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Attrition Management - High Engagement and Low Attrition

Attrition Management - High Engagement and Low Attrition. Panel Discussion. A Practitioner’s View. Kamna Prasad Head- Human Resources CRISIL Global Research & Analytics. The External Reality. Attrition is here to stay in India Skewed Talent Situations High Demand Poor Supply

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Attrition Management - High Engagement and Low Attrition

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  1. Attrition Management- High Engagement and Low Attrition Panel Discussion

  2. A Practitioner’s View Kamna Prasad Head- Human Resources CRISIL Global Research & Analytics

  3. The External Reality • Attrition is here to stay in India • Skewed Talent Situations • High Demand • Poor Supply • “50% of corporate India is thinking of changing their job” • Lure of 30% more in salaries • You have good people? Tough luck- they will be hired by someone else soon!

  4. “Oh! The Market” Syndrome

  5. What is Engagement? • The Westminster’s Modern HR dictionary defines Employee Engagement as “An overused, misused and abused HR term used frequently by HR business partners who are “strategic partners for business leaders” • Just Kidding.. • Engagement is the willingness of an employee to come into office each day and do good work

  6. What HR needs to realise… • Attrition is an Outcome, Not an Event • Push and Pull Factors: • Stop blaming it on the market alone • Focus on the fundamentals- what keeps a person engaged • Believe in yourself • Lead by example: See people as people, not resource • Believe that retention Initiatives do help in reducing attrition, but not the song and dance type stuff • Work on the Culture

  7. How can HR help- Just HEAR! • Help Line Managers • Most of them need support in dealing with people and they may not realise it • Engage with Employees, esp new hires • Anticipate Attrition- Early warning system • Respect Employees and their views

  8. Is this what your managers do to your people? Oh! The Market….

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