Alok Patel - HR Head: Recruitment Solution

Alok Patel - HR Head: Recruitment Solution: Hi All,
As i am working as a Head -HR from last 4 years, i have seen that many companies are having problem with recruiting the right cand...

Alok Patel - HR Head: Employee Retention Strategies

Alok Patel - HR Head: Employee Retention Strategies: Five Strategies for Retaining Employees Retaining employees and developing a stable work force involves a two-step process -- understanding...

Employee Retention Strategies

Five Strategies for Retaining Employees

Retaining employees and developing a stable work force involves a two-step process -- understanding why employees leave in the first place, and developing and implementing strategies to get them to stay.

Employees leave jobs for five main reasons:

• Poor working conditions
• Lack of appreciation
• Lack of support
• Lack of opportunity for advancement
• Inadequate compensation 

Overcoming these reasons requires the implementation of five distinct categories of retention strategies:

• Environmental strategies create and maintain a workplace that attracts, retains and nourishes good people.

• Relationship strategies focus on how you treat your people and how they treat each other.

• Support strategies involve giving people the tools, equipment and information to get the job done.

• Growth strategies deal with personal and professional growth.

• Compensation strategies cover the broad spectrum of total compensation, not just base pay and salary. 

Top Tips for Retaining Employees

To retain their employees, companies should implement the following best practices:

• Hire right to begin with.
• Engage in longer orientations with new employees.
• Live the values.
• Use creative rewards and recognition.
• Create annual personal growth plans for each employee.
• Consider non-compete agreements.
• Recruiter-proof your company.
• Make it easy for people to get their jobs done.
• Do corporate succession planning.
• Conduct exit interviews with employees who resign. 

Retaining Key Employees

By focusing on key players who truly make or break your business, you can get the most leverage from your employee retention efforts. Retaining key employees requires a five-step process:

• Identify key employees and positions.
• Know what motivates your key employees on an individual level.
• Provide a deferred compensation plan.
• Monitor and manage key employee performance.
• Review key employees annually. 
• Using Benefits as an Employee Retention Tool
• Employee benefits provide a powerful tool for attracting and retaining top-notch employees. To design a retention-oriented benefits program, use the following steps:
• Create a benefits mission statement.
• Identify your audience and their specific benefits wants and needs.
• Define a benefits budget that fits within the financial constraints of the company.
• Give employees as much control as possible over their benefits.
• Communicate the plan. 
• Creative Rewards and Recognition
• Reward people for specific behaviors/results.
• Make your rewards program simple and easy to understand.
• Get employees involved in designing and running the program.

more at http://www.citehr.com/5632-employee-retention-strategies.html#ixzz1XF0ZV4xy

Recruitment Solution

Hi All,

As i am working as a Head -HR from last 4 years, i have seen that many companies are having problem with recruiting the right candidates. As per my experience with industry like construction, IT/Software, BPO/KPO and Hospitality and so on, saw a major challenge for recruiting right candidates in mean time. As we all following strategies based on given ideas or based on our knowledge but it will not give you the right direction to hire right candidates. furthermore, many times we are not meet with companies expectations or we can not understand companies job profile thus, recruiter have lack of information about the job profile which they are looking for. For that, recruiter have to understand the requirements and expectations of the companies and search for the candidates based on the requirements. Now, how can we search candidates, yes all of you may say that search from Portals, Advertisement, Reference and walk in candidates. but want to ask how many of you can able to find right candidates by portals that we can say "bank of the candidates." most of time when recruiters are looking for bulk hiring they are not looking at profile of candidates rather they are looking at some what knowledge about the job which required, that is works in some industry but not all. If you want to judge really well skills of candidates, than asked practical questions related to job profile or else tell them to give practical test rather looking at education and work experience. I have seen few candidates who have more than five years of experience but they can not perform well in their related field, where as just two years of experience one can perform best in same field where five years of candidates were working. so its all about practical skills, own decision, self confidence, creative mind and so on. Do not do only given task but show that you have a X skills in you so that will help you to generate good benefit with your companies.