30th august- lata

8/7/2019 30th august- lata

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Attrition: CorporateAttrition: CorporateNightmare or CompetitiveNightmare or Competitive

EdgeEdge

Lata SinghLata Singh


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Latest practice by theLatest practice by the

CorporateCorporate


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Good place to workGood place to workmeans?means?

R eal World of theR eal World of theworkplace?workplace?


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Wh at is Attrition?Wh at is Attrition?

A decrease in the number of A decrease in the number of employees through retirement,employees through retirement,

resignation or death.resignation or death.

A ttrition =(No. of employees who leftA ttrition =(No. of employees who leftin the year / average employees in thein the year / average employees in the

year) x 100year) x 100


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Attrition: Competitive edgeAttrition: Competitive edge

Most critical resource of a company-Human Beings

People do not leave jobs, they leavebosses.M ostly they remain in the same industry,Why so???????????A nswer- fulfillment of their needs in thecompetitive environment


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Competitive environmentCompetitive environment

Changes in SocioChanges in Socio- -cultural environmentcultural environmentTechnological A dvancementTechnological A dvancement

Global factorsGlobal factors


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Losses due to AttritionLosses due to Attrition

R ecruitment costR ecruitment costTraining & development costTraining & development cost

Low Productivity costLow Productivity costA dministration costA dministration cost


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P ositives of AttritionP ositives of AttritionE xcessive M anpower CostE xcessive M anpower CostSeparation from poorSeparation from poor

performersperformersChances of new thoughtsChances of new thoughtsR ewarding the share of poorR ewarding the share of poor

performers.performers.


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Aspects of AttritionAspects of Attrition

Pull attritionPull attrition-- A ttractive opportunityA ttractive opportunity

Push attritionPush attrition-- workplace issuesworkplace issues-- cultural issuescultural issues-- A mbianceA mbiance-- environmentenvironment


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Why people leave- P us h Factors

Lack of CompensationLack of CompensationLack of Growth OpportunitiesLack of Growth Opportunities

Lack of SupportLack of SupportPoor R elationshipPoor R elationshipPoor E nvironmentPoor E nvironment


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Attrition in FMCGAttrition in FMCG


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Attrition in ITE S CompaniesAttrition in ITE S Companies


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S ome ot her Reasons be h ind?S ome ot her Reasons be h ind?

Better R emunerationBetter R emunerationM ismatch of E xpectationsM ismatch of E xpectationsGrowth OpportunitiesGrowth Opportunities

Higher StudiesHigher StudiesWorking Hours _ Long/ OddWorking Hours _ Long/ OddFamily CommitmentsFamily Commitments


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H ow to deal wit h it?H ow to deal wit h it?Nothing SpecialNothing Special- - R outine Process & R outine Process & should be Controllableshould be ControllableFeedback from E xit InterviewsFeedback from E xit Interviews focusfocuswhy &when employees started thinkingwhy &when employees started thinkingabout a changeabout a changeFeedback from employee SatisfactionFeedback from employee SatisfactionSurveysSurveys

implementation of Work Life Balanceimplementation of Work Life BalanceR outine CommunicationR outine Communication

Transparent work cultureTransparent work culture FairFair

TreatmentTreatment


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S ome ot her P racticesS ome ot her P ractices

1.1. Procter and Gamble IndiaProcter and Gamble IndiaE arly responsibilities in careerE arly responsibilities in careerFlexible and transparentFlexible and transparent

organizational cultureorganizational cultureGlobal opportunities through aGlobal opportunities through avariety of exposure and diversevariety of exposure and diverse

experiencesexperiencesPerformance R ecognitionPerformance R ecognition


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2 . NT P C2 . NT P C

Learning and growth opportunitiesLearning and growth opportunitiesCompetitive rewardsCompetitive rewardsOpportunity to grow, learn andOpportunity to grow, learn and

implementimplementStrong social security and employeeStrong social security and employee

welfare performancewelfare performance- - oriented cultureoriented culture


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3 . Tata S teel3 . Tata S teel

Organization cultureOrganization cultureJob stabilityJob stability

Freedom to work andFreedom to work andinnovateinnovate


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4 . Indian Oil Corporation4 . Indian Oil Corporation

Company brand imageCompany brand imageWork ethicsWork ethics

Learning and growth opportunitiesLearning and growth opportunitiesChallenging work assignmentsChallenging work assignmentsGrowing organizationGrowing organization


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5 . TC S5 . TC S

The group brand equityThe group brand equityStrong corporate governance andStrong corporate governance and

citizenshipcitizenshipCommitment to learning andCommitment to learning and

developmentdevelopmentBest in people practicesBest in people practicesChallenging assignmentsChallenging assignmentsOpportunity to work with fortune 500Opportunity to work with fortune 500

clientsclients


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6 . WIP RO6 . WIP ROCompanys brand as an employerCompanys brand as an employerE arly opportunities for growthE arly opportunities for growthHigh degree of autonomyHigh degree of autonomyValue compatibilityValue compatibilityInnovative people programInnovative people program


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. axo m ne onsumer . axo m ne onsumer H ealt hcareH ealt hcare

PerformancePerformance- -driven R ewardsdriven R ewardsIts belief in Growing our own timber Its belief in Growing our own timber Comprehensive development and learningComprehensive development and learning

programsprogramsFlat organization, where performance couldFlat organization, where performance could

lead to very quick progressionlead to very quick progressionChallenging work contextChallenging work contextCompetitive rewardsCompetitive rewardsE xhaustive induction and orientationE xhaustive induction and orientation

programprogram


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Thank you.Thank you...

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30th august- lata