attrition assignment titans

8/6/2019 ATTRITION Assignment Titans

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`ATTRITION'. This

word is being used in place of Employees turnover in an

organization,

Unpredictable and uncontrollable, but normal, reduction of work force due to resignations, retirement, sickness, ordeath .

HRHeads are worried about employees leaving their organizations. Not only is it 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.

Supervisor or LineManager

as a causeofattrition

A large majority of HR

professionals polled that

immediate managers are a

bigger reason for attrition. It

confirms Wayne Hochwarter

[an associate professor of

management in the College

of Business at Florida State

University] theory

that"Employees don't

leave their job or

company, they leavetheir manager".

Meeting employees'

expectations is a difficult

task, and most managers

cannot do it effectively and

consistently. 'Satisfying

employee needs' often

gets lower priority in a

manager's quadrant of

activities. Further

managers do not have


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appropriate tools to

manage employee related

tasks and this leads to

further dissatisfaction.

HR should continually train

managers in handling

employee expectations and

provide them with tools tomanage tasks related to

their teams. An online

Manager Services solution

allows a manager to

constantly counsel

employees, manage their

career growth and

aspirations and track their

achievements.

HR should also be able to

track changes in employee

performance rating, gaps

between employee and

manager performance,

sudden increase in paid -

time-off and should be

prepared to act quickly if

any visible trends are

evident.

Compensation and Job Profile

HR Managers voted unanimously that 'Compensation and Job Profile' are the primary cause of attrition.

With a war for talent, disparity in the compensation packages is bound to occur and a mis -matched job profile increases the

likelihood of an exit.

The responsibility for compensation policy and enriching the job profile lies on the senior management. Howe ver, balancing P&L

and employee compensation shall always be a nightmare for them given the high cost of talented employees.

Every company wants to become the 'best paying employer', but market forces, tough competition and a slow economy dictate

otherwise. A fair and transparent compensation policy can still be adopted where each employee gets his/ her dues based on

company, team & individual performance.

There are number of reasons which may make an employee quit our organization

y If the organization does not provide employees with sufficient opportunity for growth, then they will decide to leave the organization.y Employees leave the organization if the company does not provide congenial working environment.y As comparison is a natural instinct of human beings, comparison of employees with their peers aggravates the problem of attrition in organizations. Sometimes comparisons will

result in heartburning which should be curbed.

y Intimidation by the boss drives the best employees out of the organization.y Some employees get bored doing the same job over a period of time. They like to take on new roles after some period of time.y Stress, unfair practices in organizations, long distance from home etc., could be other reasons for attrition.y When there is no job satisfactionfor employees, then also they will quit the job.y Lack of internal networking of employees leads to attrition in organizations.y If the reward policy is not transparent, then they will be encouraged to look for other opportunities.y Employees often discuss their salaries with their colleagues. If there is inequality among them, then there is an issue for HR.y If the compensation is not in match with the employees' knowledge, skill and attitude, people may leave without notice.y

Hiring of overqualified people may increase rate of attrition in organizations.

y In several cases, faced with a choice between high pay package and a ch allenging job, employees have opted for the latter.


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Reduce Attrition: Clerical and Hourly Employees

We can help you communicate. Most employees want to know more about their work. We can explaineach process and help employees understand the importance of their work. Your employees willbecome more knowledgeable about their effectiveness. Here are a few ways ...

y

Address staff by their first namesy Involve employees in organizational planningy Update employees with technical informationy Let employees know that their opinions are valuabley Titles cost little and remind employees that they are valuabley Compliments and thanks cost little and can bring great benefitsy Keep employees informed - don't let them hear important news through rumorsy Create community with activities such as informal meals or events outside worky Publicly praise what the employee has accomplished and say why it was importanty Criticize privately about what the employee can do better and explain how to do it better

GLOBALISATION

y Many aspects of HRM are affected both by globalization and by differences in nationalculture.

y Globalization influences organizations that compete for customers with high expectations for performance, quality, and cost. Globalizationalso exerts pressure on the Human Resource Management (HRM) function to adapt to changing organizational needs and add greate r value

y Issues facing HR are expected to change dramatically in the next decades. Thus, HR professionals must play special roles in d ealing with these changes and must

develop specific competencies to support these roles.

Workplace flexibility is expected to be on the rise as the future workplace, the virtual office is characterized by creative and flexible work arrangements. As more employees

work off-site-up to two thirds of an organization in the 21st century there will be an increase in emphasis on performance and results as opposed to the number of hours

worked. In addition, off-site employees can expect to attend fewer meetings. Specified work will become much more collaborative and management will spend nearly all its time

managing cross -functional work teams who enjoy a lot of autonomy. In essence, there will be a movement, a trend towards a decentralized model of HR.

HRmanagers will have to accommodate employees in their virtual work locations and find ways to manage corporate culture, socialization and employee orientation. In order to

obtain and maintai n a competent workforce, they must act as organizational performance experts and shape employees behavior w ithout face to face meetings.

Another expected change in HR is the Global Business concept world trade knew a major growth during the last years and there is forecasted as well the growth of international

businesses, especially among small firms. Organization rely more and more organization HR specialists a s the facilitators of work across borders and among different cultur es.

Therefore, they must be knowledgeable of other cultures, languages and business practices. They will be required to develop a nd manage an internati onal workforce, maintain

written and unwritten corporate polices for transportability to other cultures, keep top management informed of the costs of not paying attention to the transnational issues and

provide their services to a variety of locations world wide.

Concerning the recruitment in the above mentioned global business it will be important which strategy will be adopted by the management.

Globalization will impact HR managers by requiring new skills such as language capabilities. For e.g., in order to recruit employees from other cultures, HR managers will either

have to learn new languages or else they will certainly have to have foreign speakers on staff. But in order to facilitate communication among people coming from a wide range of

language backgrounds, in most multinationals, it is preferred to speak English.

However, when we talk about Globalization and culture, then how does this relation influence businesses and HRprofessionals attitudes?

Organization must take into account cultural differences that shape managerial attitudes, when developing multinational management programs. For e.g., British managers value

individual achievemen t and autonomy, whereas French managers appreciate competent supervision, fringe benefits , security and comfortabl e conditions, whileIndian managersgives more importance of their culture and tradition.

HRmanagers must therefore be familiar with and understand other cultural norms to promote organization diversity. An organizati on that recognizes and promotes cultural

diversity will benefit because it will be employing the market that it serves. With increasing globa lization and competiti on within the market , a diverse workforce is conducive to

attracting and retaining a strong client base. While competing in an international market, employees from diverse national backgrounds provide language skills and understanding

of other cultures. HR professionals will also be responsible for providing cultural sensitivity training for the organizations employees and for managers throughout the entire

organi zation. (Czebter, Anamaria, 2002)

Read more: http://www.articlesbase.com/human-resources-articles/challenges-faced-by-human-resource-managers-in-the-era-of-gloablization-995167.html#ixzz1HvCrdFcH

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attrition assignment titans

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