V Observation Method

V ttrition and its causes

V pindings

V Recommendations

V Solutions
V àefining attrition: " reduction in the number of
employees through retirement, resignation or
death"

V àefining ttrition rate: "the rate of shrinkage in

size or number"
V —mployee attrition has become quiet
common in the present day organizational
structures.
V —mployee turn over or what we most commonly
call as attrition can be attributed to several
reasons. It depends upon the organizational
climate, and as well as the employee
perceptions about the work place.
V punctional Turn Over
V àysfunctional Turn Over
V  turn over in which the poor performer of
organization leaves is called as the functional
turnover.
V punctional Turn Over can be beneficial for the
organization because if poor performer leaves the
organization will lead to organizational
effectiveness.
V These employees cannot make significant
contribution towards organizational development.
V  Turn over in which the good performer of the
organization leave is called dysfunctional
turnover.
V ëack of good compensation package
V ëack of motivation

V ëack of Team cohesiveness

V ëack of —mployee recogniszation

V ëack of —mployee —mpowerment

V ëack of Support prom Senior management

V ëack of Job —nrichment

V rareer development.
V Mentoring and counseling
V rompensation

V rareer and àevelopment

V Management support

V Retention Strategies
V Sharing the experience to their subordinates
V Guiding them to achieve their goal
V rompensation plays a major role in retaining
the work force
V If the employees are not paid well they will
leave the organization.
V Growth and development are integral part of an
individual career.
V If employees feel there is no scope for their
career development it leads to attrition.
V Providing appropriate training and development
opportunities is very essential.
V Support can be provided to the employees in
various ways. This can be in the form of
counseling and mentoring.
V Providing timely feedback.

V Providing Infrastructural pacilities.

V rreating an environment of trust and

openness.
V In the strategy formulation itself, the company
should plan its goals and objectives in such a
way, retention of the employees should be the
top priority
V To retain employees, intrinsic factors of
motivation such as recognition and
appreciation, employee empowerment are
important.
V In the strategic human resources management,
acquiring and retaining talent should be the top
priorities of any organization.
V Organizations that aim at growth and development, they
should focus on their human resources development,
they should motivate their employees and provide them
with good infrastructural facilities
V If the organization is successful in implementing these
measures, it will bring down the attrition rates and can
lead to organizational effectiveness.
˜