Do long term HR policies affect attrition rate ?

Yes, this is true of human resources policies affecting on long-term attrition rate.

Your question Mrs Fida raises a pproblem which I was always discussed at every opportunity with the officials in my country. I was referred to the seriousness of the problem and the solution is through human resources strategies to reduce the attrition of the presence of foreign labor and the establishment of national employment rates. We are in the Gulf region are suffering from this problem, the number of foreign workers continues to increase as well as population growth rates become foreigners make up the largest proportion of citizens and this is a great burden on the natural and economic resources, services and security. . . Ect.

Also affects the nature of the demographics and the flaw exists in the social customs and traditions. 

Arab Labor Organisation warning:

ALO warning since along period of the problem,  Where a report warns of the risk of increased Asian and foreign employment growth rates in the Gulf labor markets, leading to the depletion of economic resources and rampant social problems within the Gulf states because of the different religions, language, customs and traditions, which requires the formulation of a sophisticated Gulf strategy to run in the coming years.

Numbers of foreigners :

● ○ Organization estimated in a recent number of Asian foreign workers in the Gulf states, a study of about11 million workers consequences of their presence are so many negative effects in all spheres of economic, political and social life in these countries, in addition to increased remittances from the Gulf states quotas abroad that increase $30 billion annually and represent a constant drain on economic resources, and that the increase in the number of arrivals resulting in the balance of trade deficit for the Gulf States due to the expansion in imports from abroad.

● ○ About the negative effects of foreign labor in the social sphere, the organization said it would include a low percentage of citizens of the population to the proportion of the overall size of the population within the Gulf states, which affects the identity of citizens, and the collision and wrestle civilizations Asian employment and domination over the Gulf societies affect the national values.

● ○ ALO added : «Most Asian labor male leads to an imbalance in the qualitative gender balance in addition to the negative impact of the use of nannies and maids on Asian language and culture, customs and traditions for future generations.»

● ○ With regard to the political and security problems to increase the number of Asian workers in the Gulf Arab states, the organization confirmed that it include a fear of the demand by some Asian workers certain rights as a result of their stay in the Gulf countries for long periods of time and think about the formation of Asian communities stand-alone and separated from the original community in addition to the increase Fears of the dissemination of ideas and ideologies espoused by the new arrivals private international conventions demanding full equality of rights between national and foreign workers, and increasing numbers of Asian labor entails increasing internal security expenses to maintain the security and political matters and control of migrant workers gatherings.

● ○ Arab Labor Organization show that some of the strategic approaches to face the foreign employment growth in the Gulf states, the problem is to seek to implement the employment of national manpower Gulf countries and facilitate borne between these countries programs, which in turn requires the necessary legislation as it requires coordination practical steps and rationalize the use of manpower coming But so does not use after confirming that there is a real need for the worker and the lack of citizen labor can lead the same role and establish a regional center for the collection and exchange of information on the labor market requirements.

● ○ The World Bank has announced the publication of a report for a long time, that the foreign labor force in Saudi Arabia transfers totaling about7 million workers, mostly from East Asia over the past year amounted to14.9 billion dollars.

The Word Bank said «Saudi Arabia comes second only to America in terms of volume of remittances, and this refers to the economic power of such employment, especially if we know that there are processes personal conversion, and individual remittances, and the presence of labor, irregular, get jobs, and holds its own way transfer amounts to her country ». According to the order of foreign labor in Saudi Arabia, the triple Asian (India, Pakistan and Bangladesh), ranked first by four million, half a million and a half million Egyptian labor, Sudan, Indonesia, the Philippines and Turkey.

● ○ long term HR policies :

Saudi Employment Strategy : (25-year time span)

Employment strategy based on vision is to create enough jobs in terms of numbers, and inappropriate in terms of pay, and check the full main employers HR Arabia, and bring a competitive advantage for the national economy)

Strategy seeks to achieve general and interim goals include general objectives, including full employment of the labor force to eliminate unemployment and continuing to maintain full employment of national manpower level).

And a sustained increase in the contribution of national human resources by raising the national labor participation rate in the labor force and improve the productivity of the national factor by making the national working best and outstanding ability and the performance and efficiency of the option).

Interim goals are to control unemployment in the short term (two years) and reduce the unemployment rate in the medium term (three years) and achieve a competitive advantage based on national human resources in the long term (twenty years) as inevitable and is associated with the future of the private sector hiring powers national labor,

As a stable and permanent employment, and thus ensure the permanence and continuity for the growth of the private sector, therefore, the future of the private sector depends largely on the possibility of lifting the Saudi worker productivity and structural change in the labor market to increase the viability of the citizen and citizenship for recruitment product, and regulate the use of national employment through policies and mechanisms based on the basis of professional fitness and the development of scientific and practical and personal capacities in the framework of policies to Saudization gradually to ensure maintaining the competitiveness of the national economy, the positive and effective participation of the private sector.

YES. It helps to reduce the turnover rate of staff...........................

Definitely long term H.R. policies will affect attrition rate in a business organisation. And whether the impacts reflect positively or negatively on attrition rate, this depends on the nature of the policies.

Yes they do. And sometimes the company policy could be for attrition if  the job does not require much skill but high energy level of the youth. As the old emploees get dissatisfied with the same job profile and old salary for a long time the hr policy could be for attrition and hiring of new blood who would do the job much more efficiently. Things like typing speed and ability to do multitasking reduce with age .

Such policies could have two sides:positive and negative.

It depends on how HR management applies policies and how it is affected by the market and labor market.

Setting policies for long run should take in consideration many factors;internal and external (Economic growth, unemployment rate, company growth, retirement/pension plans...etc), therefore and based on these factors and how HR management deals with changes, the attrition rate could be affected positively or negatively

HR planning attempts to connect employees to the vision, needs, and strategic plans of the company, including management of all aspects of human resources. Essentially, good HR planning will ensure that the best possible employees (with the right talents, ambitions, and personalities) will find the best possible positions within the organization. HR planning can be done in both the short and long term, although long-term strategies are the most common for HR planning purposes.

I completely agree with Mr.Amir

Both long term and short term policies that an organization adopts affect attrition rates. It's important that HR people think from the perspective of what the business needs, what employees aspire for, what they expect, and find a match that works.

Policies should be aligned to Organization goals and also benefit employees. If employees are not satisfied, then there will be retention issues. We need to adopt to change and same applies to Policies which affect the overall employee satisfaction