Recommendations For RETENTION

RECRUITMENT PROCEDURE

- To make reference checks mandatory as soon as approval of the shortlisted candidate

is received.

INDUCTION PROCEDURE

The new joinee should be made to go through a Familiarization/ Orientation

Programme to ensure that there is vision, mission and goal congruence for the
organization and the new candidate.Initiating a strong bond with the employee at the
beginning ensures longer attachment and commitment.
Familiarisation Programme should include introduction to
1. Organisational History and Vision
2. Company’s Objectives, Mission and past performance
3. Department’s Targets and Goals
4. Goal Congruence of the organization and the new joinee
5. Reporting Hierarchy
6. Job Clarity i.e. Job Description and Key Responsibility Areas
7. Remuneration breakup (CTC Plan) and Incentives
8. Performance measures used by the organization
9. What importance does the new joinee’s contribution hold to the organization and
how it fits into the processes.

MOTIVATION

Motivation is required at all times. It is a prerequisite for the workforce of an

organization for better performance each time. Motivation tackles all major issues of the
workforce.
- Loyalty Bonus should be introduced as a policy for long serving employees
Paid family vacation of 3-5 days for employees who have completed 8 years in the
organization.

WORK-LIFE BALANCE

Though Flexitime benefit ensures work-life balance and conducive work culture it is
often misunderstood by employees as “time off” and much productive work hours are
lost. This problem can be resolved by making strict policies and effectively
communicating the same.
REWARDS AND RECOGNITION

Employees need not necessarily be given a salary hike or monetary benefit as reward for
his performance or recognition for contribution. Other ways of tackling this are :

JOB ENRICHMENT

- To introduce techniques like Thomas Profiling, 16PF Tests as tools for Compentency
Mapping and Trait Profiling and posting the right person at the right place with a right
package.

SKILL ENHANCEMENT

Skill Enhancement through training programmes this will enhance productivity and
address issues like stagnancy and monotony in job and help in retaining employees.
Six Sigma at the Executive Level.
Technical training to tackle upgradation of technology.

GRIEVANCE SETTLEMENT

- To enable transfers as and when requested to ensure that the employee is contended
and gives maximum output.

EXIT INTERVIEWS

- Take exit interviews seriously and use it to analyse the cause of attrition.
- To try and negotiate with the critical and key employees who wish to leave.
- Ensure that atleast one member of the HR Team is present at the time of Exit Interview.