EMPLOYEE RETENTION :

CHALLENGE TO INDIAN
ORGANIZATIONS

Prepared by:
ANJALI SAHU
PRATIK BAKSHI

SHRI SHANKARACHARYA INSTITITE OF TECH.&

MANAGEMENT
Understanding Attrition

LOSS OF
PERSONNEL
=
Gradual reduction
of workforce in
the organization.
COMPARISON

ATTRITIVE FACTORS
RETENTIVE FACTORS

 COMPLIANCE  BRAND IMAGE

 CONTROL  FAIR COMPENSATION
 UNEXCITING JOB  GOOD CULTURE
 DISCRIMINATION  EMPOWERMENT
 RIGID NORMS  HEALTHY
 ABRUPT CHANGES ENVIRONMENT
 TALENT UTILIZZATION
What is Employee Retention?

Employee retention is a process in which the

employees are encouraged to remain with
the organization for the maximum period of
time or until the completion of the project.
Why Retention Important?

 Cost of turnover
 Loss of company knowledge
 Turnover leads to more turnovers
 Goodwill of company
 KEY ASPECTS OF EMPLOYEE
RETENTION
 Human Resource Planning, Recruitment and
Selection;
 Optimal Human Resource Utilisation

 Quality of Work Life

 Compensation and benefits

 Employee Relations
Factors for Retention

Organizational
Environment Growth

Support Relationship
Why do employees leave Organization?

 Financial considerations
 Organisational Fit
 Work environment not conducive to growth
 Career development
 Lack of effective communication and ineffective
grievance procedures
 Resistance to change
4 W’s 1 H CONCEPT
=
Why an Employee leave an
Organization?
Strategies to be Adopted
Other KEY POINTS

 Right people at Right place

 Frequently Data Analysis
 Empower the employees.
 Denote employees as valuable asset
 Trust
 Proper training and coaching
Other Practices :

 Open communication
 Performance based payment
 Career development program
 Recreational facilities
 Gift at some occasions
CONCLUSION………
RETENTION : IS ABOUT

R - EMUNERATE COMPETITIVELY
E - NCOURAGEMENT AND EXPECTATIONS
T – RAINING AND DEVELOPMENT
A – NNUAL REVIEW CYCLES
I – INFORM AND INVOLVE
N - URTURE
THANK YOU FOR PATIENT
HEARING………………..