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Attrition Fact – 30/09/2013 1

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Advantages of Outsourcing Exit interviews on Google throws up around 43,000 results in 0.34 seconds. I Am glad that I’m not the only one 🙂 Let me list them a few of them : Companies should know the real reason why employees leave. Period.Without this it becomes very difficult to take any decision to address employee attrition. Employees tend to be more open an honest to a third party since

Why good employees leave ? 1

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I saw this on one of my friend’s Facebook wall. I cant agree more apart from it being called a ‘surprising finding’. The challenge is that employees don’t say this at the time of their internal exit interviews as most of them don’t want to burn bridges and hence Organisations never really know the right reason. Time to look beyond the current methods ?

Attrition: The ticking time bomb in Industry 2

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An article that featured in the Economic Times today Attrition is a complex, cultural and leadership challenge with no easy answers. In 2012, according to HR consultant Towers Watson, Attrition in India was 17%, higher than the 11.2% salary rise. At this level of Attrition, an organisation in 2020 will have only 22% of the employees it had in 2012. The salary rise in 2013 is expected to be 12.4%;

Oh No , Not again !! 1

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I just read this article that was featured in DNA a few weeks back. Titled “To deal with attrition, companies extending notice period” it spoke about how Organisations IT-ITeS firms are increasingly extending notice periods from one to three months to dissuade poaching of staff. In order to safeguard their business interests, companies in the IT-ITeS sector are increasingly introducing longer notice periods for employees leaving their fold. My first

First minutes are critical in new-employee orientation 4

A brilliant article published in the Harvard Business Review The first few minutes of new employee orientation, if done right, can lead to happier and more productive workers and, ultimately, increased customer satisfaction. Unfortunately, a lot of companies do it wrong. In many firms, employee orientation focuses solely on corporate culture and identity of the new workplace. There’s a lecture about the firm’s history and another about standard operating procedures.

Taking care of new Hires 2

Economic Times recently published a report that said that Bad Hiring was costing Indian Companies Rs.2460 crores. Pressure and urgency to fill up positions, wrong bench-marking, poor screening, non-competitive hiring team, lack of reference checks and fake identities/resumes were given as some of the major factors that led to wrong hires. While such challenges will continue to exist (and several companies are getting creative with the solutions), it has become

Are you an Employee engagement addict ? 2

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In the recent past most conversations that I have been having around employee engagement & retention revolves around how to keep employees engaged during the first 60/ 90 days. More often than not Managers are very happy to blame the quality of hire and the recruitment team tends to take the beating. Now, I am not for once saying that there isn’t a problem there. Recruitment teams definitely need to

How to get the best out of your annual appraisals 1

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A few days from now you will be facing up to your boss for the annual performance appraisal exercise. ET spoke to HR experts to help you stitch together an appraisal strategy depending on which of the following scenarios you fit into. Read on: UNSURE ABOUT PERFORMANCE “I am not sure how well I have done this year and not sure what to expect from the performance appraisal.” The way

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