copy of hrm-attrition
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SYMBIOSIS INSTITUTE OF MANAGEMENT STUDIES
Human Resource Management
Research Project
Submitted by: Section-E
Spurti Roy Kolli -06
Swati Maheshwari-15
Viraja Devi Vakada-23
Siddharth Ananth- 32
Sukhpreet Banipal- 41
Varun Mathur- 49
Yash Rathore - 57
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IntroductionDefining Attrition:
A reduction in the number of employees through retirement,
resignation or death .
Defining Attrition rate :
The rate of shrinkage in size or number .
What is Attrition problem?
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R
easons for attrition1. Organizational matters
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easons for attrition2. Working environment
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easons for attrition3. Job Matters
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easons for attrition4. Salary and other benefits
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easons for attrition5. Personal reasons
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easons for attrition6. Poaching
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easons for attrition7. Employees Advocate
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Primary Data Analysis
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Providing Stimulating Work
EnvironmentBASE 50
%
Happy 57
Neutral 39
Unhappy 17
Heavy pressure 17
Moderate pressure 66
Light pressure 1720- 45 work hrs 8
46- 50 6
51-55 48
56- 60 36
refused 2
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L
eave Sanction
BASE 50
%Yes, problem to break 36
No, problem to break 88
Refused 4
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Worked Overtime
BASE 50%
1- 2 hrs 29
> 2 hrs 27
Refused 44
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Food Facilities & Quality
BASE 5
%Good 41
Average 51
Poor 4
Cant say 4
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Reasons For Quitting
BASE 50
%
Compensation 30Personal reasons 2
Career 22
Relocation 16
Health issues 4
Other reasons include better learning opportunities, regular
holiday packages, gifts , outings etc.
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Our Conclusion
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Findings & Suggestions
1) Money is not everything.
The perspective is changing althoughpeople still give priority to money. Now
employees look for challenging job as it
allows them to learn new technologyand increase domain expertise.
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Findings & Suggestions
2) Vision and objectives
Next level of communication, a crucialpart of retention, starts with acquainting
employees with the companys vision
and objectives.
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Findings & Suggestions
3) Treat employees like customers.
Companies should have a similar approach toemployees and customers.
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Findings & Suggestions
4) Firing
Firing is not attrition.
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Findings & Suggestions
5) Consider feedback.
Taking feedback from employees throughdifferent means and work with the HR
department to iron out differences is very
important.
It can be done in two ways
(i) During employees tenure, and
(ii) Through exit interviews.
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6) Subsidize Education and Certification
In US, many companies reimburse employees foradvanced degrees or certifications that relate to
their area of expertise. In several offshore
countries, advanced degrees are considered
crucial to social standing. It's important for U.S.firms with little international experience to
recognize this desire among employees and
design programs accordingly.
Findings & Suggestions
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Findings & Suggestions
7) Change locations.
The high prices and resource crunch in top-tierIndian cities such as Bangalore and Mumbai have
led many companies to execute alternative
location strategies.
Another option to combat the rising attrition
rates in India is to locate in other countries.
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Findings & Suggestions
8) Rotate employees
Employees who don't feel challenged by their
work often leave. In response, companies such as
TCS have programs that rotate employees into
different disciplines about every two years and
expose them to new locations, projects, and
technologies.
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Findings & Suggestions
9) Combat Poaching by Encouraging Referrals.
Poaching is a bad idea, as it drives up salariesand discourages employee loyalty.
An employee referral program can serve as
an alternative and effective recruiting
strategy. Satisfied employees can be a
company's best sales tool and add a personal
touch that a print or radio campaign lacks.
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Findings & Suggestions
10) Just Ask: Are Your Employees Satisfied?
Retention is inextricably linked to employee
satisfaction, so it pays to periodically survey
employees hopefully before their exit
interviewsabout job satisfaction issues, and act
on the data gathered. The aim is to determine whysome employees depart and some remain with the
company, and to define the traits of productive,
successful employees.
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Findings & Suggestions
11) Spend More Time Recruiting.
It's difficult to retain good employees if thecompany doesn't have a process to hire the right
people in the first place. Simple measures, such as
incorporating skills tests that relate directly to the
job in question, can help companies to determinewhether the applicant is indeed an expert
programmer or merely an intermediate
programmer.
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Findings & Suggestions
12) Cost of turnover
Key areas used in calculation of turnover are:Administration and sourcing costs
New Hire costs
Lost productivity
Dysfunctional and avoidable turnover
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Findings & Suggestions
13) Administration & Sourcing costs
Process Administration:
- Resignation administration
- Recruitment administration
Sourcing Costs:
- Agency expenses
- Advertising costs
Interview Costs:- Interview
- Testing
- Travel
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Findings & Suggestions
14) Cost of new hire
Induction Administration-Induction Fixed Costs
-Induction Training
-Relocation Expenses
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Findings & Suggestions
15) Productivity Losses
The most detrimental aspect of staff turnover is lostproductivity. Evidence has found that leavers often
miss work or are tardy before they depart.
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Findings & Suggestions
16) Excluded costs
Not all the costs associated with turnover havebeen included in the i4 attrition calculator. Costs
that cannot be accurately measured or assumed
have been excluded.
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Findings & Suggestions
17) Employee demoralization
Turnover may erode the moraleand stability of those who remain employed.
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Findings & Suggestions
18) Impaired Quality of Service
Turnover also hinders the delivery of service andretention of customers. Attrition among service
personnel impairs customer service because
understaffed branches delay or withhold service.
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Findings & Suggestions
19) Turnover reason & cost impact
Just as attrition can lower productivity, incurfinancial costs, and undermine stayers' morale,
turnover can have the opposite ramifications under
certain circumstances or for certain firms.
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Findings & Suggestions
20) Functional and Dysfunctional Turnover
Departing from conventional beliefs, someacademics point out that turnover can prevent
stagnation and complacency, facilitate change and
innovation, and displace poor performers. Turnover
is not inherently negative.
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Findings & Suggestions
21) Avoidable and unavoidable
Further differentiation should occur between
organizationally avoidable turnover and
organizationally unavoidable turnover.
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Questions are guaranteed in life answers arent !!! ;-)
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Most Awaited Slide ;-)
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