EMPLOYEE RETENTION

Guide,

PROF. PUSHPALATHA

Presented by,
Chandraprabha B.S
RETENTION
 Employee retention is a process in which the
employees are encouraged to remain with the
organization for the maximum period of time or until
the completion of the project. Employee retention is
beneficial for the organization as well as the
employee
“ We cant stop employees from leaving
unless we have a plan to make them stay!”
“SUCCESSFUL MARRIAGE”

Employer employee relation is like a marriage

Retention process is related to successful marriage

BEGINNING
Retention does’nt start from the day person join your
organization.
Retention starts from the interview process
WOOING THE GIRL
 You need 2 convince ur partner, hw you r diff frm othr
boys/girls
 What type of future that person will get if he/she decides
2 marry you
 You need 2 convince the person as what your company is
having that others are not having
 What is your competitive edge? What type of future or
growth thaT person will get if he decides 2 join ur
company.
SOURCING AND SELECTING THE
CANDIDATE
 The way u carry the interview
 Practices n processes u use 2 interview candidates.

 Communication process that u adapt to interact with the

candidate.
 Steps involved in the selection process

 Number of hrs u made this person 2 wait

 Time u take 2 issue the offer letter

 Hassels n problems u create 2 give the offer &

appointment letter
 creditability of the info that u have provided 2 dis person
@ time of interview about the company n about the job.
UR ENGAGEMENT
 the girl said s 2 u, is interested in u & nw u r engaged(pic
biy n girl love)

oientation n induction
1.dis is O process
2.it generally continues 4 30 days
3.remember, u r still in courtship
EXPECTATION MGMT
1.way u welcome ur new emp
2.the way him members treat him
3.info u provide 2 him
4.which senior mgrs interact with him
SETTING CLEAR EXPECTATIONS

1.criteria 2 measure the performance

 2.in brief, job description, kra's performance criteria, p
mgmt s/m,p evaluation, reward s/m, career planning
 3.in total, comfort level that u extend 2 dis person
 nw u r married

 now u r on the job(pic marriage)

RETENTION TARGET GROUP
 In notes
EMPLOYEE RETENTION INVOLVES 5
MAJOR THINGS(COMPENSATION
,ENVIRONMENT ,GROWTH, RELATIONSHIP ,
SUPPORT)
COMPENSATION
1.bonus
2.economic benefits
3.long term incentives
4.health insurance
5.after retirement
6.miscellaneous compensation
7.remind your employees the benefits they get
ENVIRONMENT
1.learning environment
certifications n provisions 4 higher studies
2.supportive environment
flexible hrs, dependent care, vacations, alternate
work schedules
3.work environment
efficient mgrs, supportive co-workers,
challenging work, involvement in decision
making, clarity of work and responsibilities and
recognition
SUPPORT

1.providing feedback
2.recognition and rewards
3.counseling
4.providing emotional support
GROWTH
1.work profile
2.personal growth n dreams
3.training and development
RELATIONSHIP
1.relationship with immediate manager
2.relationship with colleagues
3.promote an employee based culture
4.induce loyalty
MANAGER’S ROLE IN RETENTION

1.creating a motivating environment

2.standing up for the team
3.providing coaching
4.delegation
5.extra responsibility
6.focus on future career
UR INLAWS
1.ur inlAws take care of ur house, ur kids when u go out 2
work
2.they help u in preparing dinner
3.they ensure that u get respect n care in ur family
4.they ensure that u r heard 4 ur ideas n opinions
5.get appreciation 4 ur work
HR DEPARTMENT ROLE IN RETENTION
1. gives infrastructure, facilities to ensure that
employees give their best
2. they can make employee friendly policies, processes n
procedures 2 ensure that employees grow in org..as a
person as a professional
3. they can appreciate employees work
4. they can ensure proper communication process takes
place and make sure that employees are heard
5. they can give regular feedback and recognition
6. they can give training to boss, if his mgmt style is not
good.
WHAT MAKES EMPLOYEE LEAVE ?

 No growth opportunities
 Lack of appreciation.

 Lack of trust and support.

 Stress from overwork

 Compensation.

 New job offers.

HR Connect conducted a survey of the HR heads of 22 IT companies, in an effort to
determine what these practitioners thought about attrition in their companies.

Top 3 reasons why talent says “I quit”

 Dissatisfaction with superiors

 Inadequate compensation and benefits

 Lack of career development opportunities

WHAT MAKES EMPLOYEES STICK TO
THEIR COMPANIES?

While managers predicted the most important motivational aspect of work for people
would be money, personal time and attention from the manager was cited by employees
as most rewarding for them at work.
American Psychological Association Survey
About.Com Poll
Good coaching from and interaction with my boss 36%
Good compensation and benefits package 18%         
Opportunity to learn new skills 8%                   
Just can't seem to get motivated enough to leave ... 8%
Recognition for a job well done 7%        
Like my coworkers 6%       
Respectful treatment 5%      
Challenging, rewarding, interesting work 3%    
Mission of the company 3%    
Talent and vision of company management team 2%   
EMPLOYEE RETENTION STRATEGIES
 Hirethe right person in right place.
 Empower the employee

 Make them realize that they are valuable for

Organization.
 Have faith in them , trust & respect them.

 Provide Information & knowledge.

 Give feedback on performance.

 Recognize & appreciate their achievements.

 Create healthy environment.

IMPORTANCE OF EMPLOYEE
RETENTION

 The cost of turnover.

 Loss of company knowledge.

 Interruption of customer services.

 Turnover leads to more turnovers.

 Goodwill of Company.

 Regaining efficiency
CONCLUSION
The process of retention is not as easy as it seems. There
are so many tactics and strategies used in retention of
employees by the organizations
 The basic purpose of these strategies is to increase
employee satisfaction, boost employee morale hence
achieve retention