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Project Presentation -2012 on

Role of HR in Managing Attrition


Submitted to Dr. Ajay Singh

Submitted by Group 6 Ashish Pahuja (WMP 7085) Avneet Kaur (WMP 7087) Nupur Mittal (WMP 7106) Rohit Sachdeva (WMP 7123) Sandeep Kaul (WMP 7124) Vishal (WMP 6060)
Indian Institute of Management Lucknow, Noida Campus

Contents
Definition Why Attrition Attrition in Different sectors Role of HR Retention Strategies Case Summary

What is attrition
The gradual reduction of a workforce by employees' leaving and not being replaced rather than by their being laid off.
Retirement Resignation Transfer Death

Reasons
Relationship with Supervisor Promised Role did not happen Personal Higher Studies Been here some time

Employee Engagement
Job Role

10
Com m unication

Engagement Areas

8 6 4 2

Em ployee Developm ent

Recognition

Work Relationships

Environm ent

Feedback & Evaluation

Learning

Industry Trends

Role of HR Policies in reducing Attrition


Regular training programs as also fast track programs. The former are more generic and need-based while the latter are comprehensive and equip employees with the right perspective, attitude and skills to move up to the next level. Conducting employee satisfaction surveys and using survey findings to draw HR policies that employees want. Holding of employee appreciation programs and felicitating employees for outstanding achievements. Supporting employees doing courses, despite knowing that the employee may move out of the industry on completing the course .More importantly offering flexibility of time to pursue the course. Giving extra break to employees who work continuously in night shift for five days.

Contd...
Compensating workers with wellness programs and stress busters. Aligning employees holidays with the clients holidays 360 degree appraisals Offering employees an opportunity to move across the organisation once they complete a given number of years of experience and if they are suitably qualified ex: ICICI Group. Common designations to all employees irrespective of the position they occupy in the organisational hierarchy. Being sensitive to diversity issues

Retention Strategies

To create a great work environment: Attend to concerns about the organizational culture (and the work group's micro culture). Cultivate friendly, supportive relations. Share information with employees about the company's strategic direction and plans. To create great jobs: Help employees clarify their core business interests, values, and skills and then either sculpt current roles so that they provide a better match, or support employees' search for a more appropriate position elsewhere in the company. Let people "stretch" and develop themselves professionally by taking on interesting challenges. Allow flexible work arrangements such as telecommuting and virtual teams.

To ask employees for feedback: Conduct "stay interviews," in which managers let people know how important they are to the company and ask what kinds of things will keep them. Solicit feedback on the work environment. Ask for feedback on your own supervisory skills.

Remunerate competitively Encouragement and expectations Training and development Annual review cycles Inform and involve Nurture

Conclusion
Studying Attrition in detail gives hard facts that can reinforce the idealism of Employee Engagement Implement-able practices and process for Employee engagement Layered Approach Fungibility