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Nitika singh(22)
Pallavi gupta(23)
Dhaval parmar(25)
Pradeep kumar(26)
Introduction
The study of organizational behavior relates to
the expected behavior of an individual in the
organization. No two individuals are likely to
behave in the same manner in a particular work
situation.
A very important aspect of an individual’s
behavior in an organization is “exit behavior” or
attrition.
Introduction
Exit Behavior or Attrition rate in turn affects
the organizational effectiveness.
The success of any business has significantly
become people dependent and employee
attrition is the biggest challenge that is
impacting organizations across Indian
industries.
Attrition stats……..
Employee attrition is about 20-30 per cent
across industries (Source – CII)
Average Attrition Rate in BPO sector is
hovering around 35% in FY 2007
Average Attrition Rate in BFSI sector rose
from 32% in FY 2006 to 44% in FY 2007
Financial Reasons
Other Reasons
Reasons for Attrition
Others, 10%
Satisfaction, Higher
35% Packages, 55%
ATTRITION RATES
Attritionrates
Global
Average, 25%
USA, 32%
India, 10%
I.IBM I.Microsoft
II.Accenture II.EDS
III.Wipro III.HP
IV.Intel IV.TCS
V.CTS V.Google and Yahoo
Impact of Attrition
Attrition normally brings decreased productivity.
People leave causing others to work harder.
This contributes to more attrition, which contributes to
increasing costs, lower revenue.
This often forces additional cost reductions and
austerity measures on an organization.
This in turn makes working more difficult, causing the
best performers with the most external opportunities,
to leave.
Direct impact
A high attrition indicates the failure on the
company’s ability to set effective HR priorities.
Clients and business get affected and the
company’s internal strengths and weaknesses
get highlighted.
New hires need to be constantly added,
further costs in training them, getting them
aligned to the company culture.
Indirect impact
Difficulty in the company in retaining
remaining employees .
Problem for the company in attracting
potential employees.
Typically, high attrition also leads to a chronic
or systemic cycle—attrition brings decreased
productivity, people leave causing others to
work harder and this contributes to more
attrition.
www.naukarihub.com
Reducing attrition
Training and Development
Employees should be given adequate training
regarding new technology domain behavior skills
and succession plans.
This will improve their efficiency in their respective
fields as well as provide an opportunity for the
advancement within an organization.
Analyze Employee Background
Developing a synergy between the work and the
employee’s innate talents will help to bring down
the attrition rates.
Reducing
Feedback
attrition
Learning what employees want in their workplace
allows employers to cater to these needs, creating a
more productive work environment.
In addition exit interviews should allow managers to
understand why employees are leaving that these
shortcomings can be remedied.
Motivation
Positive reinforcement including compliments and
rewards for exemplary work, encourage employees to
reach their potential.
Pay and Benefits
Providing employees with adequate salary extra perks,
incentives and insurance will encourage them to
continue with their current job.
Singapore Airlines : A
Case
Selection And Training
Overview
Selection Phase
2 – 4 Months
Training Phase
2.3 – 4 Years
Attributes
Attrition
– Reserved behaviour
– Lack of group participation
– Stuck in the First Officer Mode
– Wrong perception of command
role
– Looking for fixed templates
– Low profile
– Underdeveloped handling skills
– Technical grounding
– Composure
Desired Qualities