There are many employee related issues in an organization. The employee related issues can be either internal or external. When it comes to internal issues, employee attrition is a key issue among all the internal employee related issues. Employee Attrition is nothing but the gradual reduction of number of employment in an organization basically form resignation, death or retirement. Any trained and experienced employees leave the organization for the any of the above mentioned reasons, it creates an empty space in the work place also there will a vacuum occurs in that scenario.(Guru, Sarojini and Vetrivel, 2018). It shows that there will be a grater loss and have a gap which will lead to face huge difficulties to fill the gap by the HRM. Today, the modern HRM focus on the strategies to reduce these kind of issues in an organization (Pradip, Saket and Jagathees, 2016).
As per the conclusion of Gayatri (2013), employee attrition is inevitable. It can be always controlled and minimized. Effective leadership and HRM to a great extent is must in order to minimize the employee attrition in an organization.
As per the conclusion of Gayatri (2013), employee attrition is inevitable. It can be always controlled and minimized. Effective leadership and HRM to a great extent is must in order to minimize the employee attrition in an organization.
Reference
Gayatri, N. (2013) Employee Attrition. International Monthly Refereed Journal of Research in Management and Technology, 2(1), pp. 57-58.
Guru,V.S., Sarojini, V and Vetrivel, S. (2018) Employee Attrition and Employee Retention Challenges and Suggestions. International Conference on Economic Transformation with inclusive growth, pp. 13-15.
Pradip,K.T., Saket, R and Jagathees,A. (2016) Employee Attrition and Strategic Retention Challenges in Indian Manufacturing Industries. International Journal of Business and Management Research, 7 (8), p.259.
Pradip,K.T., Saket, R and Jagathees,A. (2016) Employee Attrition and Strategic Retention Challenges in Indian Manufacturing Industries. International Journal of Business and Management Research, 7 (8), p.259.
In the matter of Employee Attrition the organization must mainly concentrate about the voluntary turnover than the involuntary turnover as it is within their control. The employees who perform well are clever enough to find out more outside opportunities than poor performers so the possibility of their leaving is very high (Trevor, 2001).
ReplyDeleteSo Human resource managers should be clever enough to take the preventing actions once get the sign of starting good performers disengage with the work and the organization due to disappointment of possible negative circumstances (Branham, 2005).
References:
Branham, L. (2005) The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it’s too late. Sound view Executive Book Summaries, 27(6), pp.1-8.
Trevor, C.O. ((2001) Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management journal, Vol 44, pp.621-638.
Basically understanding about organizational objectives and staffing needs are essential. The factors are strongly influenced to the achievement of organizational goals, objectives and strategies are people skills, the change of culture and the introduction of new technologies. This is useful for Human Resources professionals to understand about people and skills needed to support the organizational strategies and must disclose the capabilities and limitations of their staff which impact to the organization’s strategic plans. (Quinn Mills, 1983)
ReplyDeleteQuinn Mills, D (1983) Planning with people in mind, Harvard Business Review, pp 97–105
Negative PR is one of the most challenging issue to employee retention. conducting an audit by looking at every website and job forum for both positive and negative reviews about your organization. In addition, interview employees to find out their perception of the workplace and culture. You can also consider committing a dedicated resource, whether person or department, to collaborate with the talent and marketing departments and foster a positive work experience (Finnegan, 2011).
ReplyDeleteReference:
Finnegan, R. (2011). Rethinking Retention in Good Times and Bad. New York: Nicholas Brealey Publishing.
Thanks everyone for your valuable comments.
ReplyDeleteOffering reasonable wages to employees will motivate them to do better and retain in the organization. it is important to provide proper training for the team leaders managers so they can build strong communication link between management and employees.
ReplyDeleteEDUCBA. (2019). 9 Best Ways To Control the Employee Attrition-Important Tips. [online] Available at: https://www.educba.com/employee-attrition/ [Accessed 2 May 2019].