Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee retention strategies trends and challengesPrashant Arsul
Employee retention refers to the policies and practices companies use to stop their competent and valuable employees from leaving their jobs.
Employee retention strategies help organizations provide effective employee communication to improve commitment and enhance workforce support for key corporate initiatives
For smooth functioning of the organization skilful, experienced, and competent employees are required
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Employee retention strategies trends and challengesPrashant Arsul
Employee retention refers to the policies and practices companies use to stop their competent and valuable employees from leaving their jobs.
Employee retention strategies help organizations provide effective employee communication to improve commitment and enhance workforce support for key corporate initiatives
For smooth functioning of the organization skilful, experienced, and competent employees are required
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Employee retention is one of the biggest challenges HR professionals face today. Discover the high costs of employee turnover and how you can improve your retention rates with better onboarding.
Here you will come up with some glimpses of retention management being followed by different organisation and what were the varied techniques were implemented to retain the employees back in the organisation.
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Employee retention is the magic of leading successful organisations. Spinning mills need to implement tried out successful mesures to retain its employees.WINSYS SMC has explained through this training session.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Concerned about turnover? Losing key employees? Want to increase performance?
Review this slideshow overview of our successful program designed to attract, develop and retain your best employees.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
We take the complexity out of your IT infrastructure. Daymark architects, sells and implements data center infrastructure, data protection, virtualization, managed services and cloud services for businesses throughout New England.
We provide deep technical knowledge, extensive experience and proven methodologies that help our clients make strategic decisions, streamline the acquisition process and successfully implement cost-effective data management infrastructure solutions.
Employee retention is one of the biggest challenges HR professionals face today. Discover the high costs of employee turnover and how you can improve your retention rates with better onboarding.
Here you will come up with some glimpses of retention management being followed by different organisation and what were the varied techniques were implemented to retain the employees back in the organisation.
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Employee retention is the magic of leading successful organisations. Spinning mills need to implement tried out successful mesures to retain its employees.WINSYS SMC has explained through this training session.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Concerned about turnover? Losing key employees? Want to increase performance?
Review this slideshow overview of our successful program designed to attract, develop and retain your best employees.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
We take the complexity out of your IT infrastructure. Daymark architects, sells and implements data center infrastructure, data protection, virtualization, managed services and cloud services for businesses throughout New England.
We provide deep technical knowledge, extensive experience and proven methodologies that help our clients make strategic decisions, streamline the acquisition process and successfully implement cost-effective data management infrastructure solutions.
IBM JavaOne Community Keynote 2015: Cask Strength Java Aged 20 yearsJohn Duimovich
IBM's Community Keynote.
Duimovich will speak on “Cask Strength Java, Aged 20 years.” John along with his guest, Tim Vanderham, VP, Cloud Platform Services Development, will look back on the history of Java and how we got here, then look ahead to where the platform is going for the next 20 - exploring how Java fits into the cloud platforms of the future, integrating with polyglot, cloud services on a developer friendly open platform.
DrupalCon New Orleans - Recruiting and retaining dedicated volunteersStephanie El-Hajj
Volunteer work is exhausting, time consuming, and many times, thankless. So why do we do it?
Many companies encourage it, and some may even pay you for it, but odds are, if you're one of the many volunteers I've worked with over the last eight years, you do it because you like it. You have a passion for the work, or for the mission, or simply because you like giving back.
How can you, as a meetup coordinator, an initiative lead, or project manager, tap into that same motivation and use it to recruit and retain your own dedicated team? It's actually pretty simple.
Are employees happy working for your home care agency? Follow these tips to ensure you keep them engaged and learn how to retain them for years to come.
6 Templates for Each Stage of the Employee Life Cycle for Long-Term RetentionKashish Trivedi
A company is only as good as the employees it hires. We all know this, but let’s take it a step further.
The employee life cycle is the bloodline for any organization. You need to take proper care of your employees to reap success. To do this, you need to understand each stage of the employee life cycle and where your employee stands in it.
When implemented correctly, effective employee life cycle management boosts long-term retention. Your employees are happy, so they remain longer and continue adding value to your business.
That doesn’t mean this management is easy, though. That’s why, in this Process Street article, I’m taking you through each stage with a free template.
Minor Project on Dynamisers What Is BPO?
Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive business process to an external provider that in turn owns, administers and manages the selected process based on defined and measurable performance criteria.
Few of the motivation factors as to why BPO is gaining ground are:
Factor Cost Advantage
Economy of scale
Business Risk Mitigation
Superior Competency
Utilization Movement
Title: Essential Skills for Budding Entrepreneurs and Startup Founders
Introduction: Welcome, everyone, to today's presentation on the must-have skills for budding entrepreneurs and startup founders. In the dynamic landscape of entrepreneurship, certain skills are indispensable for success. Whether you're launching your first venture or embarking on a new startup journey, mastering these skills can significantly enhance your chances of thriving in the competitive business world.
Conclusion: In conclusion, entrepreneurship is a challenging yet rewarding journey that requires a diverse set of skills and qualities. By mastering the essential skills outlined in this presentation—vision and innovation, resilience and persistence, adaptability and flexibility, strategic thinking and planning, communication and networking, and financial literacy and resource management—budding entrepreneurs and startup founders can increase their likelihood of success and build thriving ventures in today's competitive business landscape. Thank you for your attention.
[End of Presentation]
Employee Retention Strategies
1. Onboarding and orientation
Every new hire should be set up for success from the start. Your onboarding process should teach new employees not only about the job but also about the company culture and how they can contribute to and thrive in it. Don’t skip on this critical first step. The training and support you provide from day one, whether in person or virtually, can set the tone for the employee’s entire tenure at your firm.
2. Training & Development opportunity:
Many companies have understood that their people are the most important assets that are why they want a continuous up gradation of their employee through short term training & development programmes.
3. Respect Your Employee:
Respect & recognition at the work place has emerged as the one of the main reason of changing job. Almost every company is trying hard to pay due respect to their employee by many programme. On the spot award, Self Appraisal, Foreign trips, “Get well soon” Flower bouquets for ill employee or family members are such programmes to show the respect towards the employees.
Benefits of Employee Retention
1. Reduced costs.
Turnover is expensive—period. Recruiting and onboarding new hires is time consuming and especially detrimental when paired with severance costs. In addition, inexperienced employees can reduce the quality of your customer experience, causing revenue loss. Save your organization time and money with a s
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
1. The right to work is an inalifable right of all human being the right to safety in working condition and equity in employment is inseparable from the right to work equality in employment can be seriously impaired when individuals are subjected to gender specific violence, such as sexual harassment in the work place.
A Work From Home Policy is an agreement between employer and employee that clearly defines the expectations and responsibilities for employees who work from home. It may also define who is eligible to work from home, the process for requesting work from home privileges, as well as the approval process.
I think “employee connects program” would be a better option for effectively engaging the new joinee. For doing this, someone has to be given sole responsibility (preferably a female) for completing and monitoring the task without any delay. Commonly a direct interaction between the hiring officers to the new joinee may also be a good option.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
3. I really like the great Quote of Alexander –
“there is nothing impossible to him who will try”
Employee retention is one of the ‘Global headaches’ by
many Organisation as well as Recruiters. Hiring without
any expansion is showing the in effectiveness of talent
acquisition.
There are many internal/external factors which
would adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of
employees were leaving the Organisation in a rapid way.
Finally I came to know that, we can reduce the attrition
on a handsome margin if we look in to the following very
sincerely.
4. I. Regular Employee engagement activities
II. A transparent Performance Management System.
III. Re-evaluate Benefits, rewards and recognition policy.
IV. Employee friendly work environment.
V. Employee satisfaction survey on a regular basis.
VI. Presence of employee helps desk/ Relationship Dept.
VII. Employee career development program.
VIII. Regular Training.
IX. Education Assistance program.
X. Supporting & promote your Staff welfare schemes.
XI. Change the attitude of Autocratic Managers.
XII. Empowering employees.
XIII. Conduct an effective Exit Interview.
6. • It is very important to maintain the momentum of employee
engagement throughout an employee life cycle. From starting to end,
he/she should be boosted up through regular engagement activities.
There are many ways to engage your employees. Some of them are cost
involved and rest are cost free. Let me mention some of them.
• Effective communication leads to workers who look
more favorably towards their companies. Most important thing is to
communicate clearly with your employee regarding latest updates,
changes in policy etc on regular basis
• Employee connect program would be a better option for effectively
engaging the new joinee (pls
refer (https://www.linkedin.com/pulse/engage-your-employees-
without-any-cost-hanees-uk?trk=pulse_spock-articles).
7. • Let’s celebrate on their big days and festivals. It provides breaks from
monotony and stresses of everyday routine. Office celebrations offer an
opportunity to employees to bond and socialize. Common interests are,
thus, discovered and employees get to know each other much better.
Through this, we can improve the employee morale and boost up the
team spirit.
• Fun at work place: Let’s have some quiz program through intranet and
give some gift to the winner.
• Picnics/ Organizational trip to some places on a yearly basis.
• Employee performer/GEM of the month celebration (will mention in
detail on Rewards & Recognition program)
9. • In early 1990s Performance Management System was not very common in
all Organisation. Now the scenario has been changed and Management is
very keen to implement PMS to achieve business strategy. Before
introducing PMS, ensure that it should be transparent and not according
to the traditional way of assessing an employee.
• There must be clear cut goals and employee should be involved in goal
setting objectives. They should be kept informed of our expectations.
Goals should be specific and reliable. A regular feedback and
performance reviews will always help them to grow and achieve the
aligned organizational target. Through a transparent PMS, we can
improve the morale and loyalty of employees.
11. • Salary bench-marking will also play a vital role in employee
existence. Potential employees are more informed than ever about
the salaries paid for the same position at multiple companies. To
compete for talent, you must be aware of what the market is paying
for certain skills and develop fair and reasonable salary ranges in your
company.
• All employees will be rewarded on the basis of performance given by
individuals in the financial year. Through this we can ensure the
motivation, engagement, excel and retention. The Increment amount
/ % will vary every year on the basis of Company’s performance in
financial year and all employees will be appraised once in a year in
April.
12. • Rewards can be monetary & non monetary.
• Non-monetary rewards are the awards/appreciation letters
recognition that the employee receives for his/her performance.
• Monetary rewards are the salary increments / incentives the employee
receives.
• Incentives will be disbursed to some specific employees on
monthly/quarterly basis depends up on their target Vs achievement.
• The higher the rating the higher percentage of increment the
employee receives
14. • Make them feel comfortable and friendly as much as possible since
they have been spending 70% of their life in your Organisation.
Build a stress free zone at your office by evading too many
restrictions and flexibility in working hours.
• I can see that many “Big Bosses” are spending much time in CCTV
monitoring instead of making business strategy. In Ireland the
covert monitoring of employees using CCTV is completely illegal
and employers using this tactic could face some serious disciplinary
action. The only time that an employer could justify the use of
CCTV to monitor staff would be under exceptional circumstances
“of a serious nature.”
• While framing any rules and regulations ensure that everything
should be employee friendly. Keep in mind that human psychology
always has a tendency to defend against restrictions.
16. • There are many advantages for getting feedback from your
employee. Research shows that satisfied, motivated employees
will create higher customer satisfaction and in turn positively
influence organizational performance.
• Regular pulse checks of employee satisfaction and engagement are
critical. Take feedback from your employees to improve the
operational efficiency. Your employee can be a good judge of your
actions. Conduct a confidential employee survey and collect the
overall feedback about employee satisfaction, organizational
culture, employee engagement and salary.
18. • HR is the bridge between the employer and employee and this
make the role of HR department very important. There can be
small little issues at our workplace; with the seniors, colleagues,
juniors within Dept or dealing with customers, etc. This, if not
addressed at the right time, can be grown into a big problem/
dimension. These problems can also escalate in the absence of
people in a Department who might listen to their problem at
workplace, when they are actually not comfortable sharing it with
their Boss or Colleagues.
• Frame a Employee relationship Dept or Employee help Desk which
will listen, help, counsel and advise them accordingly, whenever
they have any genuine problem. This will definitely help to
decrease attrition.
19. Career development program.
Providing constructive career development opportunities to
employees will lead to gain many benefits to the Organisation. There
should be a clear Career path policy with in the Organisation which
will help to build the self confidence of the employee to stay long in
the Organisation. Attractive fast track promotion channel will also
reduce the attrition. Let’s retain the right talent and strengthen the
succession pipeline. A lot of hidden talents are always be there in any
Organisation. You can utilize their skills and expertise through
internal promotion /transfer or posting. Most important is that, you
should communicate this all to the employee on a regular interval.
21. • Training and developments are very vital in any Organisation that
aims at progressing. Nowadays all the Organizations have to invest
more into Training and capability building. A recent survey
indicates that 40 per cent of employees who receive poor job
training leave their positions within the first year. Incorporating
training and professional development can promote greater job
satisfaction, which may lead to employee loyalty and higher
productivity.
• Employee must be provided with regular coaching and guidance in
such a manner to boost up their confidence. There should be
regular motivation, leadership, product training irrespective of all
the roles.
22. Education Assistance program.
Most of the new generation Banking and Financial Companies (ICICI &
South Indian Bank just started) have invented in house talent
cultivating system through their own Institutes. If we do not have such
infrastructure, we may give education support to our employees as aid
to up skill and make them future ready. It will ensure the retention for
a period of about 3-4 years. We can ask those who opted for the
scheme to serve the organisation at least 3 /4 years. It can be partial
scholarship / reimbursement programme.
23. Supporting & promote your Staff
welfare schemes.
Staff welfare is perceptibly a cost involved and increase your
Companies operation cost. Let’s make them aware about the
various welfare schemes we are providing. Employee flows will never
be an ending process. So it’s very essential that every employee should
know about the staff welfare schemes that you have provided.
Organisation has spend lot in terms of staff welfare measures. So it’s
HR duty to promote and educate your staff welfare schemes within
your employee in a useful manner..
25. • “People Don’t Leave Companies…They Leave Leaders”. As the
thought indicates, most of the employees leave the Organisation
due to poor Leadership qualities of their superiors. HR should
identify the gap between these two and make them comfortable in
a diplomatic way. We need to enhance the capability of a team
Leader and make them fit for leading a team. If necessary, change
their attitude towards employee and the way of speaking and
action etc with counseling. Make them understand about the
importance to establish a safe place where employees can voice
their opinions without fear of how their honesty will affect their
position.
26. Empowering employees.
So many companies are built on top-down communication from
management. Give employees structured ways to make their
thoughts, feelings and observations. Micromanagement activities will
always lead the emotion like irritation and stress feeling to the
employee. Give them flexibility, encourage in their failures and
respect their boundaries. While you want to push your employees to
embrace new experiences, you don’t want to shove them so far out of
their comfort zone that it becomes a negative experience.
28. • Regret to inform you that, my past organisation has a high
attrition. Later we have observed that the exit interview has not
been done in a proper way. All they have done is just for a
formality. We should thoroughly try to find out the exact reason
while conducting exit interviews. Through this we can retain at
least 18% of employees (As per survey/studies).
• All the above mentioned inclines are correlated with each other in
one and another way. And also success depends upon the action. It
is easy to frame a policy, but the execution level will decide the
final result. So why you are waiting…let’s do this and make your
Company as Best Places to Work forever!!!
• Please share your valuable feedback to pnr478@gmail.com.