Topic

Employee retention
Project by
Miss. Ashwini B. Khanapure
T.Y.BMS (SEMESTER !
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Project 'ui(e
Pro). (Mrs! *eetha +arayan
,osmopolitan e(ucation Society
alia ,olle'e o) commerce-
B.sc (.T! an( B.M.S.
/.+.+a'ar- An(heri (0!-
Mumbai%1###23
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I, Miss. Ashwini B. Khanapure of Valia college of Commerce, B.SC (IT) &
B.M.S., D.N.Nagar,Andheri (w), Mm!ai" #$$$%& T.'.B.M.S. ((eme()er V)
here!*
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Dring )he com7le)ion of )hi( 7ro8ec) I came acro(( man* 7eo7le 065 6E4PE/ ME
A+/ E+4.*6TE+E/ ME .+ EERY 0AY. T6EY 6E4PE/ A40AYS- 4E+T 6E4P.+*
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I wold li;e )o )han; PR5<. (MRS.! *EET6A +ARAYA+ who ha( (hown me righ)
a77roach and wa* )o ma;e )hi( 7ro8ec) and wi)ho) who(e gidance )hi( 7ro8ec) wold
ha<e !een difficl) )o com7le)e. 6e are al(o gra)efl )o or in()i))e for 7ro<iding )hi(
o77or)ni)* and 7ro<iding )he re=ired ma)erial whene<er needed.
A (7ecial )han;( )o or college li!rar* & li!rarian for 7ro<iding <ario( !oo;( )o hel7 (
in 7ro8ec).
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EMP45YEE RETE+T.5+

-e)en)ion in<ol<e( )a;ing mea(re( )o encorage em7lo*ee( )o remain in )he
organiBa)ion for )he maCimm 7eriod of )ime. Cor7ora)e i( facing a lo) of 7ro!lem( in
em7lo*ee re)en)ion )he(e da*(. +iring ;nowledgea!le 7eo7le for )he 8o! i( e((en)ial for
an em7lo*er. B) re)en)ion i( e<en more im7or)an) )han hiring. There i( no dear)h of
o77or)ni)ie( for a )alen)ed 7er(on. There are man* organiBa)ion( which are loo;ing for
(ch em7lo*ee(. If a 7er(on i( no) (a)i(fied !* )he 8o! he:( doing, he ma* (wi)ch o<er )o
(ome o)her more (i)a!le 8o!. In )oda*:( en<ironmen) i) !ecome( <er* im7or)an) for
organiBa)ion( )o re)ain )heir em7lo*ee(.
The )o7 organiBa)ion( are on )he )o7 !eca(e )he* <ale )heir em7lo*ee( and )he* ;now
how )o ;ee7 )hem gled )o )he organiBa)ion. ,m7lo*ee( ()a* and lea<e organiBa)ion( for
(ome rea(on(.
The rea(on ma* !e 7er(onal or 7rofe((ional. The(e rea(on( (hold !e nder()ood !* )he
em7lo*er and (hold !e )a;en care of. The organiBa)ion( are !ecoming aware of )he(e
rea(on( and ado7)ing man* ()ra)egie( for em7lo*ee re)en)ion. In )hi( (ec)ion we are
going )o ()d* a!o) <ario( )o7ic( rela)ed )o em7lo*ee re)en)ion, wh* i( i) needed,
!a(ic 7rac)ice(, m*)h(, e)c. in de)ail.
#
The picture states the latest statement
that corporate believes in Love them or lose them
0hat is Employee Retention@
,m7lo*ee re)en)ion i( a 7roce(( in which )he em7lo*ee( are encoraged )o remain
wi)h )he organiBa)ion for )he maCimm 7eriod of )ime or n)il )he com7le)ion of )he
7ro8ec). ,m7lo*ee re)en)ion i( !eneficial for )he organiBa)ion a( well a( )he em7lo*ee.
,m7lo*ee( )oda* are differen). The* are no) )he one( who don:) ha<e good o77or)ni)ie(
in hand. A( (oon a( )he* feel di((a)i(fied wi)h )he crren) em7lo*er or )he 8o!, )he*
(wi)ch o<er )o )he neC) 8o!. I) i( )he re(7on(i!ili)* of )he em7lo*er )o re)ain )heir !e()
em7lo*ee(. If )he* don:), )he* wold !e lef) wi)h no good em7lo*ee(. A good em7lo*er
(hold ;now how )o a))rac) and re)ain i)( em7lo*ee(. -e)en)ion in<ol<e( fi<e ma8or
)hing(D
COMPENSATION ENVIONMENT !O"T#
Relationship S$PPOT
,m7lo*ee re)en)ion wold re=ire a lo) of effor)(, energ*, and re(orce( !) )he
re(l)( are wor)h i).
%
.. ,ompensation
Com7en(a)ion con()i))e( )he large() 7ar) of )he em7lo*ee re)en)ion 7roce((. The
em7lo*ee( alwa*( ha<e high eC7ec)a)ion( regarding )heir com7en(a)ion 7ac;age(.
Com7en(a)ion 7ac;age( <ar* from ind()r* )o ind()r*. So an a))rac)i<e com7en(a)ion
7ac;age 7la*( a cri)ical role in re)aining )he em7lo*ee(.
Com7en(a)ion inclde( (alar* and wage(, !on(e(, !enefi)(, 7rere=i(i)e(, ()oc; o7)ion(,
!on(e(, <aca)ion(, e)c. 6hile (e))ing 7 )he 7ac;age(, )he following com7onen)(
(hold !e ;e7) in mindD
Salary an( monthly wa'eA .t is the bi''est component o) the compensation
pacBa'e. .t is also the most common )actor o) comparison amon' employees. .t
inclu(es
Ba(ic wage
+o(e ren) allowance
Dearne(( allowance
Ci)* com7en(a)or* allowance


Salar* and wage( re7re(en) )he le<el of (;ill and eC7erience an indi<idal ha(. Time )o
)ime increa(e in )he (alarie( and wage( of em7lo*ee( (hold !e done. And )hi( increa(e
(hold !e !a(ed on )he em7lo*ee:( 7erformance and hi( con)ri!)ion )o )he
organiBa)ion.
BonusA Bon(e( are (all* gi<en )o )he em7lo*ee( a) )he end of )he *ear or on a
fe()i<al.
Economic bene)itsA I) inclde( 7aid holida*(, lea<e )ra<el conce((ion, e)c.
4on'%term incentiCesA 4ong )erm incen)i<e( inclde ()oc; o7)ion( or ()oc; gran)(.
The(e incen)i<e( hel7 re)ain em7lo*ee( in )he organiBa)ionE( ()ar)7 ()age.
?
6ealth insuranceA +eal)h in(rance i( a grea) !enefi) )o )he em7lo*ee(. I) (a<e(
em7lo*ee( mone* a( well a( gi<e( )hem a 7eace of mind )ha) )he* ha<e (ome!od* )o
)a;e care of )hem in !ad )ime(. I) al(o (how( )he em7lo*ee )ha) )he organiBa)ion care(
a!o) )he em7lo*ee and i)( famil*.
Miscellaneous compensationA I) ma* inclde em7lo*ee a((i()ance 7rogram( (li;e
7(*chological con(eling, legal a((i()ance e)c), di(con)( on com7an* 7rodc)(, (e of a
com7an* car(, e)c.
... *rowth
3row)h and de<elo7men) are )he in)egral 7ar) of e<er* indi<idal:( career. If an
em7lo*ee can no) fore(ee hi( 7a)h of career de<elo7men) in hi( crren) organiBa)ion,
)here are chance( )ha) he:ll lea<e )he organiBa)ion a( (oon a( he ge)( an o77or)ni)*.
The important )actors in employee 'rowth )ha) an em7lo*ee loo;( for him(elf areD
0orB pro)ileA
The wor; 7rofile on which )he em7lo*ee i( wor;ing (hold !e in (*nc wi)h hi(
ca7a!ili)ie(. The 7rofile (hold no) !e )oo low or )oo high.
Personal 'rowth an( (reamsD
,m7lo*ee:( re(7on(i!ili)ie( in )he organiBa)ion (hold hel7 him achie<e hi(
7er(onal goal( al(o. 1rganiBa)ion( can no) ;ee7 a(ide )he indi<idal goal( of em7lo*ee(
and fo()er organiBa)ion( goal(. ,m7lo*ee(: 7riori)* i( )o wor; for )hem(el<e( and la)er
on come( )he organiBa)ion. If he:( no) (a)i(fied wi)h hi( grow)h, he:ll no) !e a!le )o
con)ri!)e in organiBa)ion grow)h.
Trainin' an( (eCelopmentA
,m7lo*ee( (hold !e )rained and gi<en chance )o im7ro<e and enhance )heir
(;ill(. Man* em7lo*er( fear )ha) if )he em7lo*ee( are well rained, )he*:ll lea<e )he
organiBa)ion for !e))er 8o!(. 1rganiBa)ion (hold no) limi) )he re(orce( on which
organiBa)ion:( (cce(( de7end(. The(e )raining( can !e gi<en )o im7ro<e man* (;ill(
li;eD
1. Commnica)ion( (;ill(
.. Technical (;ill(
&. In"ho(e 7roce((e( and 7rocedre( im7ro<emen) rela)ed (;ill(
#. C or c()omer (a)i(fac)ion rela)ed (;ill(
%. S7ecial 7ro8ec) rela)ed (;ill(
>
Need for (ch )raining( can !e recogniBed from indi<idal 7erformance re<iew(,
indi<idal mee)ing(, em7lo*ee (a)i(fac)ion (r<e*( and !* !eing in con()an) )och wi)h
)he em7lo*ee(.
.... Support
4A,K 5< S;PP5RT <R5M MA+A*EME+T ,A+ S5MET.MES SERE AS A
REAS5+ <5R EMP45YEE RETE+T.5+. S;PER.S5R S65;4/ S;PP5RT 6.S
S;B5R/.+ATES .+ A 0AY S5 T6AT EA,6 5+E 5< T6EM .S A S;,,ESS.
MA+A*EME+T S65;4/ TRY T5 <5,;S 5+ .TS EMP45YEES A+/ S;PP5RT T6EM
+5T 5+4Y .+ T6E.R /.<<.,;4T T.MES AT 05RK B;T A4S5 T6R5;*6 T6E T.MES
5< PERS5+A4 ,R.S.S. MA+A*EME+T ,A+ S;PP5RT EMP45YEES BY PR5./.+*
T6EM RE,5*+.T.5+ A+/ APPRE,.AT.5+. EMP45YERS ,A+ A4S5 PR5./E
A4;AB4E <EE/BA,K T5 EMP45YEES A+/ MAKE T6EM <EE4 A4;E/ T5 T6E
5R*A+.DAT.5+.
T6E <EE/BA,K <R5M S;PER.S5R 6E4PS T6E EMP45YEE T5 <EE4 M5RE
RESP5+S.B4E- ,5+<./E+T A+/ EMP50ERE/. T5P MA+A*EME+T ,A+ A4S5
S;PP5RT .TS EMP45YEES .+ T6E.R PERS5+A4 ,R.S.S BY PR5./.+* PERS5+A4
45A+S /;R.+* EMER*E+,.ES- ,6.4/,ARE SER.,ES- EMP45YEE ASS.STA+,E
PR5*RAMS- ,5;+SE4.+* SER.,ES- ET A4.
EMP45YERS ,A+ A4S5 S;PP5RT T6E.R EMP45YEES BY ,REAT.+* A+
E+.R5+ME+T 5< TR;ST A+/ .+,;4,AT.+* T6E 5R*A+.DAT.5+A4 A4;ES .+T5
EMP45YEES. T6;S EMP45YERS ,A+ S;PP5RT T6E.R EMP45YEES .+ A +;MBER
5< 0AYS AS <54450SA
E BY PR5./.+* <EE/BA,K
F BY *..+* RE,5*+.T.5+ A+/ RE0AR/S
F BY ,5;+SE4.+* T6EM
F BY PR5./.+* EM5T.5+A4 S;PP5RT
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.. Relationship with Employee
Some)ime( )he rela)ion(hi7 wi)h )he managemen) and )he 7eer( !ecome( )he
rea(on for an em7lo*ee )o lea<e )he organiBa)ion. The managemen) i( (ome)ime( no)
a!le )o 7ro<ide an em7lo*ee a (77or)i<e wor; cl)re and en<ironmen) in )erm( of
7er(onal or 7rofe((ional rela)ion(hi7(. Thi( decrea(e( em7lo*ee:( in)ere() and he
!ecome( de"mo)i<a)ed. I) lead( )o le(( (a)i(fac)ion and e<en)all* a))ri)ion. the
mana'ement shoul( Beep the )ollowin' points in min(.
Respect )or the in(iCi(ualA
-ela)ion(hi7 wi)h )he immedia)e managerD A manger 7la*( )he role of a
men)or and a coach. I) i( hi( d)* )o in<ol<e )he em7lo*ee in )he 7roce((e( of )he
organiBa)ion. So an organiBa)ion (hold hire manager( who can ma;e and main)ain
good rela)ion( wi)h )heir (!ordina)e(.
Relationship with collea'uesA
9romo)e )eam wor;, no) onl* among )eam( !) in differen) de7ar)men)( a(
well. Thi( will indce com7e)i)ion a( well a( im7ro<e )he rela)ion(hi7( among
colleage(.
Recruit whole hearte(lyA
An em7lo*ee (hold !e recri)ed if )here i( a 7ro7er 7lace and d)ie( for him
)o 7erform. 1)herwi(e he:ll feel (ele(( and will !e di((a)i(fied. ,m7lo*ee( (hold
;now wha) )he organiBa)ion eC7ec)( from )hem and wha) )heir eC7ec)a)ion from )he
organiBa)ion i(. Deli<er wha) i( 7romi(ed.
Promote an employee base( cultureA
/
The em7lo*ee (hold ;now )ha) )he organiBa)ion i( )here )o (77or) him a) )he
)ime of need. Show )hem )ha) )he organiBa)ion care( and he:ll (how )he (ame for )he
organiBa)ion. An em7lo*ee !a(ed cl)re ma* inclde deci(ion ma;ing a)hori)*,
a<aila!ili)* of re(orce(, o7en door 7olic*, e)c.
.n(iCi(ual (eCelopmentA
Ta;ing 7ro7er care of em7lo*ee( inclde( ac;nowledgemen) )o )he em7lo*ee:(
dream( and 7er(onal goal(. Crea)e o77or)ni)ie( for )heir career grow)h !* 7ro<iding
men)or(hi7 7rogram(, cer)ifica)ion(, edca)ional cor(e(, e)c.
.
. 5r'aniFation EnCironment
.T .S +5T AB5;T MA+A*.+* RETE+T.5+. .T .S AB5;T MA+A*.+*
PE5P4E. .< A+ 5R*A+.DAT.5+ MA+A*ES PE5P4E 0E44- EMP45YEE RETE+T.5+
0.44 TAKE ,ARE 5< .TSE4<. 5R*A+.DAT.5+S S65;4/ <5,;S 5+ MA+A*.+* T6E
05RK E+.R5+ME+T T5 MAKE BETTER ;SE 5< T6E AA.4AB4E 6;MA+ ASSETS.
PE5P4E 0A+T T5 05RK <5R A+ 5R*A+.DAT.5+ 06.,6 PR5./ESA%
A77recia)ion for )he wor; done
Am7le o77or)ni)ie( )o grow
A friendl* and coo7era)i<e en<ironmen)
A feeling )ha) )he organiBa)ion i( (econd home )o )he em7lo*ee 1rganiBa)ion
en<ironmen) inclde(
o Cl)re
o Vale(
o Gali)* of 7eo7le in )he organiBa)ion
o ,m7lo*ee de<elo7men) and career grow)h
o -i(; )a;ing
o 4eading )echnologie(
Types o) enCironment the employee nee(s in an or'aniFation
4earnin' enCironmentA
.T .+,4;/ES ,5+T.+;5;S 4EAR+.+* A+/ .MPR5EME+T 5<
T6E .+/../;A4- ,ERT.<.,AT.5+S A+/ PR5.S.5+ <5R 6.*6ER ST;/.ES-
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Support enCironmentD
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1rganiBa)ion can 7ro<ide (77or) in )he form of wor;"life !alance.
05RK 4.<E BA4A+,E .+,4;/ESA
o 0leCi!le hor(
o Telecomm)ing
o De7enden) care
o Al)erna)e wor; (chedle(
o Vaca)ion(
05RK E+.R5+ME+TA
.T .+,4;/ES E<<.,.E+T MA+A*ERS- S;PP5RT.E ,5%05RKERS-
,6A44E+*.+* 05RK- .+54EME+T .+ /E,.S.5+%MAK.+*- ,4AR.TY 5<
05RK A+/ RESP5+S.B.4.T.ES- A+/ RE,5*+.T.5+. 4A,K 5R ABSE+,E 5<
S;,6 E+.R5+ME+T P;S6ES EMP45YEES T5 455K <5R +E0
5PP5RT;+.T.ES.
.mportance o) Employee Retention
+50 T6AT S5 M;,6 .S BE.+* /5+E BY 5R*A+.DAT.5+S T5 RETA.+ .TS
EMP45YEES- 06Y .S RETE+T.5+ S5 .MP5RTA+T@ .S .T 7;ST T5 RE/;,E T6E
T;R+5ER ,5STS@ 0E44- T6E A+S0ER .S A /E<.+.TE +5. .TGS +5T 5+4Y T6E
,5ST .+,;RRE/ BY A ,5MPA+Y T6AT EMP6AS.DES T6E +EE/ 5< RETA.+.+*
EMP45YEES B;T A4S5 T6E +EE/ T5 RETA.+ TA4E+TE/ EMP45YEES <R5M
*ETT.+* P5A,6E/.
T6E PR5,ESS 5< EMP45YEE RETE+T.5+ 0.44 BE+E<.T AN 1-3ANIHATI1N IN T+,
014416IN3 6A'SD
1. The ,ost o) TurnoCerA T+, C1ST 10 ,M941',, T2-N1V,- ADDS
+2ND-,DS 10 T+12SANDS 10 M1N,' T1 A C1M9AN'ES ,A9,NS,S. 6+I4, IT
IS DI00IC24T T1 0244' CA4C24AT, T+, C1ST 10 T2-N1V,- (INC42DIN3
+I-IN3 C1STS, T-AININ3 C1STS AND 9-1D2CTIVIT' 41SS), IND2ST-'
,A9,-TS 10T,N G21T, .%I 10 T+, AV,-A3, ,M941',, SA4A-' AS A
C1NS,-VATIV, ,STIMAT,.
.. 4oss o) ,ompany Knowle('eA 6+,N AN ,M941',, 4,AV,S, +, TA5,S
6IT+ +IM VA42AB4, 5N164,D3, AB12T T+, C1M9AN', C2ST1M,-S,
C2--,NT 9-1J,CTS AND 9AST +IST1-' (S1M,TIM,S T1 C1M9,TIT1-S).
10T,N M2C+ TIM, AND M1N,' +AS B,,N S9,NT 1N T+, ,M941',, IN
,A9,CTATI1N 10 A 02T2-, -,T2-N. 6+,N T+, ,M941',, 4,AV,S, T+,
INV,STM,NT IS N1T -,A4IH,D.
11
&. .nterruption o) ,ustomer SerCiceA C2ST1M,-S AND C4I,NTS D1 B2SIN,SS
6IT+ A C1M9AN' IN 9A-T B,CA2S, 10 T+, 9,194,. -,4ATI1NS+I9S A-,
D,V,419,D T+AT ,NC12-A3, C1NTIN2,D S91NS1-S+I9 10 T+, B2SIN,SS.
6+,N AN ,M941',, 4,AV,S, T+, -,4ATI1NS+I9S T+AT ,M941',, B2I4T
01- T+, C1M9AN' A-, S,V,-,D, 6+IC+ C124D 4,AD T1 91T,NTIA4
C2ST1M,- 41SS.
#. TurnoCer lea(s to more turnoCersA 6+,N AN ,M941',, T,-MINAT,S, T+,
,00,CT IS 0,4T T+-123+12T T+, 1-3ANIHATI1N. C1"61-5,-S A-, 10T,N
-,G2I-,D T1 9IC5 29 T+, S4AC5. T+, 2NS915,N N,3ATIVIT' 10T,N
INT,NSI0I,S 01- T+, -,MAININ3 STA00.
%. *oo(will o) the companyA T+, 311D6I44 10 A C1M9AN' IS MAINTAIN,D
6+,N T+, ATT-ITI1N -AT,S A-, 416. +I3+,- -,T,NTI1N -AT,S M1TIVAT,
91T,NTIA4 ,M941',,S T1 J1IN T+, 1-3ANIHATI1N.
?. Re'ainin' e))iciencyA I0 AN ,M941',, -,SI3NS, T+,N 311D AM12NT 10
TIM, IS 41ST IN +I-IN3 A N,6 ,M941',, AND T+,N T-AININ3 +IMK+,- AND
T+IS 31,S T1 T+, 41SS 10 T+, C1M9AN' DI-,CT4' 6+IC+ MAN' A TIM,S
31,S 2NN1TIC,D. AND ,V,N A0T,- T+IS '12 CANN1T ASS2-, 2S 10 T+,
SAM, ,00ICI,NC' 0-1M T+, N,6 ,M941',,.
0hat MaBes Employee 4eaCe@
There are cer)ain circm()ance( )ha) lead )o )heir lea<ing )he organiBa)ion. The mo()
common rea(on( can !eD
7ob is not what the employee e?pecte( to beD S1M,TIM,S T+, J1B
-,S91NSIBI4ITI,S D1N:T C1M, 12T T1 B, SAM, AS ,A9,CT,D B' T+,
CANDIDAT,S. 2N,A9,CT,D J1B -,S91NSIBI4ITI,S 4,AD T1 J1B
DISSATIS0ACTI1N.
7ob an( person mismatchA A CANDIDAT, MA' B, 0IT T1 D1 A
C,-TAIN T'9, 10 J1B 6+IC+ MATC+,S +IS 9,-S1NA4IT'. I0 +, IS 3IV,N A J1B
6+IC+ MISMATC+,S +IS 9,-S1NA4IT', T+,N +, 61N:T B, AB4, T1 9,-01-M IT
6,44 AND 6I44 T-' T1 0IND 12T -,AS1NS T1 4,AV, T+, J1B.
+o 'rowth opportunitiesA N1 1- 4,SS 4,A-NIN3 AND 3-16T+
1991-T2NITI,S IN T+, C2--,NT J1B 6I44 MA5, CANDIDAT,:S J1B AND CA-,,-
STA3NANT.
4acB o) appreciationA I0 T+, 61-5 IS N1T A99-,CIAT,D B' T+,
S29,-VIS1-, T+, ,M941',, 0,,4S D,"M1TIVAT,D AND 41S,S INT,-,ST IN J1B.
1.
4acB o) trust an( support in coworBers- seniors an(
mana'ementA T-2ST IS T+, M1ST IM91-TANT 0ACT1- T+AT IS -,G2I-,D 01-
AN INDIVID2A4 T1 STA' IN T+, J1B. N1N"S2991-TIV, C161-5,-S, S,NI1-S
AND MANA3,M,NT CAN MA5, 100IC, ,NVI-1NM,NT 2N0-I,ND4' AND
DI00IC24T T1 61-5 IN.
Stress )rom oCerworB an( worB li)e imbalanceA J1B ST-,SS CAN
4,AD T1 61-5 4I0, IMBA4ANC, 6+IC+ 24TIMAT,4' MAN' TIM,S 4,AD T1
,M941',, 4,AVIN3 T+, 1-3ANIHATI1N.
,ompensationA B,TT,- C1M9,NSATI1N 9AC5A3,S B,IN3 100,-,D
B' 1T+,- C1M9ANI,S MA' ATT-ACT ,M941',,S T16A-DS T+,MS,4V,S.
+ew job o))erA AN ATT-ACTIV, J1B 100,- 6+IC+ AN ,M941',,
T+IN5S IS 311D 01- +IM 6IT+ -,S9,CT T1 J1B -,S91NSIBI4IT',
C1M9,NSATI1N, 3-16T+ AND 4,A-NIN3 ,TC. CAN 4,AD AN ,M941',, T1
4,AV, T+, 1-3ANIHATI1N.
1&
Buil(in' a Retention Strate'y

The !e() wa* )o im7ro<e *or em7lo*ee re)en)ion i( )o crea)e a ()ra)eg* )ha)
*o can (*()ema)icall* de7lo* which will addre(( all of )he e((en)ial elemen)( of ()aff
re)en)ion. 6hen i) come( )o crea)ing a re)en)ion ()ra)eg*, )here are )he % main area( *o
wan) )o ha<e co<ered. Thi( i( no) mean) )o !e an eCha()i<e ar)icle on each ()age !)
ra)her an o<er<iew of (ome of )he )hing( *o wan) )o !e )hin;ing a!o) for each one.
&. AttractionA
Thin; of !eing (ingle, and 7))ing *or !e() foo) forward )o a))rac) a da)e. The
more a))rac)i<e *o a77ear a( a 7lace of em7lo*men), )he more in)ere()ed mo() =alified
a77lican)( will !e. The more a77lican)(, )he more choice, and )he !e))er chance *o ha<e
of 7ic;ing )o7"no)ch 7eo7le. The =e()ion i(, how a))rac)i<e are *oL I) doe(n:) ma))er
how a))rac)i<e *o )hin; *o are. 6ha) do o)her( )hin; of *oL 6ha) i( *or !rand
(re7)a)ion) a( an em7lo*erL Mo() organiBa)ion( do no ha<e a !rand !eca(e )he* do no)
7) an* effor) in)o crea)ing one. SiBe doe( no) need )o ()o7 *o from crea)ing a !rand a(
an em7lo*er of choice. 3one are )he da*( where )he onl* mar;e)ing *o did wa( for
*or 7rodc). Now al(o *o ha<e )o gi<e )hogh) )o mar;e)ing *or image a( an
em7lo*er. 'o ma* !e )he !e() 7lace )o wor; on 7lane) ear)h !) if no one ;now( a!o)
*o, )hen *o will no) crea)e )he a))rac)ion *o are loo;ing for. 0ir() de)ermine wha) *o
wan) )o !e ;nown for, )hen figre o) how )o ge) )he word o). Man* com7anie( are
1#
doing (ome inno<a)i<e )hing( )he(e da*( )o !ecome Ma))rac)i<e:. 9lacing a 8o! offering in
)he cla((ified (ec)ion i( no) one of )hem.
". 6irin'A
0rom )he momen) (omeone in)er<iew( )o )he )ime )he* (ign a con)rac) i( )he
hiring 7eriod. 1f)en we )hin; )he hiring 7roce(( onl* inclde( )ho(e we end 7 hiring,
!) in reali)*, an*one who in)er<iew( for *or organiBa)ion i( a 7ar) of )hi( 7eriod.
Thin; of )he hiring ()age a( ha<ing ml)i7le 7eo7le o<er )o *or ho(e for dinner, one
af)er ano)her. 'o will ha<e far more ge()( )han *o ha<e (7o)( a) )he )a!le. ,<en)all*
one will !e cho(en. 6ha) a!o) )he o)her % who (a) down wi)h *oL A( )he* lea<e *or
ho(e, wha) will )he* (a* a!o) *oL +ow *o handle )he a77lican)( *o re8ec)ed will
do a lo) )o (ha7e *or re7)a)ion a( an em7lo*er. I heard of one firm offering mo<ie
7a((e( )o an*one who )oo; )he )ime )o come in for an in)er<iew. I):( a (mall )och, !) i)
ma;e( an im7ac).
In)er<iew( are li;e fir() da)e(. Bo)h 7ar)ie( )r* )o im7re(( )he o)her, and !eca(e a
lo) i( on )he line, candida)e( ha<e )heir inner radar dialed 7 )o (7o) an* ;ind of flaw,
im7erfec)ion, di(organiBa)ion e)c. Ma;e (re )hi( 7roce(( i( (moo)h, 7lanned, and
7rofe((ional. 6hen wa( )he la() )ime *o )oo; a good loo; a) *or hiring 7roce(( )o find
wa*( )ha) i) cold !e !e))er, fa()er, and more com7ellingL
3. 5n Boar(in'A
The fir() /$ da*( i( all a!o) connec)ion(. There are nmero( ()die( )ha) (how
a new em7lo*ee can ma;e 7 )heir mind wi)hin )he fir() wee; whe)her or no) )he* will
()ic; arond for )he long hal. Thi( i( *or chance )o ro7e )hem in. Mo() com7anie( do a
good 8o! of (77l*ing 7eo7le wi)h informa)ion for )heir role !) do a 7oor 8o! when i)
come( )o )he more im7or)an) connec)ion( li;e rela)ion(hi7(. ,mo)ional connec)ion( need
)o !e forged =ic;l* for a new hire. 'o wan) )o ma;e (re *o connec) )hem )o )he
)eam, )o )heir manager, and )o )heir role, in )he con)eC) of how i) affec)( )he com7an*.
The(e connec)ion( na)rall* ha77en for (ome !) for mo() 7eo7le )he* need a li))le hel7.
In m* wor;(ho7 on re)en)ion I o)line in more de)ail how )o crea)e an on"!oarding 7lan
)ha) *o can (e )o hel7 cemen) new hire( )o *or organiBa)ion. The ;e* i( )o crea)e a
()e7"!*"()e7 7roce(( )ha) hel7( new hire( ma;e )ho(e e((en)ial connec)ion( earl*.
1. 4en'th o) StayA
Thi( i( reall* )he dra)ion )ha) (omeone ()a*( wi)h *or organiBa)ion. 'or goal
i( )o increa(e )he leng)h of ()a* for each em7lo*ee. The l)ima)e goal i( )o ma;e *or
organiBa)ion )heir la() ()o7 !efore re)iremen). Thi( i( where )he !l; of *or re)en)ion
effor)( need )o !e foc(ed. I) i( alwa*( more efficien) )o 7) *or energ* in)o em7lo*ee
re)en)ion )han em7lo*ee ac=i(i)ion. Ta;e care of wha) *o ha<e. Thi( i( where )he
!l; of m* )raining i( foc(ed. 'o wan) )o crea)e an engaging wor;7lace, and *o do
)ha) wi)h in(7iring leader( who ;now how )o lead 7eo7le and manage 7ro8ec)(. 'o
wan) )o ma;e (re *o ha<e a heal)h* cl)re of challenging and eCci)ing wor;, grea)
)eam(, reward( and recogni)ion, )raining and de<elo7men), fn, and in(7ira)ional
leader(hi7 In(7iring leader(D ;now how )o commnica)e and crea)e a com7elling <i(ionN
(olici) in7)N are en)h(ia()ic a!o) )heir roleN (e) grea) eCam7le(N fo()er grea) cl)reN
and, (incerel* care a!o) )heir 7eo7le. ,=i77ing *or mid"le<el manager( )o crea)e
engaging wor;7lace( i( where )he !l; of *or )raining )ime (hold !e (7en).
1%
2. /epartureA
,<er*one will lea<e *or organiBa)ionO ,<en *o. The !e()"ca(e (cenario i( )ha)
7eo7le lea<e )o re)ire. B) for e<er*one el(e, how we (a* good!*e will do a lo) )o affec)
)he fir() 7oin) we di(c((ed P -e7)a)ionO 6hen an* em7lo*ee decide( )o lea<e a
com7an* i) i( ne<er an ea(* deci(ion. There are man* fear( and anCie)ie( in<ol<ed a( an
em7lo*ee (e<er( )ie(. A( a !o(( *o ma* !e hr), angr*, !i))er or ma*!e e<en ha77*.
The ;e* i( emo)ional managemen). If *o e<er wan) a chance of (eeing )hem come !ac;
again, )hen le) )hem lea<e on a good no)e. If *o ne<er wan) )hem )o come !ac; again,
le) )hem lea<e on a good no)e. ,<er*one )ha) lea<e( *or organiBa)ion on !ad )erm( i(
li;e nega)i<e ad<er)i(ing for *or organiBa)ion. The* can !e a 7oi(on )ha) lea;( in)o )he
)alen) 7ool *o (o de(7era)el* wan) )o )a7 in)o. I) doe( no) )a;e mch )o crea)e a 7roce((
)ha) en(re( almo() e<er*one lea<e( on a good no)e.
'o al(o wan) a wa* )o ;ee7 in )och wi)h )ho(e who ha<e lef). Trea) )hem li;e
almni, or eC)ended famil*. If *o can ;ee7 in )och occa(ionall* <ia email new(
!lle)in( or o)her mean(, *o are a!le )o ;ee7 *or organiBa)ion on )heir mind(. Thi( i(
e(7eciall* grea) when )heir new wor;7lace i( gi<ing )hem grief and *o 8() ha77en )o
(end )hem a cheer* email )ha) (ame da*O
5ee7ing an almni who lef) *or com7an* on good )erm( i( li;e ha<ing n7aid
recri)er( o) in )he field for *o. 6hen *o need a (7o) )o fill *o can (end word o) )o
*or almni a(;ing if )he* ;now an*one who )he* cold refer for )he 7o(i)ion. Add in
(ome ;ind of 7aid com7en(a)ion for referral( and *o can !ild a 7owerfl force )ha) i(
alwa*( ;ee7ing *or 7i7eline of new recri)( fll.
If *o can crea)e a ()ra)eg* )ha) e<en)all* co<er( each of )he(e ()age( I ha<e
men)ioned, *o will !egin )o (ee a drama)ic difference in *or re)en)ion ra)e. A( more
7eo7le ()a* in *or organiBa)ion longer, *o will (ee an incredi!le )ran(forma)ion in
morale, *or cl)re, 7rodc)i<i)* and o<erall fn. 0or ()ar)er( 7ic; (ome)hing ea(* )ha)
*o can addre(( li;e a ()ra)eg* for )ho(e de7ar)ing, and )hen mo<e on )o (ome of )he
!igger more com7leC i((e(. If *o need (ome idea(, gi<e me a call.
1?
Employee Retention Strate'ies
T6E BAS., PRA,T.,ES 06.,6 S65;4/ BE KEPT .+ M.+/ .+ T6E EMP45YEE
RETE+T.5+ STRATE*.ES AREA
1. +ire )he righ) 7eo7le in )he fir() 7lace.
.. ,m7ower )he em7lo*ee(D 3i<e )he em7lo*ee( )he a)hori)* )o ge) )hing(
done.
&. Ma;e em7lo*ee( realiBe )ha) )he* are )he mo() <ala!le a((e) of )he
organiBa)ion.
#. +a<e fai)h in )hem, )r() )hem and re(7ec) )hem.
%. 9ro<ide )hem informa)ion and ;nowledge.
?. 5ee7 7ro<iding )hem feed!ac; on )heir 7erformance.
>. -ecogniBe and a77recia)e )heir achie<emen)(.
@. 5ee7 )heir morale high.
/. Crea)e an en<ironmen) where )he em7lo*ee( wan) )o wor; and ha<e fn.
The(e 7rac)ice( can !e ca)egoriBed in & le<el(D 4ow, medim and high le<el.
1>
4ow 4eCel Employee Retention Strate'ies AA
A77recia)ing and recogniBing a well done 8o!
9er(onaliBed well done and )han;"*o card( from (7er<i(or(
Congra)la)ion( e"card( or card( (en) )o (7o(e(Kfamilie(
Voicemail( or me((age( from )o7 managemen)
9eriodic da*( off for good 7erformance
-eward( ( gif), cer)ifica)e(, mone)ar* and non mone)ar* reward()
-ecogniBing 7rofe((ional a( well a( 7er(onal (ignifican) e<en)(
o 6edding gif)(
o Anni<er(ar* gif)(
o New !orn !a!* gif)(
o Scholar(hi7( for em7lo*ee:( children
o 3e) well card(Kflower(
o Bir)hda* card(, cele!ra)ion( and gif)(

9ro<iding !enefi)(
o +ome in(rance 7lan(
o 4egal in(rance
o Tra<el in(rance
o Di(a!ili)* 7rogram(
9ro<iding 7er;(D I) inclde( co7on(, di(con)(, re!a)e(, e)c
o Di(con)( in cinema hall(, m(em(, re()aran)(, e)c.
o -e)ail ()ore di(con)(
o Com7)er 7eri7heral( 7rcha(e di(con)(
9ro<iding wor;7lace con<enience(
o 1n"(i)e ATM
o 1n"(i)e facili)ie( for which co() i( 7aid !* em7lo*ee(
landr* facili)* for !achelor(
Shi77ing (er<ice(
A((i()ance wi)h )aC calcla)ion( and (!mi((ion of form(
0inancial 7lanning a((i()ance
Ca(al dre(( 7olicie(
0acili)ie( for eC7ec)an) mo)her(
o 9ar;ing
1@
o 9aren)ing gide
o 4ac)a)ion room(
o 0leCi )iming(
0n a) wor;
o Cele!ra)e !ir)hda*(, anni<er(arie(, re)iremen)(, 7romo)ion(, e)c
o +olida* 7ar)ie( and holida* gif) cer)ifica)e(
o 1cca(ional 7ar)ie( li;e diwali, holi, d(hera, e)c
o 1rganiBe ge) )oge)her for wa)ching foo)!all, hoc;e*, cric;e) ma)che(
o 1rganiBe 7icnic( and )ri7( for mo<ie( e)c
o S7or)( o)ing( li;e cric;e) ma)ch e)c
o Indoor game(
1cca(ional ()re(( relie<er(
o QCa(al dre((R da*
o Q3reen i( )he colorR da*
o +andwri)ing anal*(i(
o Ta)oo, mehandi, hair !raiding ()all( on wee;end(
o Mini cric;e) in office
o Ice cream 0rida*(
o ,m7lo*ee (77or) in )ogh )ime or 7er(onal cri(i(
o 9er(onal loan( for emergencie(
o Childcare and eldercare (er<ice(
Me(ium 4eCel Strate'ies )or Employee Retention
A77recia)ing and recogniBing a well done 8o!
S7ecial !on( for (cce((fll* com7le)ing firm"(7on(ored cer)ifica)ion(
Benefi) 7rogram( for famil* (77or)
Child ado7)ion !enefi)(
0leCi!le !enefi)(
De7enden)( care a((i()ance
Medical care reim!r(emen)
9ro<iding con<enience( a) wor;7lace
3*mna(im(
A)hle)ic mem!er(hi7 7rogram
1/
9ro<iding )raining and de<elo7men) and 7er(onal grow)h o77or)ni)ie(
o Sa!!a)ical 7rogram(
o 9rofe((ional (;ill( de<elo7men)
o Indi<idaliBed career gidance
6i'h 4eCel Strate'ies
9romo)ing 6or;K4ife ,ffec)i<ene((
De<elo7 fleCi!le (chedle(
9ar)")ime (chedle(
,C)ended lea<e( of a!(ence
De<elo7 S77or) Ser<ice(
2nder()and em7lo*ee need(D
4i()en )o )he em7lo*ee and (how in)ere() in idea(
o A77recia)e new idea( and reward ri(;")a;ing
o Show (77or) for indi<idal ini)ia)i<e
o ,ncorage crea)i<i)*
o ,ncoraging 7rofe((ional )raining and de<elo7men) andKor 7er(onal
grow)h o77or)ni)ie(D I) can !e done )hroghD
o Men)oring 7rogram(
o 9erformance feed!ac; 7rogram(
o 9ro<ide nece((ar* )ool( )o )he em7lo*ee(
o +igher ()d* o77or)ni)ie( for em7lo*ee(
o Voca)ional con(eling
o 1ffer 7er(onaliBed career gidance )o em7lo*ee(
9ro<ide an en<ironmen) of )r()D Commnica)ion i( )he mo() im7or)an) and
effec)i<e wa* )o de<elo7 )r().
o Sgge()ion commi))ee( can !e crea)ed
o 17en door commnica)ion 7olic* can !e followed
o -eglar feed!ac;( on organiBa)ion:( goal( and ac)i<i)ie( (hold !e
)a;en from )he em7lo*ee( !*D
Managemen) commnica)ion(
In)rane) and in)erne) can !e (ed a( )he* 7ro<ide .#A>
acce(( )o )he informa)ion
New(le))er(, no)ice !oard(, e)c.
.$
+ire )he righ) 7eo7le from )he !eginningD em7lo*ee re)en)ion i( no) a 7roce((
)ha) !egin( a) )he end. The 7roce(( of re)en)ion !egin( righ) from )he ()ar) of
)he recri)men) 7roce((.
o The new 8oinee( (hold fi) wi)h )he organiBa)ion:( cl)re. The
7er(onali)*, leader(hi7 charac)eri()ic( of )he candida)e (hold !e in
(*nc wi)h )he cl)re of )he hiring organiBa)ion.
o -eferral !on( (hold !e gi<en )o )he em7lo*ee( for (cce((fl hire(.
The* are )he !e() (orce of ne)wor;ing.
o 9ro7er )raining (hold !e gi<en )o )he manager( on in)er<iew and
managemen) )echni=e(.
o An in)ern(hi7 7rogram can !e followed )o recri) )he fre(h grada)e(.
Retention Myths
There ARE MA+Y MYT6S RE4ATE/ T5 T6E EMP45YEE RETE+T.5+ PR5,ESS.
T6ESE MYT6S E>.ST BE,A;SE T6E STRATE*.ES BE.+* ;SE/ ARE E.T6ER 0R5+*
5R ARE BE.+* ;SE/ <R5M A 45+* T.ME. T6ESE MYT6S PREE+T T6E
EMP45YER <R5M S;,,ESS<;44Y .MP4EME+T.+* T6E RETE+T.5+ STRATE*.ES.
4ET ;S 4EAR+ AB5;T S5ME 5< T6ESE MYT6S.
1. Employees leaCe an or'aniFation )or more payA
Mone* ma* !e )he mo)i<a)ing fac)or for (ome !) for man* 7eo7le i)
i( no) )he mo() im7or)an) fac)or. Mone* ma))er( more )o )he low"income"
em7lo*ee( for whom i):( a (r<i<al i((e. Mone* can ma;e an em7lo*ee ()a*
in an organiBa)ion !) no) for long. The fac)or( more im7or)an) )han mone*
are 8o! (a)i(fac)ion, 8o! re(7on(i!ili)ie(, and indi<idal:( (;ill de<elo7men).
The em7lo*er( (hold nder()and )hi( and wor; o) (ome o)her wa*( )o
ma;e em7lo*ee( feel (a)i(fied. 6hen em7lo*ee( lea<e, managemen) )rie( )o
re)ain )hem !* offering more mone*.
.. .ncentiCes can increase pro(uctiCityA
Incen)i<e( can (rel* increa(e 7rodc)i<i)* !) no) for long )erm. Ca(h
incen)i<e(, <olme wor; )arge)( and (7eed award( are old managemen)
!elief(. The* can genera)e wor; (7eedil* and in <olme( !) can:) !oo()
em7lo*ee commi)men). -a)her (7eed can ham7er )he =ali)* of wor;
7rodced.
&. Employees run away )rom responsibilitiesA
I) i( a m*)h )ha) em7lo*ee( rn from re(7on(i!ili)ie(. In"fac)
em7lo*ee( feel more re(7on(i!le if )he* are gi<en eC)ra re(7on(i!ili)ie( a7ar)
from )heir reglar 8o!. ,m7lo*ee( loo; for <arie)*, grea)er con)rol on )he
7roce((e( and a)hori)* )o )a;e deci(ion( in )heir 7re(en) 8o!. Managemen)
.1
can a((ign eC)ra re(7on(i!ili)ie( )o )heir em7lo*ee( and a77recia)e )hem on
)he com7le)ion of )he(e )a(;(.
#. 4oyalty is a thin' o) the pastA
,M941',,S CAN B, 41'A4 B2T 6+AT T+,' N,,D IS AN ,M941',- 01-
6+1M T+,' CAN B, 41'A4. T+,-, IS N1 -,AS1N 01- T+, ,M941',, T1
+19 J1BS I0 +,:S SATIS0I,D 6IT+ T+, ,M941',-.
%. TaBin' measures to increase employee satis)action will be e?pensiCe )or
the or'aniFationsA
The )hing( ac)all* re=ired im7ro<ing EMP45YEE SAT.S<A,T.5+
4.KE RESPE,T- ,AREER *R50T6 A+/ /EE45PME+T- APPRE,.AT.5+-
ET,. ,A+GT BE B5;*6T. T6EY ARE <REE 5< ,5ST. A+ EMP45YER 5R
MA+A*EME+T T6AT REA,TS 0E44 T5 T6E EMP45YEEGS ./EAS A+/
S;**EST.5+S .S E+5;*6 <5R T6E EMP45YEES T5 BE RETA.+E/.
Bene)its o) Attrition
A))ri)ion i( no) !ad alwa*( if i) ha77en( in a con)rolled manner. Some a))ri)ion i(
alwa*( de(ira!le and nece((ar* for organiBa)ional grow)h and de<elo7men). The
onl* concern i( how or'aniFations (i))erentiate 8'oo( attrition9 )rom 8ba(
attrition9. The )erm 8healthy attrition9 or 8'oo( attrition9 (ignifie( )he
im7or)ance of le(( 7rodc)i<e em7lo*ee( <oln)aril* lea<ing )he organiBa)ion. Thi(
mean( if )he one( who ha<e lef) fall in )he ca)egor* of low 7erformer(, )he a))ri)ion
in con(idered !eing heal)h*.
A))ri)ion ra)e( are con(idered )o !e bene)icial IN S1M, 6A'SD
I0 A44 ,M941',,S STA' IN T+, SAM, 1-3ANIHATI1N 01- A V,-' 41N3
TIM,, M1ST 10 T+,M 6I44 B, AT T+, T19 10 T+,I- 9A' SCA4, 6+IC+ 6I44
-,S24T IN ,AC,SSIV, MAN916,- C1STS.
6+,N C,-TAIN ,M941',,S 4,AV,, 6+1S, C1NTIN2ATI1N 10 S,-VIC,
6124D +AV, N,3ATIV,4' IM9ACT,D 9-1D2CTIVIT' AND 9-10ITABI4IT' 10
T+, C1M9AN', T+, C1M9AN' IS B,N,0IT,D.
N,6 ,M941',,S B-IN3 N,6 ID,AS, A99-1AC+,S, ABI4ITI,S & ATTIT2D,S
6+IC+ CAN 5,,9 T+, 1-3ANIHATI1N 0-1M B,C1MIN3 STA3NANT.
T+,-, A-, A4S1 S1M, 9,194, IN T+, 1-3ANIHATI1N 6+1 +AV, A
N,3ATIV, AND D,M1-A4IHIN3 IN042,NC, 1N T+, 61-5 C24T2-, AND
T,AM S9I-IT. T+IS, IN T+, 41N3"T,-M, IS D,T-IM,NTA4 T1
1-3ANIHATI1NA4 +,A4T+.
..
D,SI-AB4, ATT-ITI1N A4S1 INC42D,S T,-MINATI1N 10 ,M941',,S 6IT+
6+1M T+, 1-3ANIHATI1N D1,S N1T 6ANT T1 C1NTIN2, A -,4ATI1NS+I9.
IT B,N,0ITS T+, 1-3ANIHATI1N IN T+, 014416IN3 6A'SD
o IT -,M1V,S B1TT4,N,C5 IN T+, 9-13-,SS 10 T+, C1M9AN'
o IT C-,AT,S S9AC, 01- T+, ,NT-' 10 N,6 TA4,NTS
o IT ASSISTS IN ,V14VIN3 +I3+ 9,-01-MANC, T,AMS
T+,-, A-, 9,194, 6+1 A-, N1T AB4, T1 BA4ANC, T+,I- 9,-01-MANC,
AS 9,- ,A9,CTATI1NS, 4AC5 91T,NTIA4 01- 02T2-, 1- N,,D DISCI94INA-'
ACTI1N. 02-T+,-M1-,, AS T+, -,6A-DS A-, 4IMIT,D, B2SIN,SS
9-,SS2-,S D1 N1T A4416 T+, MANA3,M,NT T1 1V,-"-,6A-D T+,
9,-01-M,-S, B2T 6+,N 2ND,SI-AB4, ,M941',,S 4,AV, T+, C1M9AN',
T+, 311D ,M941',,S CAN B, 3IV,N T+, S+A-, T+AT T+,' D,S,-V,.
S1M, C1M9ANI,S B,4I,V, ATT-ITI1N IN AN' 01-M IS BAD 01- AN 1-3ANIHATI1N
01- IT M,ANS T+AT A 6-1N3 C+1IC, 6AS MAD, AT T+, B,3INNIN3 6+I4,
-,C-2ITIN3. ,V,N 311D ATT-ITI1N INDICAT,S 41SS AS -,C-2ITM,NT IS A TIM,
C1NS2MIN3 AND C1ST4' A00AI-. T+, 1N4' 91SITIV, 91INT IS T+AT T+,
-,A4IHATI1N +AS INITIAT,D ACTI1N T+AT 6I44 4,AD T1 C2TTIN3 41SS.
RETE+T.5+ S;,,ESS MA+TRS

Transparent 0orB
,ulture
In )oda*:( fa() 7aced !(ine(( en<ironmen)( where em7lo*ee( are con()an)l*
()ri<ing )o achie<e !(ine(( goal( nder )ime re()ric)ion(N o7en minded and
)ran(7aren) wor; cl)re 7la*( a <i)al role in em7lo*ee re)en)ion.
Com7anie( in<e() <er* man* hor( and monie( in )raining and edca)ing
em7lo*ee(. The(e com7anie( are (e<erel* affec)ed when em7lo*ee( chec; o),
e(7eciall* in )he middle of (ome !ig com7an* 7ro8ec) or <en)re. Al)hogh
.&
em7lo*ee( mo() of)en 7refer )o ()a* wi)h )he (ame com7an* and (e )heir )ime and
eC7erience for 7er(onal grow)h and de<elo7men), )he* lea<e mainl* !eca(e of
wor; rela)ed ()re(( and di((a)i(fac)ion(.
A )ran(7aren) wor; en<ironmen) can (er<e a( one of )he 7rimar* )rigger( )o
facili)a)e ACCOUNTABILITY- TRUST, COMMUNICATION, RESPONSIBILITY, PRIDE AND
S1 1N. IT IS B,4I,V,D T+AT IN A T-ANS9A-,NT 61-5 C24T2-, ,M941',,S
-I31-12S4' C1MM2NICAT, 6IT+ T+,I- 9,,-S AND ,AC+AN3, ID,AS AND
T+123+TS B,01-, T+,' A-, 0INA44' MAT2-,D IN T1 0244"B416N C1NC,9TS. IT
IND2C,S -,S91NSIBI4IT' AM1N3 ,M941',,S AND ACC12NTABI4IT' T16A-DS
1T+,- 9,,-S, 6+IC+ 3-AD2A44' B2I4DS 29 T-2ST AND 9-ID,.
,m7lo*ee( com7ri(e )he mo() <i)al a((e)( of )he com7an*. In a wor; 7lace where
em7lo*ee( are no) a!le )o (e )heir fll 7o)en)ial and no) heard and <aled, )he* are
li;el* )o lea<e !eca(e of ()re(( and fr()ra)ion. In a )ran(7aren) en<ironmen) while
em7lo*ee( ge) a (en(e of achie<emen) and !elongingne(( from a heal)h* wor;
en<ironmen), )he com7an* i( !enefi)ed wi)h a ()ronger, relia!le wor;"force
har!oring !righ) new idea( for i)( grow)h.

Huality 5) 0orB
The (cce(( of an* organiBa)ion de7end( on how i) a))rac)(, recri)(, mo)i<a)e(, and
re)ain( i)( wor;force. 1rganiBa)ion( need )o !e more fleCi!le (o )ha) )he* de<elo7
)heir )alen)ed wor;force and gain )heir commi)men). Th(, organiBa)ion( are
re=ired )o re)ain em7lo*ee( !* addre((ing )heir wor; life i((e(.
The elemen)( )ha) are rele<an) )o an indi<idal:( =ali)* of wor; life inclde )he
)a(;, )he 7h*(ical wor; en<ironmen), (ocial en<ironmen) wi)hin )he organiBa)ion,
admini()ra)i<e (*()em and rela)ion(hi7 !e)ween life on and off )he 8o!.
The !a(ic objectiCes o) a H04 7rogram are im7ro<ed wor;ing condi)ion( for )he
em7lo*ee and increa(e organiBa)ional effec)i<ene((.
ProCi(in' Iuality worB li)e inColCes taBin' care o) the )ollowin' aspectsA
5ccupational health careA T+, SA0, 61-5 ,NVI-1NM,NT 9-1VID,S T+, BASIS
01- T+, 9,-S1N T1 ,NJ1' 61-5IN3. T+, 61-5 S+124D N1T 91S, A +,A4T+
+AHA-D 01- T+, 9,-S1N. T+, ,M941',- AND ,M941',,, A6A-, 10 T+,I- -IS5S
AND -I3+TS, C124D AC+I,V, A 41T IN T+,I- M2T2A44' B,N,0ICIA4 DIA4132,.
.#
Suitable worBin' timeA 1-3ANIHATI1NS A-, 100,-IN3 04,AIB4, 61-5 19TI1NS
T1 T+,I- ,M941',,S 6+,-,IN ,M941',,S ,NJ1' 04,AI"TIMIN3S 01- D,DICATIN3
T+,I- ,001-TS AT 61-5.
Appropriate salaryD T+, A99-19-IAT, AS 6,44 AS ATT-ACTIV, SA4A-' +AS
A46A'S B,,N AN IM91-TANT 0ACT1- IN -,TAININ3 ,M941',,S. 9-1VIDIN3
,M941',,S SA4A-' AT 9A- 6IT+ T+, 1T+,- C12NT,-9A-TS 10 AB1V, T+AT 6+AT
C1M9,TIT1-S A-, 9A'IN3 M1TIVAT,S T+,M T1 STIC5 6IT+ T+, C1M9AN' 01-
41N3.
H04 ,5+S.STS 5< 5PP5RT;+.T.ES <5R A,T.E .+54EME+T .+
*R5;P 05RK.+* ARRA+*EME+TS 5R PR5B4EM S54.+* T6AT ARE 5< M;T;A4
BE+E<.T T5 EMP45YEES 5R EMP45YERS- BASE/ 5+ 4AB5R MA+A*EME+T
,55PERAT.5+. PE5P4E A4S5 ,5+,E.E 5< H04 AS A SET 5< MET65/S- S;,6
AS A;T5+5M5;S 05RK *R5;PS- 75B E+R.,6ME+T- A+/ 6.*6%.+54EME+T
A.ME/ AT B55ST.+* T6E SAT.S<A,T.5+ A+/ PR5/;,T..TY 5< 05RKERS
PR5./.+* H;A4.TY AT 05RK +5T 5+4Y RE/;,ES ATTR.T.5+ B;T
A4S5 6E4PS .+ RE/;,E/ ABSE+TEE.SM A+/ .MPR5E/ 75B SAT.S<A,T.5+. +5T
5+4Y /5ES H04 ,5+TR.B;TE T5 A ,5MPA+YJS AB.4.TY T5 RE,R;.T H;A4.TY
PE5P4E- B;T A4S5 .T E+6A+,ES A ,5MPA+YJS ,5MPET.T.E+ESS.
Supportin' Employees
5R*A+.DAT.5+S T6ESE /AYS 0A+T T5 PR5TE,T T6E.R B.**EST A+/
M5ST A4;AB4E ASSET A+/ T6EY 0A+T T5 /5 T6.S .+ A 0AY T6AT BEST S;.TS
T6E.R 5R*A+.DAT.5+A4 ,;4T;RE. RETA.+.+* EMP45YEES .S A /.<<.,;4T TASK.
PR5./.+* S;PP5RT T5 T6E EMP45YEES A,TS AS A MA+TRA <5R RETRA.+.+*
T6EM. EMP45YERS ,A+ A4S5 S;PP5RT T6E.R EMP45YEES BY ,REAT.+* A+
E+.R5+ME+T 5< TR;ST A+/ .+,;4,AT.+* T6E 5R*A+.DAT.5+A4 A4;ES .+T5
EMP45YEES.
T6E MA+A*EME+T ,A+ S;PP5RT EMP45YEES /.RE,T4Y 5R
.+/.RE,T4Y. /.RE,T4Y- T6EY PR5./E S;PP5RT .+ TERMS 5< PERS5+A4
,R.SES- MA+A*.+* STRESS A+/ PERS5+A4 /EE45PME+T. MA+A*EME+T ,A+
S;PP5RT EMP45YEES, INDI-,CT4', IN A N2MB,- 10 0AYS AS 014416SD
.%
Mana'e employee turnoCerA

EMP45YEE T;R+5ER A<<E,TS T6E 0654E 5R*A+.DAT.5+ .+
TERMS 5< PR5/;,T..TY. MA+A*.+* T6E T;R+5ER- 6E+,E- BE,5MES
A+ .MP5RTA+T TASK. A PR5A,T.E APPR5A,6 ,A+ BE A/5PTE/ T5
RE/;,E ATTR.T.5+. STRATE*.ES S65;4/ BE <RAME/ .+ A/A+,E A+/
.MP4EME+TE/ 06E+ T6E T.MES ARR.ES. T;R+5ER ,5STS S65;4/
A4S5 BE TAKE+ .+T5 ,5+S./ERAT.5+ 06.4E <RAM.+* T6ESE
STRATE*.ES.
Become employer o) choiceA
06AT MAKES A ,5MPA+Y A+ EMP45YER 5< ,65.,E@ .S T6E
BE+E<.T .T 5<<ERS 5R T6E ,5MPE+SAT.5+ PA,KA*ES .T *.ES A0AY T5
.TS EMP45YEES@ 5R .S .T MEAS;RE/ .+ TERMS 5< 650 T6EY A4;E
T6E.R EMP45YEES 5R .+ TERMS 5< ,;ST5MER SAT.S<A,T.5+@
BE,5M.+* A+ EMP45YER 5< ,65.,E .+54ES <54450.+* A R5A/ MAP
06.,6 TE44S 06ERE T5 *5 AS A BRA+/.
En'a'e the new recruitsA
.?
T6E +E04Y 6.RE/ EMP45YEES ARE SA./ T5 BE 4EAST
E+*A*E/ .+ T6E 5R*A+.DAT.5+. KEEP.+* T6EM E+*A*E/ .S A+
.MP5RTA+T TASK. T6E <RES6 TA4E+T S65;4/ BE ;T.4.DE/ T5 MA>.M;M
BE<5RE T6EY START <EE4.+* B5RE/ .+ T6E 5R*A+.DAT.5+.
5ptimiFe employee en'a'ementA
A+ 5R*A+.DAT.5+GS PR5/;,T..TY .S MEAS;RE/ +5T .+
TERMS 5< EMP45YEE SAT.S<A,T.5+ B;T BY EMP45YEE E+*A*EME+T.
EMP45YEE SAT.S<A,T.5+ A4S5 ,5MES 0.T6 6.*6 E+*A*EME+T 4EE4S.
S5- 5R*A+.DAT.5+S S65;4/ A.M T5 MA>.M.DE T6E E+*A*EME+T
AM5+* EMP45YEES.
,oachin' an( mentorin'A
EMP45YEES 065SE 05RK PER<5RMA+,E S;<<ERS /;E T5 P55R
.+TERPERS5+A4 RE4AT.5+S6.PS 5R BE,A;SE 5< 4A,K 5<
.+TERPERS5+A4 SK.44S S65;4/ BE PR5./E/ PR5PER ,5A,6.+* BY
T6E.R S;PER.5RS. P4A+E/ ,5A,6.+* SESS.5+S 6E4P A+ .+/../;A4 T5
05RK T6R5;*6 .SS;ES- MA>.M.DE 6.S P5TE+T.A4 A+/ RET;R+ T5 PEAK
PER<5RMA+,E.
<ee(bacB
<EE/BA,K ACTS AS A C+ANN,4 10 C1MM2NICATI1N B,T6,,N T+,
,M941',, AND +IS MANA3,-. T+, AM12NT 10 IN01-MATI1N ,M941',,S -,C,IV,
AB12T +16 6,44 1- +16 911-4' T+,' +AV, 9,-01-M,D IS 6+AT 6, CA44
0,,DBAC5. IT S233,STS 6+,-, T+, ,M941',, 9,-01-MANC, IS ,00,CTIV, AND
6+,-, 9,-01-MANC, +AS T1 IM9-1V,.
.>
PositiCe )ee(bacB D
IT ,5MM;+.,ATES MA+A*ER.A4 SAT.S<A,T.5+. P5S.T.E
RE,5*+.T.5+ <5R *55/ PER<5RMA+,E B55STS ;P M5RA4E 5< EMP45YEES
A+/ RES;4TS .+ PER<5RMA+,E .MPR5EME+T T5 A 6.*6ER PR5/;,T..TY
4EE4. .T .S BE4.EE/ T6AT P5S.T.E <EE/BA,K .S T6E 5+4Y TYPE 5<
<EE/BA,K T6AT *E+ERATES PER<5RMA+,E AB5E T6E M.+.M;M A,,EPTAB4E
4EE4.
+e'atiCe )ee(bacB D
I) 5B.5;S4Y ,5MM;+.,ATES MA+A*ERGS /.SSAT.S<A,T.5+.
650EER- +E*AT.E <EE/BA,K S5MET.MES MAKE EMP45YEE T5 P;T M5RE
E<<5RTS T5 .MPR5E 6.S PER<5RMA+,E. B;T S;,6 T.MES ARE ERY RARE.
M5RE5ER T6.S .MPR5EME+T .S S65RT TERM.
S5ME MA+A*ERS /5 +5T PR5./E A+Y K.+/ 5< <EE/BA,K T5 T6E.R
EMP45YEES. /;E T5 +5 <EE/BA,K- EMP45YEES MAY ASS;ME T6AT T6EY ARE
PER<5RM.+* PR5/;,T.E4Y 5R T6EY MAY <EE4 T6AT T6E MA+A*ER .S
SAT.S<.E/ 0.T6 T6E.R PER<5RMA+,E.
Th(, )ee(bacB is necessary becauseA
IT B2I4DS T-2ST AND ,N+ANC,S C1MM2NICATI1N B,T6,,N MANA3,- AND
,M941',,.
IT 3IV,S MANA3,-S AND ,M941',,S A 6A' T1 ID,NTI0' AND DISC2SS
S5I44S AND ST-,N3T+S.
91SITIV, 0,,DBAC5 4,ADS T1 ,M941',, -,T,NTI1N AND M1TIVATI1N.
IT +,49S IN ID,NTI0'IN3 9,-01-MANC, A-,AS T+AT N,,D IM9-1V,M,NT
AND S9,CI0IC 6A'S T1 IM9-1V, T+,M.
IT ACTS AS AN 1991-T2NIT' T1 ,N+ANC, 9,-01-MANC, B' ID,NTI0'IN3
-,S12-C,S 01- S5I44 D,V,419M,NT.
.@
IT IS AN 1991-T2NIT' 01- MANA3,-S AND ,M941',,S T1 ASS,SS AND
ID,NTI0' CA-,,- AND ADVANC,M,NT 1991-T2NITI,S.
IT +,49S ,M941',,S T1 2ND,-STAND T+, ,00,CTIV,N,SS 10 T+,I-
9,-01-MANC, AND C1NT-IB2T,S T1 T+,I- 1V,-A44 5N164,D3, AB12T
T+, 61-5
MANA3,-S +AV, T,ND,NC' T1 I3N1-, 311D 9,-01-MANC,S 10 T+,I-
,M941',,S. 9-1VIDIN3 N1 0,,DBAC5 MA' D,M1TIVAT, ,M941',,S AND
MA' 4,AD T1 ,M941',, ABS,NT,,ISM. IN92T 0-1M MANA3,-:S SID, IS
N,C,SSA-' AS IT +,49 ,M941',,S T1 IM9-1V, T+,I- 9,-01-MANC, AND
INC-,AS, 9-1D2CTIVIT'.
,ommunication Between Employee an( Employer
,5MM;+.,AT.5+ .S A PR5,ESS .+ 06.,6 A MESSA*E .S ,5+EYE/
T5 T6E RE,E.ER BY T6E SE+/ER. T6E MESSA*E MAY BE 5R MAY +5T BE .+ A
,5MM5+ <5RMAT 5R 4A+*;A*E T6AT B5T6 T6E SE+/ER A+/ RE,E.ER
;+/ERSTA+/. S5 T6ERE .S A +EE/ T5 E+,5/E A+/ /E,5/E T6E MESSA*E .+
T6E PR5,ESS. E+,5/.+* A+/ /E,5/.+* A4S5 6E4PS .+ T6E SE,;R.TY 5< T6E
MESSA*E. T6E PR5,ESS 5< ,5MM;+.,AT.5+ .S .+,5MP4ETE 0.T65;T T6E
<EE/BA,K. ,5MM;+.,AT.5+ .S T6E S54;T.5+ T5 A4M5ST EERYT6.+* .+ T6.S
./
05R4/. SAME APP4.ES T5 EMP45YEE RETE+T.5+ A4S5. STRA.*6T%<R5M%T6E%
S65;4/ER ,5MM;+.,AT.5+ .S 06AT T6E EMP45YEES +EE/ <R5M T6E.R
EMP45YERS. EMP45YEES 455K <5R 5R*A+.DAT.5+S 06ERE ,5MM;+.,AT.5+
A+/ PR5,ESS ARE TRA+SPARE+T. +5T6.+* .S 6.//E+ A+/ S6ARE/ 0.T6 T6E
EMP45YEES.
There are & ca)egorie( of em7lo*ee(D
AD 6ho will lea<e )heir crren) em7lo*er in & *ear( of )heir em7lo*men)
BD 6ho ha<e a 7ro!a!ili)* of lea<ing )heir crren) em7lo*er in neC) & *ear(
CD 6ho will ()a* wi)h )heir crren) em7lo*er in )he neC) & *ear(
Commnica)ion medim(
17en door 7olic*D 1rganiBa)ion( (hold (77or) o7en door 7olicie( (o )ha)
)he em7lo*ee( feel comfor)a!le and are a!le )o eC7re(( )heir do!)( and
feeling )o )heir em7lo*er(.
0re=en) mee)ing( and Social ga)hering(
,mail(, New(le))er(, In)rane) and man* more
EMP45YEE T;R+5ER
Attrition Rate
&$
T6E ATTR.T.5+ RATE 6AS A40AYS BEE+ A SE+S.T.E .SS;E <5R A44
5R*A+.DAT.5+S. A <5RM;4A 6A/ T5 BE /E.SE/ KEEP.+* .+ .E0 T6E +AT;RE
5< T6E B;S.+ESS A+/ /.<<ERE+T 75B <;+,T.5+S. M5RE5ER- ,A4,;4AT.+*
ATTR.T.5+ RATE .S +5T 5+4Y AB5;T /E.S.+* A MAT6EMAT.,A4 <5RM;4A.
Attrition rateA There i( no ()andard formla )o calcla)e )he a))ri)ion ra)e of a
com7an*. Thi( i( !eca(e of cer)ain )actors ASD
T+, ,M941',, BAS, C+AN3,S ,AC+ M1NT+. S1 I0 A C1M9AN' +AS 1,$$$
,M941',,S IN A9-I4 .$$# AND .,$$$ IN MA-C+ .$$%, T+,N T+,' MA'
TA5, T+,I- BAS, AS .,$$$ 1- AS 1,%$$ (AV,-A3, 01- T+, ',A-). I0 T+,
N2MB,- 10 ,M941',,S 6+1 4,0T IS &$$, T+,N T+, ATT-ITI1N 0I32-,
C124D B, 1% 9,-C,NT 1- .$ 9,-C,NT D,9,NDIN3 1N 6+AT BAS, '12
TA5,.
MAN' 0I-MS MA' N1T INC42D, ATT-ITI1N 10 0-,S+,-S 6+1 4,AV,
B,CA2S, 10 +I3+,- ST2DI,S 1- 6IT+IN T+-,, M1NT+S 10 J1ININ3.
IN S1M, CAS,S, ATT-ITI1N 10 911- 9,-01-M,-S MA' A4S1 N1T B,
T-,AT,D AS ATT-ITI1N. CA4C24ATIN3 ATT-ITI1N -AT,D
Attrition rates can be calculate( usin' a simple )ormulaA
A))ri)ion S(No. of em7lo*ee( who lef) in )he *ear K a<erage em7lo*ee( in )he *ear) C
1$$
Th(, if )he com7an* had 1,$$$ em7lo*ee( in A7ril .$$#, .,$$$ in March .$$%, and
&$$ =i) in )he *ear, )hen )he a<erage em7lo*ee ()reng)h i( 1,%$$ and a))ri)ion i( 1$$
C (&$$K1%$$) S .$ 7ercen). Be(ide( )hi(, )here are <ario( o)her )*7e( of a))ri)ion
)ha) (hold !e )a;en in)o accon). The(e areD
0re(her a))ri)ion )ha) )ell( )he nm!er of fre(her( who lef) )he organiBa)ion
wi)hin one *ear. I) )ell( how man* are (ing )he com7an* a( a (7ring!oard or
a lanch 7ad.
Infan) mor)ali)* )ha) i( )he 7ercen)age of 7eo7le who lef) )he organiBa)ion
wi)hin one *ear. Thi( indica)e( )he ea(e wi)h which 7eo7le ada7) )o )he
com7an*.
Cri)ical re(orce a))ri)ion which )ell )he a))ri)ion in )erm( of ;e* 7er(onnel
li;e (enior eCec)i<e( lea<ing )he organiBa)ion.
4ow 7erformance a))ri)ionD I) )ell( )he a))ri)ion of )ho(e wh5 4E<T /;E T5
P55R PER<5RMA+,E.
Attrition ,osts
&1
5+E 5< T6E BEST MET65/S <5R ,A4,;4AT.+* T6E ,5ST 5<
T;R+5ER TAKES .+T5 A,,5;+T E>PE+SES .+54E/ T5 REP4A,E A+
EMP45YEE 4EA.+* A+ 5R*A+.DAT.5+. T6ESE E>PE+SES AREA
A. Recruitment cost
The co() )o )he !(ine(( when hiring new em7lo*ee( inclde( )he following (iC
fac)or( 7l( 1$ 7ercen) for inciden)al( (ch a( !ac;grond (creeningD
Time (7en) on (orcing re7lacemen)
Time (7en) on recri)men) and (elec)ion.
Tra<el eC7en(e(, if an*
-e"loca)ion co()(, if an* n TrainingKram7"7 )ime
Bac;grondKreference (creening

B. Trainin' an( (eCelopment cost
To e()ima)e )he co() of )raining and de<elo7ing new em7lo*ee(, co() of new hire(
m() !e )a;en in)o con(idera)ion. Thi( will mean direc) and indirec) co()(, and can
!e largel* cla((ified nder )he following head(D
Training ma)erial(
Technolog*
,m7lo*ee !enefi)(
Trainer(: Time
,. A(ministration ,5ST
The* incldeD
Se) 7 commnica)ion (*()em(
Add em7lo*ee( )o )he +- (*()em
Se) 7 )he new hire:( wor;(7ace
Se) 7 ID"card(, acce(( card(, e)c.
Employee TurnoCer ,ost ,alculation
&.
The following )a!le can !e hel7fl )o calcla)e )he co() of em7lo*ee )rno<er 7er
wee; or 7er mon)h.
Employee /etachment ,ost
,Ci) in)er<iew (1ne +orD 9re7ara)ion, in)er<iew, follow 7) Co() of )ermina)ion
T.ME ,5ST SPE+T .+ A/M.+.STRAT.E PR5,E/;RES .+,REASE/
;+EMP45YME+T (BASE/ 5+ T6E /EPARTME+T 5< 4AB5R!
,ost o) Cacancy
1<er)ime

4AB5R
6age(

,ost o) substitution
Jo! ad<er)i(ing

PRE%EMP45YME+T A/M.+.STRAT.5+

Co() of new hire(: in)er<iew(
S)aff co()
,ost o) trainin'
S)a)ionar* co() (Boo;(, )raining manal(, e)c.)

<5RMA4 TRA.+.+* SESS.5+S (,4ASS R55M- 4AB- ET,!

Informal )raining (Men)or(, e)c.)
Employee per)ormance (i))erential
Difference in 7erformance (9rodc)i<i)*, learning, e),.!
T5TA4 T;R+5ER ,5ST PER EMP45YEE
&&
0ays to Re(uce Employee TurnoCer
4e) ( eC7lore (ome ideas )o redce em7lo*ee )rno<erDDD
+ire )he !e() candida)e.
6elcome new em7lo*ee(. C()omiBe *or indc)ion 7rogram for new
em7lo*ee( according )o )he re=iremen)(. Same indc)ion 7rogram can no) !e
a77lied )o all )he candida)e(. Ma;e )hem feel welcomed.
9rodce =ali)* manager( who can reall* manage em7lo*ee( well.
9ro<ide em7lo*ee( wi)h wor; (chedle( )ha) are fleCi!le enogh )o (i) )heir
need(.
Don:) !e )oo demanding. 'o re hiring hman !eing( who ha<e )heir own life
and famil* commi)men)(. -e(7ec) )hem.
9ro<ide career con(eling and de<elo7men).
Di(c(( *or f)re 7lan( regarding )he candida)e wi)h )he candida)e. 4e) )hem
;now )ha) )he managemen) i( in)ere()ed in re)aining )hem and care( for )hem.
Ta;e 7ro7er feed!ac; from em7lo*ee( regarding )heir grie<ance(.
-emem!er *or eC"em7lo*ee(. The* can !e of hel7 in f)re. I) i( al(o a 7ar) of
em7lo*ee re)en)ion.
Selec) )he righ) 7eo7le in )he fir() 7lace )hrogh !eha<ior"!a(ed )e()ing and
com7e)enc* (creening. The righ) 7er(on, in )he righ) (ea), on )he righ) !( i( )he
()ar)ing 7oin).
&#
Truths About Employee TurnoCer
I) i( difficl) )o acce7) when organiBa)ion( (a* )he* ha<e Bero a))ri)ion ra)e(.
Com7anie( ma* ha<e heal)hier )rno<er ra)e(, howe<er, )here i( no (ch )hing a( Bero
a))ri)ion. There are o)her (ch fac)( a!o) )rno<er, a!o) which mo() of ( are no)
aware. Some of (ch fac)( ha<e !een highligh)ed !elowD
TurnoCer always happensA Com7anie( who !elie<e in Bero a))ri)ion ra)e( onl*
fool )hem(el<e(. Thi( ha77en( !eca(e em7lo*ee( ;ee7 on mo<ing de )o
rea(on( li;e marriage or fr)her edca)ion. No)hing can )o7 )he(e em7lo*ee(
from mo<ing on. So, ra)her )han achie<ing Bero a))ri)ion com7anie( (hold foc(
on iden)if*ing whom )he* wan) )o ;ee7 (o )ha) )he* ha<e heal)h* a))ri)ion ra)e.
Some TurnoCer is /esirableA Hero a))ri)ion i( no) de(ira!le mainl* !eca(e of
)wo rea(on(. 0ir()l*, if all em7lo*ee( con)ine )o ()a* in )he (ame organiBa)ion,
mo() of )hem will !e a) )he )o7 of )heir 7a* (cale which will re(l) in eCce((i<e
man7ower co()(. Secondl*, new em7lo*ee( !ring new idea(, a77roache(,
a!ili)ie( & a))i)de( which can ;ee7 )he organiBa)ion from !ecoming ()agnan).
TurnoCer inclu(es costsA Trno<er alwa*( inclde( (ome co()(. Con(ider )he
co()( of re7lacing )he ;e* em7lo*ee who fall( in )o )he ca)egor* of high
7erformer(. Thi( inclde( )he co()( of recri)men) ad<er)i(emen), referral
!on(e(, (elec)ion )e()ing, )raining co()(, e)c. Moreo<er, )rno<er re(l)( in lo((
of )ime and effor)(, low 7rodc)i<i)*, lo(( of morale, lo(( of ;nowledge and (o
on.
6i'h salary (oesnGt worBA Mo() manager( a((me )ha) a high (alar* 7ac;age i(
enogh )o ;ee7 em7lo*ee( lo*al )o )heir organiBa)ion. ,m7lo*ee( ma* face o)her
7ro!lem( li;e low 8o! (a)i(fac)ion, low engagemen) le<el(, no recogni)ion, 7oor
wor;ing condi)ion(, le(( (77or) from (7erior( and (o on. Salarie( are no)
alwa*( )he (ol)ion )o a))ri)ion. Manager( (hold )r* )o iden)if* )he roo)( of )he
7ro!lem and )hen find a fea(i!le (ol)ion.
The mana'er can re(uce attritionA Manager( (hold )a;e 7rimar*
re(7on(i!ili)* for re)aining )heir em7lo*ee(. Mch of )he em7lo*ee:( 7erce7)ion
of 8o! (a)i(fac)ion ()em( from )he rela)ion(hi7 )he* (hare wi)h )heir immedia)e
(7er<i(or. Manager( (hold )r* )o (77or) )heir (!ordina)e( and gi<e 7ro7er
feed!ac; on 7erformance. +- manager( (hold wor; in colla!ora)ion )o ma;e
)he ;e* em7lo*ee( la() in )heir organiBa)ion.
Re(ucin' TurnoCer taBes ,ommitmentA -edcing )rno<er )a;e( an
in<e()men) in coaching, de<elo7ing, mo)i<a)ing, men)oring & li()ening )o
7eo7le. There (hold !e ni<er(al acce7)ance of )he goal of redcing )rno<er
along wi)h )o7 managemen) commi)men) and dedica)ion.
&%
Attrition Rates in /i))erent Sectors .n .n(ia
The 0ollowing gra7h de(cri!e( )he A))ri)ion -a)e( in Differen) Sec)or( In India.
All )he (ec)or( are facing a))ri)ion. B) )he rea(on( and effec)( of a))ri)ion in e<er*
(ec)or are differen). 4e) ( di(c(( )he a))ri)ion ra)e( of )he(e (ec)or( in de)ailD
0MC3 Sec)or
Manfac)ring Sec)or
Ca7i)al 3ood( Sec)or
Con()rc)ion Sec)or
Non"<oice B91 Sec)or
IT P IT,S Sec)or
?. A))ri)ion -a)e( 1f 6i7ro, TCS, Sa)*am and Info(*(
Telecom Sec)or
9harmace)ical( Sec)or
Bio)echnolog* Sec)or
Ser<ice( Sec)or
0inancial Sec)or
A<ia)ion Sec)or
-e)ail Sec)or
&?
Voice"!a(ed B91 Sec)or
EMP45YEE E+*A*EME+T

Key /riCers o) Employee En'a'ement
The ;e* dri<er( of em7lo*ee engagemen) areD
Type o) jobA The 8o! (hold !e challenging enogh )o mo)i<a)e )he
em7lo*ee. The em7lo*ee (hold !e in)ere()ed in hi(Kher 8o!.
Relationship between employee an( or'aniFational per)ormanceA The
em7lo*ee (hold ;now how he and hi( wor; are con)ri!)ing )o )he
organiBa)ion:( goal(.
*rowth opportunitiesA The em7lo*ee (hold ha<e am7le o77or)ni)ie( for
hi( career de<elo7men) and grow)h.
Bran( nameA The em7lo*ee (hold feel 7rod of !eing a((ocia)ed wi)h )he
organiBa)ion.
,o"worBersA The na)re and )*7e of co wor;er( al(o inflence( )he
em7lo*ee engagemen) le<el.
SBills enhancementA ,m7lo*ee (hold ge) am7le on")he"8o! o77or)ni)ie( )o
de<elo7 )heir (;ill (e).
Relationship with the bossA ,m7lo*ee (hold <ale hi( rela)ion(hi7 wi)h
hi( !o((.
All )he(e fac)or( when com!ined hel7 in increa(ing em7lo*ee engagemen)
le<el(.
&>
Attributes o) Employee En'a'ement
There are )he 1$ mo() im7or)an) a))ri!)e( which lead )o !e))er em7lo*ee
engagemen). 4e) ( ;now )hem in de)ail.
,ommunicateA 9ro8ec) manager( (hold clearl* indica)e )heir eC7ec)a)ion(
from and a!o) )he em7lo*ee. The* (hold al(o 7ro<ide feed!ac; )o )he
em7lo*ee( regarding )heir wor; and 7erformance.
,areerA Managemen) (hold 7ro<ide meaningfl wor; )o )he em7lo*ee(
along wi)h career grow)h o77or)ni)ie(.
,on)i(enceA 3ood manager( (hold indce and !oo() confidence in an
em7lo*ee
,ontrolA Manager( (hold le) )he em7lo*ee( )iliBe )he con)rol which )he*
ha<e on )heir 8o! and career.
,larityA Manager( (hold ha<e a clear <i(ion of wha) 8o! i( )o !e done and
how i) i( )o !e done. Al(o )he manager( (hold effec)i<el* commnica)e
)he(e <i(ion( and 7lan(.
,ollaborateA 3ood coordina)ion and rela)ion(hi7( (hold me main)ained
wi)hin a )eam. Manager( (hold mo)i<a)e )heir em7lo*ee( )o wor; in and a(
a )eam. +e (hold al(o )a;e ()e7( )o cl)i<a)e )r() among )he )eam mem!er(.
,omplimentA 3i<e recogni)ion )o )he em7lo*ee for )he 8o! well done.
,onnectA Manager( (hold ma;e )heir em7lo*ee( feel <ala!le and
im7or)an). Show )ha) *o care.
,ontributeA 3i<e o77or)ni)ie( )o em7lo*ee( )o con)ri!)e in )he
managemen) deci(ion ma;ing 7roce((. A(; for (gge()ion(, new idea(, and
wa*( of im7ro<emen).
,re(ibilityA Manager( (hold (e) eCam7le( for )he em7lo*ee !* im!i!ing
and )each o)her( )o 7rac)ice e)hical ()andard( and 7rac)ice(. +e (hold
main)ain com7an*:( re7)a)ion.
&@
.ncreasin' Employee En'a'ement
An organiBa)ion:( 7rodc)i<i)* i( mea(red no) in )erm( of em7lo*ee (a)i(fac)ion
!) !* em7lo*ee engagemen). ,m7lo*ee( are (aid )o !e engaged when )he* (how a
7o(i)i<e a))i)de )oward )he organiBa)ion and eC7re(( a commi)men) )o remain wi)h
)he organiBa)ion.
1rganiBa)ion( )ha) !elie<e in increa(ing em7lo*ee engagemen) leCels foc( onD
1. ,ultureA I) con(i()( of a fonda)ion of leader(hi7, <i(ion, <ale(, effec)i<e
commnica)ion, a ()ra)egic 7lan, and +- 7olicie( )ha) are foc(ed on )he
em7lo*ee.
.. ,ontinuous Rein)orcement o) People%<ocuse( PoliciesA Con)ino(
reinforcemen) eCi()( when (enior managemen) 7ro<ide( ()aff wi)h !dge)(
and re(orce( )o accom7li(h )heir wor;, and em7ower( )hem.
&. Meanin')ul MetricsA The* mea(re )he fac)or( )ha) are e((en)ial )o )he
organiBa)ion:( 7erformance. Beca(e (o mch of )he organiBa)ion:(
7erformance i( de7enden) on 7eo7le, (ch me)ric( will na)rall* dri<e )he
7eo7le"foc( of )he organiBa)ion and lead )o !eneficial change.
#. 5r'aniFational Per)ormanceA I) l)ima)el* lead( )o high le<el( of )r(),
7ride, (a)i(fac)ion, (cce((, and !elie<e i) or no), fn.
.ncreasin' employee en'a'ement
9ro<ide <arie)*D Tedio(, re7e)i)i<e )a(;( can ca(e !rn o) and !oredom
o<er )ime. If )he 8o! re=ire( re7e)i)i<e )a(;(, loo; for wa*( )o in)rodce
<arie)* !* ro)a)ing d)ie(, area( of re(7on(i!ili)*, deli<er* of (er<ice e)c.
Condc) 7eriodic mee)ing( wi)h em7lo*ee( )o commnica)e good new(,
challenge( and ea(*")o"nder()and com7an* financial informa)ion.
&/
3e) )o ;now em7lo*ee(E in)ere()(, goal(, ()re((or(, e)c. Show an in)ere() in
)heir well"!eing and do wha) i) )a;e( ena!le )hem )o feel more flfilled and
!e))er !alanced in wor; and life.
Measurin' Employee En'a'ement
In order )o increa(e em7lo*ee re)en)ion, )he organiBa)ion (hold ;now how
engaged )heir em7lo*ee are. +ere are a few =e()ion( which can !e a(;ed )o )he
em7lo*ee( )o mea(re em7lo*ee engagemen) le<el( in )he organiBa)ion.
&# Huestions to measure employee en'a'ementAA
1. Doe( )he em7lo*ee ;now )he organiBa)ion:( eC7ec)a)ion( from himL
.. Doe( )he em7lo*ee ha<e all )he re(orce( (ma)erial, )ool(, informa)ion) )o do
hi( wor; righ)L
&. Doe( )he em7lo*ee find o77or)ni)ie( a) wor; )o do wha) he i( !e() )o doL
#. Doe( )he em7lo*ee ge) an* recogni)ion, 7rai(e or ac;nowledgemen) for hi(
wor; in )he la() (e<en da*(L
%. Doe( )he (7er<i(or( or colleage( care a!o) )he em7lo*ee a( a 7er(on
?. I( )he em7lo*ee encoraged for hi( de<elo7men) a) wor;L
>. Doe( em7lo*ee:( o7inion ma))er( or con)edL
@. Doe( )he em7lo*ee feel )ha) hi( wor; i( im7or)an) for )he organiBa)ionL
/. Are *or fellow em7lo*ee( doing =ali)* wor; or are commi))ed )o do (oL
1$. Doe( )he em7lo*ee ha<e a !e() friend a) wor;L
#$
6an(lin' +on%En'a'e( Employees
.
The(e non engaged em7lo*ee( focus on accomplisin! a "as# $a"e$
"an acie%in! an ou"come. Manager( )end )o !elie<e gi<ing )arge)( )o em7lo*ee(
;ee7( )hem engaged. In real )erm(, manager who 7ro<ide( onl* a )a(; )o an
em7lo*ee reinforce( no)"engaged !eha<ior( and ac)all* mo<e awa* from engaging
)he hear), mind, and (ol of )ha) em7lo*ee.
Ac)i<el* di(engaged em7lo*ee( arenE) 8() nha77* a) wor;. The*
(7read )heir di(con)en)men) )o e<er* o)her em7lo*ee and ndermine )he wor; of
o)her(. The* are no) 8() indifferen) )o com7an* goal( and mi((ion !) al(o eC7re((
)heir mi()r() and animo(i)*. ,m7lo*ee( who are no) engaged )end )o feel )heir
con)ri!)ion( are !eing o<erloo;ed, and )heir 7o)en)ial i( no) !eing )a77ed. The*
of)en feel )hi( wa* !eca(e )he* donE) ha<e 7rodc)i<e rela)ion(hi7( wi)h )heir
manager( or wi)h )heir cowor;er(.
Too of)en 7eo7le ha<e )o wor; wi)h o)her( who ha<e !ecome ac)i<el*
di(engaged. The wa* )o ge) 7eo7le )o !ecome a 7ar) of an organiBa)ion i( )hrogh
rela)ion(hi7(. ,m7lo*ee( who feel di(connec)ed emo)ionall* from )heir cowor;er(
and (7er<i(or do no) feel commi))ed )o )heir wor;. The* hang !ac; and do )he
minimm !eca(e )he* !elie<e )heir con)ri!)ion hardl* con)(.
Manager( (hold )r* )o in)erac) wi)h )he(e non engaged em7lo*ee( (o
a( )o iden)if* )he im7ro<emen) area(. 9ro<iding con(i()en) and 7o(i)i<e feed!ac; )o
)he (!ordina)e( can hel7 in !oo()ing )he morale of non engaged em7lo*ee(.
B* eChi!i)ing a caring na)re, manager can (how hi( em7lo*ee( of
wha) im7or)ance )he* are )o him. Manager( can al(o hel7 em7lo*ee( refoc( on )he
demand( of )heir role( and on )he (;ill(, ;nowledge, and )alen)( )he* !ring )o )heir
8o!(.
A( em7lo*ee( increa(ingl* wor; wi)h each o)her )o deli<er
commi)men)(, )he 7ro!lem( and )en(ion( )ha) are fo()ered !* ac)i<el* di(engaged
wor;er( ca(e grea) damage )o an organiBa)ionE( fnc)ioning. A good manager ha(
)o iden)if* )ho(e who are di(engaged and eC7lore )he rea(on( !ehind )heir
di(con)en)men) )o de)ermine if coaching or o)her in)er<en)ion( are a77ro7ria)e.
In (ome ca(e(, em7lo*ee( re(7ond fa<ora!l* )o o77or)ni)ie( )o
reconnec) and re;indle )heir in)ere() and en)h(ia(m for )heir 8o!(. +owe<er )here
are (ome who )hri<e on )he nega)i<i)* and ref(e )o !ecome 7ar) of an* (ol)ion. If
)he* re7ea)edl* ref(e o77or)ni)ie( )o engage again, )ermina)ing )heir em7lo*men)
(hold !e (erio(l* con(idered in order )o a<oid fr)her damage )o ()aff morale and
organiBa)ional 7rogre((.
#1
Employee Sche(ulin'
+igher em7lo*ee re)en)ion ra)e( call for inno<a)i<e me)hod( of managing
wor;force. ,m7lo*ee( are lea<ing )heir wor;7lace( a) a fa()er 7ace !eca(e of
which manager( ha<e )o )a;e correc)i<e ac)ion )o ma;e em7lo*ee( ()ic; )o )heir
organiBa)ion(. 1ne of )he rea(on( wh* em7lo*ee( lea<e i( low le<el( of wor;
engagemen) among )hem. Poor scheduling of work may result in employees who
either are overloaded with work or dont have any work at all. 0or )he 7r7o(e of
engaging em7lo*ee( effec)i<el*, manager( follow )he wor;force (chedling 7roce((.
,m7lo*ee (chedling refer( )o )he a((ignmen) of )a(;( !e)ween )he
em7lo*ee(. I) i( a difficl) and a )ime con(ming 7roce((. I) in<ol<e( 7rodcing
de)ailed dail* (or mon)hl*) (chedle( for indi<idal em7lo*ee( while )a;ing )he
organiBa)ion:( goal in)o con(idera)ion.
The 7eo7le (chedled are a((med )o !e homogeneo( in )erm( of )heir
(;ill(, )ha) i(, indi<idal (;ill( are no) )a;en in)o accon) while (chedling
em7lo*ee(. 1n )he o)her hand, em7lo*ee (chedling )a;e( in)o accon) indi<idal
(;ill( and di()ingi(he( em7lo*ee( in )erm( of )heir (;ill( and a!ili)ie(.
6ow it is (one
0ollowing 7oin)( are )o !e )a;en in)o accon) while (chedling em7lo*ee(D
Se) of (;ill( and )he le<el of 7roficienc* for each em7lo*ee. Thi( allow(
himKher )o !e a((igned )o (im7le )a(;( in a new (;ill, )h( allowing a gradal
de<elo7men).
,m7lo*ee(: 7re<io( a((ignmen)( (o a( )o en(re )ha) maCimm wor;
dra)ion doe( no) eCceed in )he crren) mon)h or =ar)er.
Com7an* (;ill( )o de<elo7, em7lo*ee( de(igna)ed for )raining in )he(e (;ill(
Schedling hi()or* can al(o !e (ed )o 7rodce (chedle( )ha) are !alanced
wi)h re(7ec) )o <ale( of con)er(.
The com7anie( crea)e a (chedling model which i( a de)ailed a((ignmen) of
em7lo*ee( )o ac)i<i)ie( or (;ill( on each da* of )he wee;. Since em7lo*ee
(chedling i( a com7leC 7roce((, man* (of)ware are a<aila!le in mar;e)
which ma;e i) an ea(* )a(; li;e Va(TechE( in)egra)ed wor;force managemen)
)ool( for (chedling. I) foc(e( on wor;force (chedling and (elf (chedling,
#.
creden)ialing and eC7ira)ion no)ifica)ion, 7a*roll, co()ing, and )ime and
a))endance (*()em(.
EMP45YEE EMP50ERME+T
An em7owered organiBa)ion i( one in which indi<idal( ha<e )he ;nowledge,
(;ill, de(ire, and o77or)ni)* )o 7er(onall* (cceed in a wa* )ha) lead( )o
collec)i<e organiBa)ional (cce((.T " S)e7hen Co<e*
An o$!ani&a"ion's uman $esou$ce is i"s mos" %alua(le asse") The
em7lo*ee( are )he re7o(i)or* of ;nowledge, (;ill( and a!ili)ie( )ha) can:) !e
imi)a)ed !* )he com7e)i)or(. Technologie(, 7rodc)( and 7roce((e( are ea(il*
imi)a)ed !* )he com7e)i)or(N howe<er, em7lo*ee( are )he mo() ()ra)egic
re(orce of )he com7an*.
*ene$all+, people a$e a fi$m's mos" unde$u"ili&ed $esou$ce. B) em7lo*ee(
of)en are afraid of )a;ing )hi( re(7on(i!ili)*. The* fear )he addi)ional wor;
7re((re )ha) )he* will ha<e )o !ear a( a 7ar) of !eing em7owered. Be(ide(,
)he* al(o fear !eing held accon)a!le for )he deci(ion( )he* ma;e.
,m7owermen) i( )he degree of re(7on(i!ili)* and a)hori)* gi<en )o an
em7lo*ee. B* em7owermen), )he em7lo*ee( are (77or)ed and encoraged )o
)iliBe )heir (;ill(, a!ili)ie( and crea)i<i)* !* acce7)ing accon)a!ili)* for
)heir wor;. ,m7owermen) occr( when em7lo*ee( are ade=a)el* )rained
,m7lo*ee em7owermen) en)ail( iden)if*ing how mch re(7on(i!ili)* and
a)hori)* an indi<idal can effec)i<el* handle wi)ho) !ecoming o<er"
!rdened or di()re((ed. ,m7owermen) inclde( (7er<i(or( and em7lo*ee(
wor;ing )oge)her )o e()a!li(h clear goal( and eC7ec)a)ion( wi)hin agreed"
7on !ondarie(.
0hy Employee Empowerment <ails@
,m7lo*ee em7owermen) mean( )ha) an em7lo*ee ha( )he 7ower )o )a;e (ome
deci(ion( wi)ho) con(l)ing hi( !o(( or re7or)ing manager. ,m7lo*ee
em7owermen) i( an e((en)ial 7ar) of em7lo*ee re)en)ion. B) de )o man* ;nown or
n;nown rea(on(, i) fail(. Some of )he rea(on( ma* !eD
#&
Manager( don:) )a;e em7lo*ee em7owermen) (erio(l* in )he fir() 7lace. I)
!ecome( more of a 7re()ige i((e )o gi<e con)rol )o o)her(.
,<en if manager( )a;e i) (erio(l*, )he* are na!le )o la* down 7ro7er
!ondarie( for )he em7owermen).
Manager( (ome)ime( fail )o 7ro<ide a ()ra)egic framewor;.
1n )he o)her hand, manager( (ome)ime( hand o<er all re(7on(i!ili)ie( )o )he
em7lo*ee. Thi( ma* lead )o mi((e of 7ower( gi<en )o )he em7lo*ee.
Some manager( ac) li;e a !arrier and ham7er )he deci(ion ma;ing 7rac)ice of
)he em7owered em7lo*ee o) of 8ealo(*.
MA+A*.+* RETE+T.5+
Managing ,m7lo*ee -e)en)ion
The )a(; of managing em7lo*ee( can !e nder()ood a( a )hree ()age 7roce((D
1. Iden)if* )he co() of em7lo*ee )rno<er
.. 2nder()and wh* em7lo*ee lea<e
&. Im7lemen) re)en)ion ()ra)egie(
.(enti)y the cost o) employee turnoCerA
The organiBa)ion( (hold ()ar) wi)h iden)if*ing )he em7lo*ee )rno<er ra)e( wi)hin a
7ar)iclar )ime 7eriod and !enchmar; i) wi)h )he com7e)i)or organiBa)ion(. Thi( will
hel7 in a((e((ing )he whe)her )he em7lo*ee re)en)ion ra)e( are heal)h* in )he
com7an*. Secondl*, )he co() of em7lo*ee )rno<er can !e calcla)ed. According )o a
(r<e*, on an a<erage, a))ri)ion co()( com7anie( 1@ mon)h(: (alar* for each manager
or 7rofe((ional who lea<e(, and ? mon)h(: 7a* for each horl* em7lo*ee who
lea<e(. Thi( amon)( )o ma8or organiBa)ional and financial ()re((, con(idering )ha)
one o) of e<er* )hree em7lo*ee( 7lan( )o lea<e hi( or her 8o! in )he neC) )wo *ear(.
;n(erstan( why employees leaCeA
6h* em7lo*ee( lea<e of)en 7BBle( )o7 managemen). ,Ci) in)er<iew( are an ideal
wa* of recording and anal*Bing )he fac)or( )ha) ha<e led em7lo*ee( )o lea<e )he
organiBa)ion. The* allow an organiBa)ion )o nder()and )he rea(on( for lea<ing and
nderl*ing i((e(. +owe<er em7lo*ee( ne<er 7ro<ide a77ro7ria)e re(7on(e )o )he
a(;ed =e()ion(. So an im7ar)ial 7er(on (hold !e a77oin)ed wi)h whom )he
em7lo*ee( feel comfor)a!le in eC7re((ing )heir o7inion(.
.mplement retention strate'yA
1nce )he ca(e( of a))ri)ion are fond, a ()ra)eg* i( )o !e im7lemen)ed (o a( )o
redce em7lo*ee )rno<er. The mo() effec)i<e ()ra)eg* i( )o ado7) a holi()ic
##
a77roach )o dealing wi)h a))ri)ion. An effec)i<e re)en)ion ()ra)eg* will (ee; )o
en(reD
A))rac)ion and recri)men) ()ra)egie( ena!le (elec)ion of )he Mrigh): candida)e
for each roleKorganiBa)ion
New em7lo*ee(: ini)ial eC7erience( of )he organiBa)ion are 7o(i)i<e
A77ro7ria)e de<elo7men) o77or)ni)ie( are a<aila!le )o em7lo*ee(, and )ha)
)he* are ;e7) aware of )heir li;el* career 7a)h wi)h )he organiBa)ion
The organiBa)ion:( reward ()ra)eg* reflec)( )he em7lo*ee dri<er(
The lea<ing 7roce(( i( managed effec)i<el*
6ow to .ncrease Employee Retention
Com7anie( ha<e now realiBed )he im7or)ance of re)aining )heir =ali)*
wor;force. -e)aining =ali)* 7erformer( con)ri!)e( )o 7rodc)i<i)* of )he
organiBa)ion and increa(e( morale among em7lo*ee(.
0or !a(ic fac)or( )ha) 7la* an im7or)an) role in increa(ing em7lo*ee
re)en)ion inclde (alar* and remnera)ion, 7ro<iding recogni)ion, !enefi)( and
o77or)ni)ie( for indi<idal grow)h. B) are )he* reall* 7o(i)i<el* con)ri!)ing )o
)he re)en)ion ra)e( of a com7an*L Ba(ic (alar*, )he(e da*(, hardl* redce( )rno<er.
Toda*, em7lo*ee( loo; !e*ond )he mone* fac)or.
#%
Employee retention can be increase by inculcatin' the )ollowin' practicesA
&. 5pen ,ommunicationA
A cl)re of o7en commnica)ion enforce( lo*al)* among
em7lo*ee(. 17en commnica)ion )end( )o ;ee7 em7lo*ee( informed on ;e*
i((e(. Mo() im7or)an)l*, )he* need )o ;now )ha) )heir o7inion( ma))er and
)ha) managemen) i( 1$$I in)ere()ed in )heir in7).
". Employee Rewar( Pro'ramA
A 7o(i)i<e recogni)ion for wor; !oo()( )he mo)i<a)ional le<el( of
em7lo*ee(. -ecogni)ion can !e made eC7lici) !* 7ro<iding award( li;e !e()
em7lo*ee of )he mon)h or 7nc)ali)* award. 9ro8ec) !a(ed recogni)ion al(o
ha( grea) (ignificance. The award can !e in )erm( of gif)( or mone*.
&. ,areer /eCelopment Pro'ramA
,<er* indi<idal i( worried a!o) hi(Kher career. +e i( alwa*(
;een )o ;now hi( career 7a)h in )he com7an*. 1rganiBa)ion( can offer <ario(
)echnical cer)ifica)ion cor(e( which will hel7 em7lo*ee in enhancing hi(
;nowledge.
#. Per)ormance Base( BonusA
A 7ro<i(ion of 7erformance lin;ed !on( can !e made wherein an
em7lo*ee i( a!le )o rela)e hi( 7erformance wi)h )he com7an* 7rofi)( and
hence will wor; hard. Thi( !on( (hold ()ric)l* !e 7rodc)i<i)* !a(ed.
%. Recreation )acilitiesA
#?
-ecrea)ional facili)ie( hel7 in ;ee7ing em7lo*ee( awa* from ()re((
fac)or(. Vario( recrea)ional 7rogram( (hold !e arranged. The* ma* inclde
)a;ing em7lo*ee( )o )ri7( annall* or !i"annall*, cele!ra)ing anni<er(arie(,
(7or)( ac)i<i)ie(, e) al.
?. *i)ts at Some 5ccasionsA
3i<ing o) (ome gif)( a) )he )ime of one or )wo fe()i<al( )o )he
em7lo*ee( ma;ing )hem feel good and nder()and )ha) )he managemen) i(
concerned a!o) )hem.
E>AMP4ESA
Employers Key Drives To Attract And Retain Talent
Procter and Gamble India
o Early responsibilities in career
o Flexible and transparent organizational culture
o Global opportunities through a variety of exposure
and diverse experiences
o Performance Recognition
American Express India!
o "trong global brand
o #alue$based environment
o Pioneer in many people practices
%&P'
o (earning and gro)th opportunities
o 'ompetitive re)ards
o *pportunity to gro)+ learn and implement
o "trong social security and employee )elfare
performance$ oriented culture
,ohnson - ,ohnson
o "trong values of trust+ caring fairness+ and respect
)ithin the organization
o Freedom to operate at )or.
o Early responsibility in career
o &raining and learning opportunities
o #isible+ transparent and accessible leaders
o 'ompetitive re)ards
o Innovative /R programs and practices
Glaxo "mith 0line
o Performance$driven Re)ards
o Its belief in 1Gro)ing our o)n timber2
#>
'onsumer /ealthcare
o 'omprehensive development and learning
programs
o Flat organization+ )here performance could lead to
very 3uic. progression
o 'hallenging )or. context
o 'ompetitive re)ards
o Exhaustive induction and orientation program
&ata "teel
o *rganization philosophy and culture
o ,ob stability
o Freedom to )or. and innovate
'olgate Palmolive India
o 'ompany brand
o *pen + transparent+ and caring organization
o 4anagement according to the managing )ith
respect to guiding principles
o &raining ad development programs
o "tructured career planning process
o Global career opportunities
5ipro
o 'ompany6s brand as an employer
o Early opportunities for gro)th
o /igh degree of autonomy
o #alue compatibility
o Innovative people program
Indian *il 'orporation
o 'ompany brand image
o 5or. ethics
o (earning and gro)th opportunities
o 'hallenging )or. assignments
o Gro)ing organization
&'"
o &he group brand e3uity
o "trong corporate governance and citizenship
o 'ommitment to learning and development
o 7est in people practices
o 'hallenging assignments
o *pportunity to )or. )ith fortune 899 clients
#@
Retention Bonus
+igher a))ri)ion ra)e( wi)hin a 7ar)iclar ind()r* ha<e forced com7anie( )o
(e (ome inno<a)i<e ()ra)egie( )o re)ain em7lo*ee(. -e)en)ion Bon( i( one
of )he im7or)an) )ool( )ha) are !eing (ed )o re)ain em7lo*ee(. Re"en"ion
(onus is an incen"i%e paid "o an emplo+ee "o $e"ain "em "$ou! a
c$i"ical (usiness c+cle.
According )o a (r<e*, non"managemen) em7lo*ee( generall* recei<e a!o)
1$ 7ercen) of )heir annal (alarie( in !on(e(, while managemen) and )o7"
le<el (7er<i(or( earn an addi)ional %$ 7ercen) of )heir annal (alarie(.
6hile !on(e( !a(ed on (alar* 7ercen)age( are )he generall* (ed, (ome
com7anie( choo(e )o 7a* a fla) figre.
In (ome com7anie(, !on(e( range from .% 7ercen) )o %$ 7ercen) of annal
(alar*, de7ending on 7o(i)ion, )enre and o)her fac)or(. ,m7lo*ee( are
cho(en for re)en)ion !on(e( !a(ed on )heir con)ri!)ion( )o managemen)
and )he genera)ion of re<ene. -e)en)ion !on(e( are generall* <ar* from
7o(i)ion )o 7o(i)ion and are 7aid in one lm7 (m a) )he )ime of )ermina)ion.
+owe<er, (ome com7anie( 7a* in in()allmen)( a( on when )he !(ine((
c*cle com7le)e(.
#/
A re)en)ion 7eriod can rn (omewhere !e)ween (iC mon)h( )o )hree *ear(. I)
can al(o rn for a 7ar)iclar 7ro8ec). A 7ro8ec) ha( i)( own life (7an. A( long
a( )he 7ro8ec) ge)( com7le)ed, )he em7lo*ee( who ha<e wor;ed hard on i)
are en)i)led )o recei<e )he re)en)ion !on(. 0or eCam7le, )he im7lemen)a)ion
of a (*()em ma* )a;e 1@ mon)h(, (o a re)en)ion !on( will !e offered af)er
.$ mon)h(.
Al)hogh re)en)ion !on(e( are !ecoming more common e<er*where, (ome
ind()rie( are more li;el* )han o)her( )o offer )hem. -e)ailKwhole(ale
com7anie( are )he mo() a77ro7ria)e )o im7lemen) ()a*"7a* !on(e(,
followed !* financial (er<ice 7ro<ider( and manfac)ring firm(.
Com7anie( of all (iBe( (e re)en)ion !on( 7lan( )o ;ee7 ;nowledge
em7lo*ee( re)ained in )he com7an*.
To re)ain i)( ;e* (enior em7lo*ee( 7o() merger wi)h ,DS Cor7ora)ion,
M7ha(i( i( 7ro<iding ca(h com7onen) !a(ed re)en)ion !on( 7lan for i)(
em7lo*ee(. Thi( i( mainl* )o re)ain good em7lo*ee( and 7ro<ide )hem a
ca(h incen)i<e )o ;ee7 )hem mo)i<a)ed.
6ire Ri'ht Talent
,m7lo*ee re)en)ion ()ar)( wi)h recri)men). ,arl* de7ar)re( ari(e from )he wrong
recri)men) 7roce((. +ere are a few wa*( )o en(re how )o hire )he righ) )alen) for a
7ar)iclar 8o!.
6ire appropriate can(i(ates. +ire candida)e( who are ac)all* (i)a!le for
)he 8o!. 0or )hi( )he em7lo*er (hold nder()and )he 8o! re=iremen)(
clearl*. Don:) hire nder =alified or clearl* o<er=alified candida)e(.
ProCi(e realistic job preCiew at the time o) hirin'A Mo()l* em7lo*ee(
lea<e an organiBa)ion !eca(e )he* are gi<en )he real 7ic)re of )heir 8o!
re(7on(i!ili)ie( a) )he )ime of 8oining. A))ri)ion ra)e can !e redced if a righ)
7er(on i( hired for a righ) 8o!. -eali()ic 7re<iew of )he 8o! re(7on(i!ili)ie(
can !e gi<en )o )he em7lo*men) (ee;er( !* <ario( me)hod( li;e di(c((ion(,
)rial 7eriod(, in)ern(hi7( e)c.
,learly (iscuss what is e?pecte( )rom the employeeA Before 8oining )he
organiBa)ion, )ell )he candida)e wha) i( eC7ec)ed from him. Se))ing wrong
eC7ec)a)ion( or hiding eC7ec)a)ion( will re(l) in earl* lea<ing of em7lo*ee(.
/iscuss what the e?pectations o) the employees areA A(; em7lo*ee( wha)
)he* eC7ec) from )he organiBa)ion. Be reali()ic. If )heir re=iremen)( can !e
flfilled onl* )hen 7romi(e )hem. 1r )ell )hem !efore hand )ha) )heir
re=iremen)( can no) !e flfilled. Don:) (how )hem an nreali()ic 7ic)re.
%$
,ulture )itA Tr* )o 8dge indi<idal:( ca7a!ili)* )o ada7) )o )he
organiBa)ion:( cl)re. A dra()ic change in )he cl)re ma* gi<e a cl)re
(hoc; )o )he candida)e.
Re)erralsA According )o )he re(earch, referred candida)e( ()a* longer wi)h
)he organiBa)ion. There i( a fear of ham7ering )he image and re7)a)ion of
)he 7er(on who referred )he candida)e.
Mana'er Role in Retention
6hen a(;ed a!o) wh* em7lo*ee( lea<e, low (alar* come( o) )o !e a
common eCc(e. +owe<er, re(earch ha( (hown )ha) 7eo7le 8oin com7anie(, !)
lea<e !eca(e of wha) )heir manager(: do or don:) do. I) i( (een )ha) manager( who
re(7ec) and <ale em7lo*ee(: com7e)enc*, 7a* a))en)ion )o )heir a(7ira)ion(, a((re
challenging wor;, <ale )he =ali)* of wor; life and 7ro<ided chance( for learning
ha<e lo*al and engaged em7lo*ee(. Therefore, manager( and )eam leader( 7la* an
ac)i<e and <i)al role in em7lo*ee re)en)ion.
Manager( and )eam leader( can redce )he a))ri)ion le<el( con(idera!l* !*
crea)ing a mo)i<a)ing )eam cl)re and im7ro<ing )he rela)ion(hi7( wi)h )eam
mem!er(. Thi( can !e done in a following wa*D
,reatin' a MotiCatin' EnCironmentA Team leader( who crea)e mo)i<a)ing
en<ironmen)( are li;el* )o ;ee7 )heir )eam mem!er( )oge)her for a longer
7eriod of )ime. The* can al(o come )hrogh (erio( e<en)( e.g. arranging a
)al; !* )he V9 of Gali)* on career o77or)ni)ie( in )he field of =ali)*.
%1
Stan(in' up )or the TeamA Team leader( are clo(e() )o )heir )eam mem!er(.
6hile )he* need )o en(re (moo)h fnc)ioning of )heir )eam( !*
im7lemen)ing managemen) deci(ion(, )he* al(o need )o edca)e )heir
manager( a!o) )he reali)ie( on )he grond.
ProCi(in' coachin'A ,<er*one wan)( )o !e (cce((fl in hi( or her crren)
8o!. +owe<er, no) e<er*one ;now( how. Therefore, one of )he ;e*
re(7on(i!ili)ie( will !e 7ro<iding coaching )ha) i( in)ended )o im7ro<e )he
7erformance of em7lo*ee(. Manager( of)en )end )o e(ca7e )hi( role !* 8()
coaching )heir em7lo*ee(. +owe<er, coaching i( followed !* moni)oring
7erformance and 7ro<iding feed!ac; on )he (ame. .
E?tra ResponsibilityA 3i<ing eC)ra re(7on(i!ili)* )o em7lo*ee( i( ano)her
wa* )o ge) )hem engaged wi)h )he com7an*. +owe<er The manager m()
(7end good )ime )eaching )he em7lo*ee( of how )o manage re(7on(i!ili)ie(
gi<en )o )hem (o )ha) )he* don:) feel o<er !rdened.
<ocus on )uture careerA ,m7lo*ee( are alwa*( concerned a!o) )heir f)re
career. A manager (hold foc( on (howing em7lo*ee( hi( career ladder.
Therefore, manager( (hold 7la* )he role of career con(elor( a( well.
Manpower retention (urin' recession
0oc(ing on em7lo*ee re)en)ion a) a )ime when com7anie( are eC7eriencing ma((
la*off( ma* (eem li;e an oC*moron. 'e), high"le<el 7la*er( will alwa*( !e in demand.
In(7iring, (a)i(f*ing and re)aining )o7 7la*er( in an organiBa)ion are )he ;e* !(ine((
o!8ec)i<e( in an* economic en<ironmen). The !e() com7anie( are )ho(e who foc( on
7erformance"dri<en reward ()ra)egie(. The crren) 2S financial cri(i( ha( had =i)e an
im7ac) on India a( well. The Indian IT ind()r* ha( wi)ne((ed a (lowdown of
a77roCima)el* #$ 7ercen) in recri)ing new 7eo7le.
%.

+ari(h Ja*achandran, +-, A7(i( Technologie( (aid, Q6e a) A7(i( are no) mch affec)ed
de )o )he economic rece((ion a( far a( man7ower in concerned. +owe<er, we are )a;ing
7re<en)i<e mea(re( )o addre(( ;e* i((e(, (ch a( re)aining or man7ower and )iliBing
maCimm crren) re(orce( a<aila!le wi)hin )he com7an*.R
Retention (urin' recession
According )o eC7er)(, em7lo*er(, recri)er( and wor;er( are !ecoming
concerned a!o) )heir 8o! (ecri)* a( )he 2S credi) cri(i( i( de)eriora)ing. In mo()
of )he com7anie( !e i) an IT com7an* or in )he cor7ora)e ho(e, )he em7lo*er(
are of)en concerned a!o) re)en)ion.
%&
IT com7anie(, engineering firm( and eC7or)"orien)ed ind()rie( (ch a( )eC)ile(,
7harmace)ical( and a)omo)i<e com7onen)( are all li;el* )o feel )he 7re((re.
Na<ni)a Nair, Manager"+-, New6a<e Com7)ing (aid, QIn a rece((ion, )he
challenge i( no) )o re)ain em7lo*ee( !) )o mo)i<a)e )hem )o 7erform )heir .$$
7ercen) )o achie<e re(l)(. Being in a (ale( foc(ed organiBa)ion, )he ea(ie() )hing
for an em7lo*ee )o do i( )o (hrg hi( (holder( and (a* Erece((ion"no !(ine((E
and =i).
The =e()ion here i("wha) ma;e( an eCcelling organiBa)ion differen) from )he
o)her(L 6h* do (ome organiBa)ion( wi)h()and 7re((re, while o)her( crm!leL
Thi( i( )he )ime when em7lo*ee( ha<e )o nder()and )ha) )he* need )o )hin;
differen).R
Tal;ing a!o) )he challenge( faced !* mo() of )he com7anie( -S Shan!hag,
CMD of Vale 9oin)( S*()em( (aid, Q-ece((ion 7rifie( )he (*()em and hel7( in
!ifrca)ing )he !e() from )he re(). 6e are gearing 7 from )oda* i)(elf )o 7re7are
for )he !e() )o come and go crac;ing when mar;e)( )rn arond from )hi(
rece((ion. 6e are !ac; )o !a(ic(, redefining and fine")ning e<er* a(7ec) of
doing !(ine((.R
Dring financial )rmoil co() c))ing mea(re( are ine<i)a!le for com7anie(.
Ne<er)hele((, em7lo*ee re)en)ion remain( a m*()er* )o man* com7anie(. 6e
(hold !e o7)imi()ic and ho7efl )o (ee (ignifican) 7o(i)i<e mo<emen) !* mid
.$$/. The 8o! mar;e) (hall de)eriora)e and will (ee mch more (of)ening. I) i(
)he )ime for ind()r* )o )a;e nece((ar* ()e7( !efore )he economic headwind( )a;e
a )oll on em7lo*men). Thi( (i)a)ion wold la() for a) lea() one and half *ear
more. The 7ain i( no) an*where clo(e )o !eing o<er i) i( *e) )o !egin
E?it .nterCiews
In )he mo() ()raigh)forward )erm(, an eCi) in)er<iew i( (im7l* a mean( of
de)ermining )he rea(on( wh* a de7ar)ing em7lo*ee ha( decided )o lea<e an organiBa)ion.
In fac), i) a77ear( )ha) man* organiBa)ion( )a;e )hi( defini)ion li)erall*... in a 1//.
(r<e* condc)ed !* +man -e(orce ,Cec)i<e MagaBine, /?I of +- manager( agree
)ha) )he* condc) eCi) in)er<iew( wi)h em7lo*ee( who are lea<ing <oln)aril*.
%#
,-. +owe<er, in mo() ca(e(, )he informa)ion collec)ed i( no) 7) )o an* (efl 7r7o(e.
In fac), )he (ame ()d* (howed )ha) 8() #I of com7anie( condc)ing eCi) in)er<iew(
condc) )hem in a ()rc)red and (*()ema)ic wa*.
,/. Thi( (i)a)ion doe( no) a77ear )o !e mch differen) )han in 1/>% and again in 1/@1
when (e<eral )horogh re<iew( of eCi) (r<e* 7rac)ice( indica)ed )ha) )he informa)ion
ga)hered from eCi) in)er<iew( i( rarel* (ed.
,0. I) a77ear(, )hen, )ha) man* organiBa)ion( are failing )o recogniBe )he <ale of a
(*()ema)ic a77roach )o collec)ing informa)ion from eCi)ing em7lo*ee(, incldingDD
3a)hering and colla)ing )he da)a in a ()rc)red manner.
Aggrega)ing )he re(l)( for )he organiBa)ion a( a whole.
Anal*(ing )he finding( )o iden)if* con(i()en) )rend(, 7a))ern( and )heme(
2(ing )he re(l)( )o de)ermine and im7lemen) ()ra)egie( )o increa(e re)en)ion
and redce )rno<er.
The )radi)ional me)hod of ha<ing )he em7lo*ee:( (7er<i(or or a com7an* +-
re7re(en)a)i<e condc) an in"7er(on in)er<iew on an em7lo*ee:( final da* i(
fragh) wi)h difficl)ie( and 7ro!lem(, inclding !eing )ime"con(ming, difficl)
)o )a!la)e, no) nece((aril* eCec)ed con(i()en)l* and !o)h le(( relia!le and <alid
)han (ing (r<e*( )o collec) )he da)a.
,1. A( an al)erna)i<e, )here are a <arie)* of )hird 7ar)* me)hod( a<aila!le )ha) can !e
(ed )o in)er<iew de7ar)ing em7lo*ee( in a more effec)i<e and efficien) manner )han )he
in)ernal in"7er(on in)er<iew. 3i<en )he 7rolifera)ion of cor7ora)e In)rane)(, a 6e!"!a(ed
me)hod of da)a collec)ion can !e 7ar)iclarl* (efl in mee)ing )hi( need. Some
7rinci7le( for )he de(ign and de7lo*men) of eCi) (r<e*( will !e 7ro<ided in )hi(
5nowledge B*)e following a re<iew of )he mo() recen) )hin;ing and anal*(i( of
em7lo*ee )rno<er.
The Calue o) e?it surCey
A ()rc)red (*()em of eCi) (r<e*( can 7la* an in)egral role in a well"7lanned 7rogram
of em7lo*ee (a)i(fac)ion and wor; clima)e re(earch. Some (efl 7rinci7le( for
7lanning an eCi) (r<e* (*()em inclde !eingD
%%
;niCersal P in)er<iewing all <oln)ar* de7ar)re( 7ro<ide( a more com7le)e
nder()anding of )rno<er.

Stan(ar(iFe( P (ing a core (e) of con(i()en) =e()ion( en(re(
com7ara!ili)* )hrogho) )he organiBa)ion and acro(( )ime.

,omprehensiCe P inclding feed!ac; on )he wor; en<ironmen) in addi)ion
)o rea(on( for lea<ing increa(e( (eflne(( in de)ermining ()ra)egie( )o
redce )rno<er.
.n(epen(ent P minimiBing )he di(comfor) in re<ealing )he )re rea(on( for
lea<ing im7ro<e( )he relia!ili)* of )he re(l)(.
ACailable P encoraging cen)raliBed acce(( )o )he finding( increa(e( )he
li;elihood of )a;ing ac)ion.
Monitore( P (e))ing )arge)( for redc)ion in )rno<er )hrogh 7lanned
()ra)egie( hel7( )o en(re )ha) )he in<e()men) made in eCi) (r<e*( i( 7) )o
i)( maCimm (e.
*ui(elines )or (eterminin' the e?it interCiew content
A( wi)h all =e()ionnaire(, i) i( im7or)an) )o ()ri;e )he righ) !alance !e)ween informa)ion
need( and (r<e* leng)h when 7))ing )oge)her an eCi) (r<e* in()rmen). There are (iC
;e* gideline( )ha) (hold !e ;e7) in mind )o hel7 en(re )ha) )he end re(l) i( a (efl
and effec)i<e (r<e*D
%?
1. Do no) foc( (olel* on )he em7lo*ee:( rea(on( for lea<ing P al)hogh )hi( i(
eC)remel* im7or)an) informa)ion, i) i( al(o cri)ical )o inclde !roader mea(re(
a!o) )he em7lo*ee:( a))i)de( and eC7erience( (o a( )o hel7 iden)if* )he i((e(
and concern( )ha) ma* no) (rface when a(;ing a!o) rea(on( for lea<ing.
.. ,n(re )ha) )here i( more )han one wa* for em7lo*ee( )o eC7re(( )heir rea(on(
for lea<ing P inclding (e<eral o7en"ended =e()ion( for )hem )o inclde )heir
own commen)( P (o a( )o ge) a fll 7er(7ec)i<e on )he deci(ion )o lea<e.
&. In order )o ge) !e*ond a foc( on )he deci(ion i)(elf, incor7ora)e ;e* a))i)dinal
mea(re( (ch a( )he em7lo*ee:( (a)i(fac)ion wi)h )he 8o! i)(elf, an a((e((men)
of )he organiBa)ion:( wor; cl)re and effec)i<ene(( of i)( <ario( line( of
commnica)ion, how well )he em7lo*ee:( 8o! re(7on(i!ili)ie( were defined,
7ercei<ed o77or)ni)ie( for ad<ancemen) and )he em7lo*ee:( 7er(7ec)i<e on )he
amon) of )raining, feed!ac; and recogni)ion recei<ed.
#. -ecogniBe )ha), for maCimm effec), an* eCi) (r<e* (*()em need( )o !e
im7lemen)ed con(i()en)l* and in (ch a wa* a( )o encorage em7lo*ee( )o (hare
)heir o7inion( a( hone()l* and candidl* a( 7o((i!le.
%. Incor7ora)e )he a!ili)* )o eCamine re(l)( no) onl* on )he !a(i( of indi<idal
re(l)( !) for )he organiBa)ion a( a whole, a( well a( on )he !a(i( of )he rele<an)
diagno()ic(, (ch a( region, de7ar)men) or manager.
?. -emem!er )ha) )here i( an im7or)an) di()inc)ion )o !e made !e)ween
idio(*ncra)ic rea(on( for lea<ing, o<er which )he organiBa)ion ha( li))le con)rol,
and (*()emic rea(on( for lea<ing, o<er which )he organiBa)ion can eCerci(e
(!()an)ial con)rol.
BP5 Employee Retention
A))ri)ion i( )he !igge() 7ro!lem faced !* B91( )he(e da*(.. I) i( <er* im7or)an) )o
con)rol )hi( a))ri)ion ra)e. Man* re)en)ion (cheme( are a77lied in B91( for re)en)ion.
%>
A (ingle )ool li;e )raining alone i( no) (fficien) for em7lo*ee re)en)ion. The !e()
re(l)( for em7lo*ee re)en)ion can !e achie<ed !* a77l*ing differen) )ool(
()ra)egicall*. 4e) ( now learn a!o) <ario( ()ra)egie( which can !oo() (cce((fl
em7lo*ee re)en)ion in B91(.
1. 0ir() ;now )he co(). Thi( i( )he mo() !a(ic and ini)ial 7ar) of )he re)en)ion
7roce((. A good re)en)ion 7lan need( all )he fac)(. The )rno<er co() inclde(
co() of (elec)ion 7roce((, hiring, indc)ion, )raining, lo() 7rodc)i<i)*, e)c.
.. +ire from ;nown (orce( li;e em7lo*ee referral( )hrogh )r()wor)h*
em7lo*ee(.
&. +ire )he righ) 7eo7le. -e)en)ion ()ar)( wi)h recri)men) i)(elf. Iden)if* )he
charac)eri()ic( of )he 7eo7le *o wan) )o hire who fi) in organiBa)ion:(
cl)re. To re)ain em7lo*ee(, )he 7eo7le who are 7rodc)i<e and are li;el* )o
()a* for a longer )ime (hold !e hired.
#. 0oc( on em7lo*ee orien)a)ion. I) i( )he fir() im7re((ion )ha) )he em7lo*ee
)a;e( home wi)h him. A 7ro7er welcome form )he managemen) will
encorage )he em7lo*ee )o ()a* wi)h )he organiBa)ion.
%. Indi<idal de<elo7men). De<elo7 career 7lan( for em7lo*ee(. Ini)ia)e
men)or(hi7 and higher edca)ion 7rogram( )o ;ee7 )he learning and
de<elo7men) mo<ing.
?. Training for manager(. An im7or)an) fac)or )ha) ;ee7( )he em7lo*ee in )he
organiBa)ion i( )he manager. ,m7lo*ee( need a manager who manage( )hem
well. A manager (hold !e a good li()ener and mo)i<a)or. 9ro7er )raining
(hold !e gi<en )o )he manager(.
>. 0ind )he rea(on wh* em7lo*ee( are lea<ing. Condc) eCi) in)er<iew( wi)h )he
em7lo*ee( af)er &"# mon)h( of lea<ing )he 8o!. Thi( i( !eca(e mo() of )he
em7lo*ee( wold no) li;e )o re<eal )he )re rea(on of =i))ing )he 8o! a( long
a( )he* are in )he organiBa)ion and are a((ocia)ed wi)h )he 8o!. The eCi)
in)er<iew( can !e condc)ed online. Then )he em7lo*ee( can )al; ()raigh)"
from")he"(holder.
@. ,m7lo*ee recogni)ion. S)ar of )he mon)h, )o7 7erformer, 7ic)re on !lle)in
!oard(, a77recia)ion card( and cer)ifica)e(, e)c, increa(e em7lo*ee moral and
confidence. Thi( i( a grea) wa* )o re)ain em7lo*ee( of a call cen)er.
4* ,5MPA+.ES RETE+T.5+ P54.,.ESA
%@
To re)ain em7lo*ee( i) i( <er* im7or)an) )o gi<e )hem a feeling of !elongingne(( in )he
com7an*. 0or )hi( )he* condc) man* actiCities li;eD
1. There:( a wee;l* mee)ing of e<er* de7) where )he em7lo*ee( are a(;ed wha)
)heir eC7ec)a)ion( are from )he com7an* )o ma;e )he a)mo(7here and clima)e
8o*fl.
.. Af)er e<er* 1% da*( one da* 2UN TRIP i( condc)ed (wi)hin %$">$ 5m() from
)he com7an*. 9lace( li;e ,((el world, 4ona<la, Ali!agh Beach, Ma)heran +ill
S)a)ion e)c where )he em7lo*ee can ha<e fn and relaC from )heir reglar wor;.
The de()ina)ion of )he fn )ri7 i( decided !* )he em7lo*ee )hem(el<e(. The
eC7en(e i( held !* )he com7an*.
&. ,<er* ,m7lo*ee i( gi<en a 4a7)o7, Mo!ile (-( %$$ card free e<er* mon)h) or
4andline 9hone free.
#. 3MY DAY45 ,<er* wee; )he em7lo*ee can ha<e . Qm* da*(R, i.e. for )wo da*( a
wee; )he* can ha<e )heir own )ime awa* from office af)er 1.&$ 7m.
%. Annual Da+ P The annal da* i( on .#
)h
dec. ,<er* em7lo*ee ge)( a gif)
<ocher, 4nch a) (ome good ho)el and a fn )or )o ,((el world or wa)er
5ingdom e)c.
?. Annall* )he* al(o ha<e in)erde7ar)men)al ma)che( li;e Cric;e) Ma)che(,
Volle*!all Ma)che( e)c )o im7ro<e )eam !ilding and feeling of !elongingne((.
>. Cul"u$eD 1n e<er* Indian fe()i<al )here:( a !ig cele!ra)ion.
%/
,CD 1n San; ran) )he* ha<e a 3B6ARTIYA 7E8AN4) The* fl* colorfl
;i)e( and ha<e com7e)i)ion !e)ween )he em7lo*ee(.
,CD 1n Diwali )he* en8o* (wee)( and crac;er( wi)h )radi)ional dre((e(.
@. ,m7lo*ee of )he wee;" A9ARDD
,<er* wee; one wor;er i( honored !a(ed on )he 7erformance of )he wor;er.
Thi( im7ro<e( )heir moral and encorage( )hem )o wor; hard for )he coming
wee;.
,<er* mon)h one em7lo*ee i( honored a( ,m7lo*ee of )he Mon)h

Annall* one em7lo*ee i( honored a( ,m7lo*ee of )he *ear.
/. Gar)erl* )he MD doe( 7erformance a77rai(al of e<er* 4IN, and chec;( which
line ha( achie<ed 7rodc)ion a( 7er eC7ec)a)ion or more )han )ha). All )he
mem!er( of )he line are gif)ed and )heir name( are di(7la*ed in )heir annal
magaBine. Thi( encorage( )he 4ine mem!er( )o wor; hard and efficien)l*.
1$. The com7an* 7ro<ide( )he facili)* of all indoor game( along wi)h a Swimming
7ool for )he refre(hmen) of )he em7lo*ee.
E?. Ta!le Tenni(, Che((, Badmin)on, Snoo;er, e)c.
?$
0.PR5
About the company
6i7ro B91 i( ni=el* 7o(i)ioned )o (er<ice c()omer re=iremen)( !*
le<eraging i)( )ene)( of =ali)* and inno<a)ion, )he !e() 7eo7le )alen), (elf
(()aining 7roce(( framewor; and domain ;nowledge.
The* offer c()omiBed (er<ice offering(N )ran(la)ing in)o )he mo() fleCi!le
and co() effec)i<e (er<ice( of )he highe() =ali)* for or c()omer(.
In .$$., 6i7ro )oo; a =an)m 8m7 in )he B91 (er<ice( !* ac=iring )he
)hen S7ec)ra mind.
6i7ro B91 Sol)ion( com7lemen)( )he (er<ice( offered !* 6i7ro
Technologie(, ma;ing i) one of )he large() B91 (er<ice 7la*er(.
6i)h o<er 1/,$$$ 7eo7le, o7era)ing o) of / differen) loca)ion( (India and
,a()ern ,ro7e),
6i7ro B91 al(o ha( dee7 eC7er)i(e in deli<ering 7roce(( (7ecific (ol)ion(
in area( li;e 0inance & Accon)ing, 9rocremen), +- Ser<ice(, 4o*al)*
Ser<ice( and 5nowledge Ser<ice(.
The Com7an* +ead=ar)er( are loca)ed in New Delhi, wi)h (iC ()a)e"of")he"
ar) facili)ie( in Mm!ai, 9ne, Chennai & 5ol;a)a and glo!al office( in 2S,
25 and Canada. 6i7ro B91 7ro<ide( a !road range of (er<ice( from
c()omer rela)ion(hi7 managemen), !ac; office )ran(ac)ion 7roce((ing )o
ind()r* (7ecific (ol)ion(.
?1
A+A4YS.S A+/ BR.E< ST;/Y 5< T6E ,5MPA+YA
/i))erent Types o) SerCices Bein' 5))ere( By
0.PR5 (bpo!
&. ,ustomer Support SerCices.
". Technical Support SerCices.
3. TelemarBetin' SerCices.
1. Employee .T 6elp%(esB SerCices.
2. .nsurance Processin'.
K. /ata Entry SerCices L /ata Processin' SerCices.
M. /ata ,onCersion SerCices.
=. Scannin'- 5,R with E(itin' N .n(e?in' SerCices.
$. BooB Keepin' an( Accountin' SerCices.
&#. <orm Processin' SerCicesA
&&. .nternet L 5nline L 0eb Research.
?.
0hy people leaCe the 0.PR5
1. No grow)h o77or)ni)*Klac; of 7romo)ion
.. 0or higher Salar*
&. 0or +igher edca)ion

#. Mi(gidance !* )he com7an*
%. 9olicie( and 7rocedre( are no) condci<e
?. No 7er(onal life
>. 9h*(ical ()rain(
@. 2nea(* rela)ion(hi7 wi)h 7eer( or manager(

?&
BE+E<.TS PR5./E/ BY T6E ,5MPA+Y
T5 RETA.+ .TS EMP45YEE
1. *roup Me(i%claim .nsurance SchemeA Thi( in(rance (cheme i( )o 7ro<ide
ade=a)e in(rance co<erage of em7lo*ee( for eC7en(e( rela)ed )o
ho(7i)aliBa)ion de )o illne((, di(ea(e or in8r* or 7regnanc* in ca(e of female
em7lo*ee( or (7o(e of male em7lo*ee(. All em7lo*ee( and )heir de7enden)
famil* mem!er( are eligi!le. De7enden) famil* mem!er( inclde (7o(e, non"
earning 7aren)( and children a!o<e )hree mon)h(
.. Personal Acci(ent .nsurance SchemeA Thi( (cheme i( )o 7ro<ide ade=a)e
in(rance co<erage for +o(7i)aliBa)ion eC7en(e( ari(ing o) of in8rie( (()ained
in an acciden). Thi( co<er( )o)al K 7ar)ial di(a!lemen) K dea)h de )o acciden) and
de )o acciden)(.
&. Subsi(iFe( <oo( an( TransportationA The organiBa)ion( 7ro<ide
)ran(7or)a)ion facili)* )o all )he em7lo*ee( from home )ill office a) (!(idiBed
ra)e(. The lnch 7ro<ided i( al(o (!(idiBed.
#. ,ompany 4ease( Accommo(ationA Some of )he com7anie( 7ro<ide( (hared
accommoda)ion for all )he o) ()a)ion em7lo*ee(, in fac) (ome of )he B91
com7anie( al(o nder)a;e( )o 7a* elec)rici)*Kwa)er !ill( a( well a( )he Socie)*
charge( for )he (hared accommoda)ion. The 7r7o(e i( )o 7ro<ide )o )he
em7lo*ee( )o lead a more comfor)a!le wor; life !alance.
%. Recreation- ,a)eteria- ATM an( ,oncier'e )acilitiesA The recrea)ion facili)ie(
inclde 7ool )a!le(, che(( )a!le( and coffee !ar(. Com7anie( al(o ha<e well
e=i77ed g*m(, 7er(onal )rainer( and (hower( a) facili)ie(.
?#
?. ,orporate ,re(it ,ar(A The main 7r7o(e of )he cor7ora)e credi) card i(
ena!le )he )imel* and efficien) 7a*men) of official eC7en(e( which )he
em7lo*ee( nder)a;e for 7r7o(e( (ch a( )ra<el rela)ed eC7en(e( li;e +o)el
!ill(, Air )ic;e)( e)c
>. ,ellular Phone L 4aptopA Celllar 7hone and K or 4a7)o7 are 7ro<ided )o )he
em7lo*ee( on )he !a(i( of !(ine(( need. The em7lo*ee i( re(7on(i!le for )he
main)enance and (afegarding of )he a((e).
@. Personal 6ealth ,are (Re'ular me(ical checB%ups!A Some of )he B91ES
7ro<ide( )he facili)* for eC)en(i<e heal)h chec;"7. 0or em7lo*ee( wi)h a!o<e #$
*ear( of age, )he medical chec;"7 can !e done once a *ear.
/. 4oansA Man* B91 com7anie( 7ro<ide loan facili)* on )hree differen) occa(ion(D
,m7lo*ee( are 7ro<ided wi)h financial a((i()ance in ca(e of a medical
emergenc*. ,m7lo*ee( are al(o 7ro<ided wi)h financial a((i()ance a) )he )ime of
)heir wedding. And, )he new recri)( are 7ro<ided wi)h in)ere() free loan( )o
a((i() )hem in )heir ini)ial (e))lemen) a) )he wor; loca)ion.
1$. E(ucational Bene)itsA Man* B91 com7anie( ha<e )hi( 7olic* )o de<elo7 )he
7er(onali)* and ;nowledge le<el of )heir em7lo*ee( and hence reim!r(e( )he
eC7en(e( incrred )oward( )i)ion fee(, eCamina)ion fee(, and 7rcha(e of !oo;(
(!8ec), for 7r(ing MBA, andKor o)her managemen) =alifica)ion a) IndiaE( )o7
mo() B(ine(( School(.
11. Per)ormance base( incentiCesA In man* B91 com7anie( )he* ha<e 7lan( for,
7erformance !a(ed incen)i<e (cheme. The 7arame)er( for calcla)ion are 7roce((
7erformance i.e. (7eed, accrac* and 7rodc)i<i)* of each 7roce((. The 9a* for
9erformance can !e a( mch a( ..I of )he (alar*.
1.. <le?i%timeA The main o!8ec)i<e of )he fleC)ime 7olic* i( )o 7ro<ide o77or)ni)*
)o em7lo*ee( )o wor; wi)h fleCi!le wor; (chedle( and (e) o) condi)ion( for
?%
a<ailing )hi( 7ro<i(ion. 0leCi!le wor; (chedle( are ini)ia)ed !* em7lo*ee( and
a77ro<ed !* managemen) )o mee) !(ine(( commi)men)( while (77or)ing
em7lo*ee 7er(onal life need( .The fac)or( on which 0leCi )ime i( allowed )o an
em7lo*ee incldeD Child or 9aren) care, +eal)h (i)a)ion, Ma)erni)*, 0ormal
edca)ion 7rogram
1&. <le?ible Salary Bene)itsA I)( main o!8ec)i<e i( )o 7ro<ide fleCi!ili)* )o )he
em7lo*ee( )o 7lan a )aC"effec)i<e com7en(a)ion ()rc)re !* !alancing )he
mon)hl* ne) income, *earl* !enefi)( and income )aC 7a*a!le. I) i( a77lica!le of
all )he em7lo*ee( of )he organiBa)ion. The Salar* con(i()( of Ba(ic, DA and
Con<e*ance Allowance. The 0leCi!le Benefi) 9lan con(i()( ofD +o(e -en)
Allowance, 4ea<e Tra<el A((i()ance, Medical -eim!r(emen), S7ecial
Allowance
1#. Re'ular *et to'ether an( other cultural pro'ramsA The com7anie( organiBe(
cl)ral 7rogram a( and when 7o((i!le !) mo() of )he )ime(, once in a =ar)er,
in which all )he em7lo*ee( are gi<en an o77or)ni)* )o di(7la* )heir )alen)( in
drama)ic(, (inging, ac)ing, dancing e)c. A7ar) from )ha) )he organiBa)ion( al(o
condc) <ario( (7or)( 7rogram( (ch a( Cric;e), foo)!all, e)c and reglarl* 7la*
ma)che( wi)h )he )eam( of o)her organiBa)ion( and college(.
1%. 0e((in' /ay *i)tA ,m7lo*ee i( gi<en a gif) <ocher of -(. .$$$K" )o -(.
>$$$K" !a(ed on )heir le<el in )he organiBa)ion.
5BSERAT.5+S A+/ <.+/.+*S 5< 0.PR5
6i7ro i( facing )he 7ro!lem of a))ri)ion !) )he 7ro!lem of a))ri)ion !ecame
(erio( from la() & *ear(. The organiBa)ion a))ri)ion ra)e i( 1%I
??
The rea(on( for a))ri)ion are com7e)i)or(, !e))er (alarie( 7ro<ided !* o)her
com7anie(.
The* do )he em7lo*ee (a)i(fac)ion (r<e*, )he* fond )ha) )heir em7lo*ee( are
ha77* wi)h )he com7an*.
The* co7e wi)h a))ri)ion !* 7ro<iding )raining, 7er(onal de<elo7men).
-eward & -ecogni)ion are or main re)en)ion ()ra)egie(
The com7an* (cce(( ra)e in re)aining em7lo*ee( i( good, i)( @$I
The +- (gge()ion( )o To7 Managemen) )o redce a))ri)ion are 3ood Training
Calendar, (alar* ri(e a( 7er mar;e) ()andard(, !e))er career grow)h, heal)h*
en<ironmen) a) wor; 7lace
The com7an* doe( no) face wi)h )he 7ro!lem of 7oachin, )he* ha<e 7olicie( )o
redce 7oaching
The com7an* mo)i<a)e )he em7lo*ee( wi)h conce7) of !e))er grow)h, 7er(onal
de<elo7men) )hrogh )raining
The me)hod of calcla)ing em7lo*ee )rno<er i( nm!er of )he em7lo*ee( in )he
!eginning of *earK no of em7lo*ee( in )he clo(ing *earU1$$
Af)er <ario( ini)ia)i<e( )ha) )he com7an* ha( (ed )he a))ri)ion ra)e ha( come
down.
There i( no (ch differen) (! de7) in +- for re)en)ion
Nigh) Shif) allowance(, con<e*ance allowance(, food co7on(, incen)i<e(.
Tran(7or)a)ion are )he em7lo*ee !enefi)( 7ro<ided !* )he com7an*.
?>
RE,5MME+/AT.5+
There cold !e a few recommenda)ion( )ha) )he co. (hold loo; 7on !) )he
ne<er)hele(( )he co. i( alread* in a good 7o(i)ion in re)aining )he em7lo*ee !) )here are
cer)ain 7oin)( which )he co. (hold la* more im7or)ance a( i) ma* hel7 )he co. )o (ol<e
cer)ain i((e( in f)re wi)h regard )o )he em7lo*ee(.
I wold recommend following 7oin)( )o re)ain em7lo*ee
The most important an( a must is the issue o) responsibilityAA
In )oda*:( com7e)i)i<e world each and e<er* em7lo*ee of an
organiBa)ion i( gi<en a lo) of re(7on(i!ili)* )o do (o )ha) each and e<er* em7lo*ee
con)ri!)e( )o )he =ali)* and 7rofi)( made !* )he organiBa)ion(. I) ma* affec) )heir
morale and demo)i<a)e )he em7lo*ee( !eca(e of a lo) of re(7on(i!ili)ie(. 1ne of )he
!e() wa*( )o handle )hi( 7ro!lem i( a mon)hl* or =ar)erl* chec;7 of )he wor; done
!* )he em7lo*ee(. No eCce(( wor; )o !e gi<en )o an em7lo*ee.
.mportance o) trainin'AA
The )raining and de<elo7men) gi<en )o )he wor;er( are gi<en ade=a)e im7or)ance
in )he organiBa)ion. The em7lo*ee( are reall* ha77* and (a)i(fied wi)h )he )raining
and de<elo7men) gi<en !* )he com7an*. The com7an* !elie<e(, Qi) i( a m() )o
realiBe )ha) )he eC7en(e( done on )raining and de<elo7men) wold indirec)l* (a<e
on )he organiBa)ion co() and hel7 )o re)ain )he 7eo7le in )he organiBa)ion.R
?@

9eo7le are )he mo() im7or)an) a(7ec)( of )he organiBa)ion. I) i( im7or)an)
)o ha<e a well defined re)en)ion 7olic* in 7lace, which can !e eCec)ed effec)i<el*
)o re)ain eCi()ing em7lo*ee who )end( )o lea<e )heir 8o!( de )o (ome nfair
7rac)ice(. I) i( no) onl* im7or)an) )o a))rac) )he candida)e !) a) )he (ame )ime )o
re)ain )hem.
6hen an organiBa)ion ha( a high em7lo*ee re)en)ion i) i( im7or)an) for )he )o7
managemen) )o immedia)el* nder()and and anal*Be )he ca(e( and de<i(e
()ra)egie( )o re)ain em7lo*ee(. ,m7lo*ee ()oc; owner(hi7 7lan( (,S19:() are al(o
(ed in (ome organiBa)ion for increa(ing em7lo*ee 7rodc)i<i)* and con)rolling
)rno<er. ,m7lo*ee re)en)ion )he !igge() challenge 7o(ing an* ind()r* or an*
(ec)or in )oda*:( Scenario. +iring and Training )he em7lo*ee )o ma)ch )he com7an*
()andard i( )ime con(ming and )a;e( 7ain. -e)aining )alen)ed em7lo*ee i( <er*
e((en)ial for )he grow)h of )he com7an*.
4o(( of hman a((e)(, lower 7rodc)i<i)*, and lower 7erformance le<el( are
)he nega)i<e re(l)( of high )rno<er. The managemen) m() 7ro<ide good re)en)ion
()ra)eg* )o im7ro<e hman a((e)(. Ca(h i( no) )he main fac)or )ha) ;ee7( em7lo*ee
in )heir crren) 8o! or a))rac)( )hem a wa* )o a new 8o!. The onl* Qin)angi!le a((e)R
fond )o 7redic) )he f)re financial 7erformance of a firm i( )he firm:( re)en)ion
ra)e for ;e* em7lo*ee(.
?/
B.B4.5*RAP6Y
000.RETE+T.5+.+A;KAR.6;B.,5M
000.6R05R4/.,5M
000.*55*4E.,5M
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