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on account of taking up employments elsewhere. Even in some of the cases, the employees are not even informing the organizations about their intention to leave. However, some of them are giving prior notices to leave the organizations and firms as per the norms of the organization and taking better prospects. This will create a great disturbance to the organizations for want of suitable substitutes immediately due to sudden relief of its employees. Organizations and firms are taking up Programmes for recruitment of the employees to fill up the consequential vacancies. Because of the new employees appointed from time to time in the place of the employees left, the organizations suffers a lot to stimulate the new employees for desired objectives and goals. This will affect badly on the HR policies of the Organization/firm. To overtake this problem, major steps have to be undertaken for the retention of the employees in an organization for the better sustainability and cognitive involvement. Some of the factors which definitely cause for retention of employees are embodied below: Brand Name Many of the employees consider the brand name of the organization for taking up assignments. Employees feel prestige of the institution as their personal to run with the organization. Working in a famous company or organization, generally makes people to adore with commitment. Dignity of the institution is one of the major factors for attachment of the employees all along without any fear for future. It gives maximum satisfaction to the employees and diversification of their ideas towards the Institutional Development. Employees naturally inclined to generate their future plans and prospects with the existing organization and tend towards their sustainability and regularity in their firm. This will lead to the Employees retention more. Employees may not think to leave the organization because of its brand name and familiarity in the pubic eye and wanted to stay with the Organization for ever not only for the sake of the Company but also for their future prospects. Wage Policy The wage policy of the any organization definitely attracts the employees a lot. Many employees look forward for monetary benefits and Social security measures adopted by the organization or firm. Adoption of a regular time scale of pay with proper Efficiency Bars including adoption of Grade Pay System, for various categories of posts existed in an organization from top to bottom is much more importance for the retention of employees. Employees naturally observe the salary structure of each category of post and fringe benefits extended by the organization or company. A systematic wage policy, revision of pay scales in the convenience intervals, provisions for additional allowances, rewards for extra-ordinary work of the employees from time to time, will definitely catch the employees and more retention is possible.
A plain recruitment procedure keeps the Institution at top level among other co-institutions. A lucrative policy on Career Advancements of employees is much more than enough for retention of employees in a firm. Social Security Measures Social Security measures are very much obligatory on the part of any concern to adopt for the welfare of their employees. Talented peoples will be aspired to take placements in such an organization and wanted to retain in the same organization for years together. will render much security to its employees in the Society. Interviews etc. grades. Service Rules inclusive of the regulation of the employees. Specific guidelines should be framed to meet the various parameters in the recruitment section. If such a systematic policy on promotions and career growth is implemented. A detailed procedure for conducting “Inquiries” against the employees committed irregularities. Group Insurance Policies. Controlling authorities duly specified in a clear terms. and provision for making appeals to the Appellate authorities be included. grades.. the method of selection. automatically. Incentives. and the employees will not leave any institution if it implemented such social security measures to its employees. Ex-gratia. written tests. and relocation to next higher category or grade for furtherance of his interests. There should be a classification of category of posts. Every employee must be treated with equal treatment in a justified manner for which a set of rules called “Disciplinary Rules” should be framed and adopted. frauds. Health Schemes. The prestige of the Institution or organization reflects on account of the transparent recruitment policy. should be broadly defined in the rules. Every employee expects advancement in his career by way of promotions. quantum of punishments right from “Censure” to “ Removal from service” should be specified. Automatic Advancement of the Career is also to be thought of by the firms for the benefit of its employees. Employees Welfare Schemes. misappropriations . professional growth and development of an employee in any firm. It should not be biased on any means. employees retention will be reduced and experienced persons will be continued in a firm for its growth. Awards. Transparent Recruitment Policy The Recruitment policy of an organization or Institution must be transparent. Retention is possible greatly if any organization/firm adopts suitable Social Security Measures.Career Advancement Schemes Career Advancement Scheme is one of its kinds to introduce for the regular promotions. Payments of Bonus. Judicious Disciplinary Rules Disciplinary rules should framed in such a way that they should not be in any way contrary to the Law. For every 5/10/15 years of service of an employee. the employee should be placed in the next higher category or scale of pay or Grade with monetary benefits so that the Employees would be in a greater satisfactory mood to work for the promotion of the Institution/Firm/Concern.
This will strengthen the employees’ caliber and dedicated employees will be formed in any institution without fear and favour leading to much retention in the concerns. Culture is a powerful element that shapes our work. should be categorically prescribed. Gratuity. Apart from that. Each and every employee must expect some quantum of money at the end of his service to lead a peaceful life after retirement. Conduct Rules It is also necessary to frame certain Conduct Rules for the interest of the Institution.etc. This will give much relief to its employees to retain in any organization till the end of his service. The conduct rules must specify the attitude. Employees tend to discharge their duties utmost care and devotion. It leads to definitely Employees retention. Hence Employees regularity and sincerity will be developed and sustained. Organizational Culture There is emphatically need to formulate organizational culture in every organization. They need to expect some sort of convenient organizational culture. The organization must choose for Mission. behavior and conduct of each and every employee while discharging their duties. . This may also cause for retention of employees. Terminal benefits Providing terminal benefits at the end of the service of an employee will be a added advantage now a days for future secure. Violation of conduct rules attracts the provisions of the Disciplinary rules. Organizational culture grows over time. The organization must resort to plan where it wants to go before trying to make any changes in the organization culture. etc. enjoyment. A congenial Organizational Culture makes people happy and retain for ever. However there are statutory obligations on the part of the organizations to provide EPF. They need strategic changes to suit to the present day needs. Organizations must plan for creation of further monetary benefits as a retirement plans for the welfare of its employees. People in every work place talk about organizational culture. This can be termed as one of the causes for retention of employees. Vision. relationships and work processes. Culture is the environment that surrounds us at work all of the time. and Values to provide a frame work for the assessment and evaluation of the current organizational culture. People are comfortable with the current organizational culture.
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