Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
In the50s and60s it was thought that trade unionism was the main enemy of the company. Special economic Zones were formed where trade unionism was banned. But that has not solved the problem. India’s BPO industry operate in the SEZs . But many have attrition rates as high as30% . Even in the Mid East skilled workers especially knowledge based workers need to be retained as the cost of selecting, recruiting and training them is astronomical. And salaries and perks cannot be increased every day .What is the role of HR considering these factors. How can the HR department have a positive influence on operations dept to reduce attrition?
Staff attrition rate and workers' absenteeism means significant costs to the organizations. In many organizations, workers are leaving even after the organization is spending huge amount of money for the benefits of the workers.
Many organizations accept workers' mobility as part of doing their business, but it is a matter to be regretted. In these circumstances, the HR Department has got a significant role to play.
What is Meant by Attrition Rate?
The term 'attrition rate' can be defined as "A reduction in the number of employees through retirement, resignation or death." It denotes the percentage change in the labour force of an organization. High percentage of labour turnover is not desirable for the organization because new workers are engaged in place of the workers who left the organization.
Why do Employees Leave the Organization?
There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay. The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around20%-35% per annum.
Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization.
Another factor is career growth. In many organizations, only20% of employees are able to go to senior levels. This means that the remaining80% of employees look for other organization where they can get opportunities for growth.
One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions.
The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours et al.
80% of employee turnover can also be attributed to the mistakes during hiring process (Harvard Business Review).
Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attrition rate.
First the respective Hr department has to effectively investigate why it happens & where or when it happens, this information is relevant in solving such cases. Until you have known & understood the above questions, you can never come up with the best solutions that problem, if you know & understand the real problem, how it occurs, when or where it occurs & to what extent it can be eliminated, you can never eliminate it. Sometimes it might the management's problem, employees' problem or internal & external pressure.
Create daily, weekly and monthly motivation projects
Drew Clear career development programs
Succession planning for key players (stars) in the company
TNA yearly done and heavily weighted and used in employee evaluation
Review Exit interview and make sure it’s done
Recruiting bad apple for recruiting bad apples put a big deal on company shoulders. turnover goes high as there are lot of mistakes in staffing and compensation policies, when company lost grip on revision of pay structure, performance management, implementing change the drain of skills starts.
