their bosses don't respect them are more likely to have
low morale and quit than workers who have good relationships with their managers.
6) Compensation- Employees perform services with the expectation of receiving pay
and benefits for their work. Employers that underpay workers or fail to provide job
benefits are likely to experience higher levels of attrition than companies that offer
competitive pay and benefits.
10. Future Market
India's retail sector is expected to grow to about US$ 600 billion by 2015 and to US$ 850 billion by 2020
Traditional retail is expected to grow at 7% and reach a size of US$ 650 billion (about 76%), while organized retail is
expected to grow at 25% and reach a size of US$ 200 billion by 2020
The FMCG sector in India has grown at 17% over the last five years and is expected to grow to US$ 100 billion by
2025.
Manufacturing exports from India could increase from US$ 40 billion in 2002 to about US$ 300 billion by 2015, such an
expansion would make India rake-in a share of approximately 3.5 per cent in the world manufacturing trade.
Real Estate is expected to grow at the rate of 30% over the next 10 years .Increasing Government support for FDI in
the real estate and infrastructure sector is expected to give a major boost for the exponential growth predicted for
this sector
Technology’s continued evolution will have a direct impact on future employment opportunities, particularly
for youth and women.
The IFC predicts that the IT industry will create around 4 million additional jobs directly by 2016, while indirectly
creating as many as 12-16 million more in other sectors. In India already around 70 percent of IT-sector jobs are held
by younger workers (aged 26-35).
The market for enterprise mobility solutions alone is expected to grow to USD 17 billion by 2015
The logistics industry is expected to grow at 15-20% CAGR a year to reach around USD 350bn by 2015 from its current
size of around USD 80bn.
The Media sector has grown by around 12.2% between 2007 and 2012 and is expected to expand at a
compounded annual growth of 11% to hit USD 15 billion by 2017, up from the current USD 9 billion . New newspapers
being published will continue to grow at around 6% every year .
