Post on 08-Apr-2018
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Attrition: CorporateAttrition: CorporateNightmare or CompetitiveNightmare or Competitive
EdgeEdge
Lata SinghLata Singh
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Latest practice by theLatest practice by the
CorporateCorporate
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Good place to workGood place to workmeans?means?
R eal World of theR eal World of theworkplace?workplace?
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Wh at is Attrition?Wh at is Attrition?
A decrease in the number of A decrease in the number of employees through retirement,employees through retirement,
resignation or death.resignation or death.
A ttrition =(No. of employees who leftA ttrition =(No. of employees who leftin the year / average employees in thein the year / average employees in the
year) x 100year) x 100
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Attrition: Competitive edgeAttrition: Competitive edge
Most critical resource of a company-Human Beings
People do not leave jobs, they leavebosses.M ostly they remain in the same industry,Why so???????????A nswer- fulfillment of their needs in thecompetitive environment
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Competitive environmentCompetitive environment
Changes in SocioChanges in Socio- -cultural environmentcultural environmentTechnological A dvancementTechnological A dvancement
Global factorsGlobal factors
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Losses due to AttritionLosses due to Attrition
R ecruitment costR ecruitment costTraining & development costTraining & development cost
Low Productivity costLow Productivity costA dministration costA dministration cost
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P ositives of AttritionP ositives of AttritionE xcessive M anpower CostE xcessive M anpower CostSeparation from poorSeparation from poor
performersperformersChances of new thoughtsChances of new thoughtsR ewarding the share of poorR ewarding the share of poor
performers.performers.
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Aspects of AttritionAspects of Attrition
Pull attritionPull attrition-- A ttractive opportunityA ttractive opportunity
Push attritionPush attrition-- workplace issuesworkplace issues-- cultural issuescultural issues-- A mbianceA mbiance-- environmentenvironment
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Why people leave- P us h Factors
Lack of CompensationLack of CompensationLack of Growth OpportunitiesLack of Growth Opportunities
Lack of SupportLack of SupportPoor R elationshipPoor R elationshipPoor E nvironmentPoor E nvironment
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Attrition in FMCGAttrition in FMCG
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Attrition in ITE S CompaniesAttrition in ITE S Companies
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S ome ot her Reasons be h ind?S ome ot her Reasons be h ind?
Better R emunerationBetter R emunerationM ismatch of E xpectationsM ismatch of E xpectationsGrowth OpportunitiesGrowth Opportunities
Higher StudiesHigher StudiesWorking Hours _ Long/ OddWorking Hours _ Long/ OddFamily CommitmentsFamily Commitments
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H ow to deal wit h it?H ow to deal wit h it?Nothing SpecialNothing Special- - R outine Process & R outine Process & should be Controllableshould be ControllableFeedback from E xit InterviewsFeedback from E xit Interviews focusfocuswhy &when employees started thinkingwhy &when employees started thinkingabout a changeabout a changeFeedback from employee SatisfactionFeedback from employee SatisfactionSurveysSurveys
implementation of Work Life Balanceimplementation of Work Life BalanceR outine CommunicationR outine Communication
Transparent work cultureTransparent work culture FairFair
TreatmentTreatment
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S ome ot her P racticesS ome ot her P ractices
1.1. Procter and Gamble IndiaProcter and Gamble IndiaE arly responsibilities in careerE arly responsibilities in careerFlexible and transparentFlexible and transparent
organizational cultureorganizational cultureGlobal opportunities through aGlobal opportunities through avariety of exposure and diversevariety of exposure and diverse
experiencesexperiencesPerformance R ecognitionPerformance R ecognition
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2 . NT P C2 . NT P C
Learning and growth opportunitiesLearning and growth opportunitiesCompetitive rewardsCompetitive rewardsOpportunity to grow, learn andOpportunity to grow, learn and
implementimplementStrong social security and employeeStrong social security and employee
welfare performancewelfare performance- - oriented cultureoriented culture
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3 . Tata S teel3 . Tata S teel
Organization cultureOrganization cultureJob stabilityJob stability
Freedom to work andFreedom to work andinnovateinnovate
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4 . Indian Oil Corporation4 . Indian Oil Corporation
Company brand imageCompany brand imageWork ethicsWork ethics
Learning and growth opportunitiesLearning and growth opportunitiesChallenging work assignmentsChallenging work assignmentsGrowing organizationGrowing organization
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5 . TC S5 . TC S
The group brand equityThe group brand equityStrong corporate governance andStrong corporate governance and
citizenshipcitizenshipCommitment to learning andCommitment to learning and
developmentdevelopmentBest in people practicesBest in people practicesChallenging assignmentsChallenging assignmentsOpportunity to work with fortune 500Opportunity to work with fortune 500
clientsclients
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6 . WIP RO6 . WIP ROCompanys brand as an employerCompanys brand as an employerE arly opportunities for growthE arly opportunities for growthHigh degree of autonomyHigh degree of autonomyValue compatibilityValue compatibilityInnovative people programInnovative people program
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. axo m ne onsumer . axo m ne onsumer H ealt hcareH ealt hcare
PerformancePerformance- -driven R ewardsdriven R ewardsIts belief in Growing our own timber Its belief in Growing our own timber Comprehensive development and learningComprehensive development and learning
programsprogramsFlat organization, where performance couldFlat organization, where performance could
lead to very quick progressionlead to very quick progressionChallenging work contextChallenging work contextCompetitive rewardsCompetitive rewardsE xhaustive induction and orientationE xhaustive induction and orientation
programprogram
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Thank you.Thank you...