A study on attrition level
Motivational Training — It is sure that motivational training helps to retain the employees.
The total population of the company issample of employees were taken for the study. However, in some industries and verticals, attrition rate is not as easy to calculate.
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.
Once these internal problems are dealt properly only then the individual along with his organization will prosper and henceforth the industry. Findings The data was collected from 45 respondents and was analyzed.
Attrition in retail sector
This makes it evident that a large number of driving factors do exist, which, describes about my second inference, that is, the ways to curb attrition or in other words retention strategies to fight against attrition. Companies aim for a low attrition rate. Some of these costs can be as stated below:- 1. Others Pretty much? The sample size is 50 selected at random. The Social Science Journal, 38 2 , — Multi-Tasking — One of the ways to retain the employees in the organization is try to get people with different qualities ike smart, adaptable, and capable of multi-tasking. This makes them stick with the organization.
The two set of data must be based on the same sample size. Organizational Culture — Try to select the candidates who believe in the organization culture and adopt with ease to organization culture.
Employee attrition and retention project report
Cusp Catastrophe Model of Employee Turnover. Particular professions have evolved their own labour market dynamics, with the result that the leaving behavior displayed by some occupational species differs from that of others. In term ediate linkages in the relationships between job satisfaction and employee turnover. In such a scenario HR need to pull their laces and prepare themselves to deal with any situation possible, not just in retaining employees but also to make the infrastructure strong enough to deal with attrition. Marital status: a Married b unmarried 5. What organizations need to ensure is that the attrition is healthy rather than bad, implying that the employees that are leaving, fall in the bracket of non performers. The focus of this research is to study the trends of attrition prevalent in Telecommunication sector and finding out the reasons of such turnover intentions. How well do you understand your nature of job? Well, the most obvious reason for employees leaving any organization is higher pay. This makes it evident that a large number of driving factors do exist, which, describes about my second inference, that is, the ways to curb attrition or in other words retention strategies to fight against attrition. At the time of conducting interviews, the HR personnel try to bring right candidate to the right job. Involuntary attrition Final major category includes departures which are involuntary and initiated by the organization. In the same context, my study draws me towards two main assertions.
based on 10 review