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Attrition Management High Engagement and Low Attrition

Attrition Management High Engagement and Low Attrition. Panel Discussion. Career Development: Tool for Employee Engagement. Dr. J.M.Franklin Vice President – Human Resources SRM Technologies Private Limited. Career Development.

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Attrition Management High Engagement and Low Attrition

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  1. Attrition ManagementHigh Engagement and Low Attrition Panel Discussion

  2. Career Development: Tool for Employee Engagement Dr. J.M.Franklin Vice President – Human Resources SRM Technologies Private Limited

  3. Career Development Development of individual employees over a reasonable service period to improve KSA and achieve individual and organizational goals. Steps • Career Awareness and Self Assessment • Identification of Individual & Organizational Goals and Congruence of Goals • Gap Analysis and Identification of KSAs to be acquired • Transparent, Time Bound and Employee Driven Career Planning • Execution, Evaluation and Refinement

  4. Career Development Components • Resources: Coaching, Mentoring, Counseling, Job Rotation/Enrichment/ Enlargement, Multiple Roles, Managers, Training Programs, Workshops, Info on Growth plans and possibilities, etc. • Expected Outcome: Accountability, Achievements (MBOs), Training Attended, Certification and Experience • Multiple Tracks, Succession Plan, Evaluation, Feedback and Refinement • Commitment, Support and Guidance from Managers

  5. Career Development Advantages • Opportunity for Self Appraisal; Guidance and Assistance from managers • Setting and meeting realistic individual and organizational goals • Feedback to improve KSA • Increases the level of attachment to job and organization • Job Satisfaction and Engagement • Distinct Career Tracks and Accelerated Promotion Cycles • Personalized Training schedules Continued…..

  6. Career Development • Authority and Incentives to Employees • Better RM, HRP and Internal Communication • Succession Plan to fill the senior positions in future • Retention and Transfer of Knowledge of Aging to G-Y workforce • Positive Employer Branding, Measurable Results • Win-Win deal for both Employer and Employees Summary • No CD - Loss of Best Talents; Increased cost of Hiring and Training; Decreased Productivity; Dissatisfied Client • Yes CD - High Engagement – High Retention and Attraction of Best Talents

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