Problem Solving

Assessment
- NEIL ARMSTRONG - HUMAN RESOURCES
ne giant leap for mankind.”
RETAINING TALENTS
How do we retain the existing talent pool and
reduce attrition because of a lack of
competitive salary and how to ensure that
employees remain content within the
organisation without heading for early
departures?
RETAINING TALENTS
1. In our firm we do rewards and recognition i.e
performance related recognition that motivates
employees.
2. This helps us to identify the right person for next
level growth.
3. We do appraisals based on rewards and
performances.
4. We give opportunities for who works in a right
path.
5. This will gives confidence to our company
employees.
ALLOCATING RIGHT
What is better for an organization like us?
Hiring new resources or allocating the work to
an already competent resource within the
organisation?
ALLOCATING RIGHT
1. In our organization internal
promotion is higher than new
hires.
2. We recognize the employees who fit
for it.
3. This gives confidence to the
employees about next level growth.
EMPLOYEE ENGAGEMENT
Employees are often feeling overworked and
feel distracted. They do not take advantage of
all development opportunities available to
them. How do we drive a learning culture in
our organization?
EMPLOYEE ENGAGEMENT
1. We do have work flexibility to the employees.

2. In our organization we are concerned about

the work timings.

3. Which give a work life balance to the

employees.

4. We provide refreshment sessions and team

outings.
ATTRITION CONTROL
Employees who gain knowledge and training
with us, then use it to get a job elsewhere,
which leaves us to find and train someone else.
How do we retain up skilled workers?
ATTRITION CONTROL
1. We giving equal opportunities to everyone.

2. Employee will leave us due to lack of recognition

and pay benefits.

3. We will have one to one session with those

employees and explain about the growth
possibilities.
PERFORMANCE APPRAISALS
Experienced Employees often feel that they are
not valued in the organization by connecting
their growth to the salary increase. Do
experience have to guarantee salary increase?
How do we address in a growing organization
like ours where growth is happening with
investments?
PERFORMANCE APPRAISALS
1. In our organization we have annual
appraisals.

2. Which leads fair pay for everyone in our

system.

3. Our experienced employees will get better

growth level and salary hikes based on
their performance metrics.
REGULAR MEETS
Employees feel that management do not listen
to them and do not involve them in key
decisions. This often makes the employee not
emotionally connected with the organization.
What steps can be taken to improve in our
culture?
REGULAR MEETS
1. We have idea quest between all employees
for new launches.

2. We collect those and implement which is

top.

3. Employees feel that the organization giving

respects to their thoughts and ideas.
LEADERSHIP FINDINGS

Leadership Development is very critical for a

growing organization like ours. How do we
build leadership pipeline and strategies to
build leaders for our Organization?
LEADERSHIP FINDINGS
1. We do internal promotions for higher
profiles. if not, then we look for new
one.

2. Evaluating their performances in a

regular intervals.

3. We give proper trainings to them.

 f le cts yo u r
o te t ha t r e r
be s t qu l s te p fo
Your “I t’s on e s m al
.”
proa ch … m a n k in d
apARMSTRONG
- NEIL
n t le ap fo r
nemgiant
an, oleap
n e g ifor
a mankind.”