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INTERNATIONAL JOURNAL OF SCIENTIFIC DEVELOPMENT AND RESEARCH International Peer Reviewed & Refereed Journals, Open Access Journal ISSN Approved Journal No: 2455-2631 | Impact factor: 8.15 | ESTD Year: 2016 open access , Peer-reviewed, and Refereed Journals, Impact factor 8.15 |
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| Paper Title: | A Study on Influential factors for attrition of selected employees in Bangalore city |
| Authors Name: | USHA S P |
| Unique Id: | IJSDR1811040 |
| Published In: | Volume 3 Issue 11, November-2018 |
| Abstract: | In the globalized and liberalized business economy, every business is encountering stiff competition to meet the requirements of the profitable ways of Business. It appears that driving force towards the success of Business is delivery of high quality service. It is possible with “key Work Force” of the Organization. One of the crucial aspects of any Organization is its “Working Force”. This is the only element which appreciates as year passes on instead of depreciating (while all other elements like building, machinery depreciates) Success of an organization partially depends on managing Work force Retention or Retention of Key Workers”. Retention of workers simply does not happen just like that, we have to do something before employee leave the organization, because once they start leaving, it’s harder So employee retention strategies should be included in employer Game plan at the time of starting of the Organization itself. Generally if Unemployment rate is high in market, then company does not want to make retention policy as its management priority, instead of that It starts focusing on “costsaving” or “cost cutting” strategies by eliminating redundant jobs and setting higher expectations on presentemployees. Company expects its workers to work to fill gap or empty positions without new recruitment… it leads to the situation where workers start working with fear of losing jobs, it creates dilemma in workers mind, and they may feel “ Doing more work without extra compensation”. This feeling automatically results in “Less productivity” and Employee leaves organization once he gets better opportunity this can be termed as “Attrition” Attrition may refer to gradual reduction of size of the work force by not replacing the personnel through Retirement or Resignation. Actually it is predictable and controllable for some extent. Due to large number of changes made by management in the company, Attrition rate of the employees may Sky rocked. We can say that it is a process of weakening and gradually defeating an Enemy through constant attacks and continued pressure of attrition over a long period of time. The company will get in to a situation to hire the candidate from the similar position in other organization to save training cost or hire new candidate and give him training. Instead of this company can go for Job enlargement and try to make its existing employees to carry out the work with is more safe because we can get loyalty from our workers and can retain key workers. This strategy is less costly too if it is planned carefully, both employer and employees will be benefited. Money plays an important role but it is not ONLY reason for workers to commit soit’s time for the Organizations to think about “Innovative strategies to retain its work force. |
| Keywords: | attrition Unmarried Employees |
| Cite Article: | "A Study on Influential factors for attrition of selected employees in Bangalore city", International Journal of Science & Engineering Development Research (www.ijsdr.org), ISSN:2455-2631, Vol.3, Issue 11, page no.232 - 235, November-2018, Available :http://www.ijsdr.org/papers/IJSDR1811040.pdf |
| Downloads: | 000337066 |
| Publication Details: | Published Paper ID: IJSDR1811040 Registration ID:180800 Published In: Volume 3 Issue 11, November-2018 DOI (Digital Object Identifier): Page No: 232 - 235 Publisher: IJSDR | www.ijsdr.org ISSN Number: 2455-2631 |
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