It can Location constraint,Salary Constraint,Personal Problems(Problem in the Family),Work culture,Company Policies etc.
From India, Bangalore
From India, Bangalore
Hi my Boss Ask Me to submit the Domestic Outbond call Center Payout Format Per siter Any one help me out
From India, Pune
From India, Pune
it has been seen that usually people leave their bosses and not the organization so please interview the bosses when the employees leave.
From India, Mumbai
From India, Mumbai
placement jobs are very routine. MBAs think that they spoil their future if they stick around long in a placement agency. Yat some experience is useful for getting talent aquisition jobs in corporates. So, they will surely leave after some time. What is the solution?
Hire ex-HR professional ladies who have had to quit job due to marriage and children.Or, hire plain graduates and train them
From India, New Delhi
Hire ex-HR professional ladies who have had to quit job due to marriage and children.Or, hire plain graduates and train them
From India, New Delhi
hi, following are my beliefs for the issues faced by u.
1) freshly passedout candidates dont intend to be idle to get their ideal job.. so they just get in to any kind of related job so that they get some idea about one particular field like recruitment.
2) being employed, they look for other desired openings
3) salary is again one more issue
4) the targets and the pressure they may have to face
From India, Bangalore
1) freshly passedout candidates dont intend to be idle to get their ideal job.. so they just get in to any kind of related job so that they get some idea about one particular field like recruitment.
2) being employed, they look for other desired openings
3) salary is again one more issue
4) the targets and the pressure they may have to face
From India, Bangalore
I am agree with jyoti. I thing you must take exit interview before candidate leaving so you will get an idea why manpower turnover is high and do accordingly.
From India, Bangalore
From India, Bangalore
Dear Friend,
I dont agree with a one year bond /agreement and all. If you put an agreement that will give a sychological impact that they will not give their full productivity,loss of interest and finally they will wait for the tenure completion then they will switch over.
I think this is not the right solution.Moreover the problem I think it is lying on the recruitment and selection part.You have to select a right person with a good pay,proper training frequent motivation,appraisal and proper direction that is leadership etc.,
I think this may be a solution, this is what I'm doing here in my place.
-sekar krishnamoorthy
(Executive HR T&D -GKNMH)
From India, Madras
23I dont agree with a one year bond /agreement and all. If you put an agreement that will give a sychological impact that they will not give their full productivity,loss of interest and finally they will wait for the tenure completion then they will switch over.
I think this is not the right solution.Moreover the problem I think it is lying on the recruitment and selection part.You have to select a right person with a good pay,proper training frequent motivation,appraisal and proper direction that is leadership etc.,
I think this may be a solution, this is what I'm doing here in my place.
-sekar krishnamoorthy
(Executive HR T&D -GKNMH)
From India, Madras
Hi,
Exit Interview are the best options to identify the cause for resignation.
I had made some analysis with the help of some of my HR collegues in other Companies too.
I attached it for your reference.
Thanks & Regards,
Jaheer Ismail
From United States, Moline
Exit Interview are the best options to identify the cause for resignation.
I had made some analysis with the help of some of my HR collegues in other Companies too.
I attached it for your reference.
Thanks & Regards,
Jaheer Ismail
From United States, Moline
Dear Perfect,
If you really want a solution then you have to be very transparent at the induction stage. Before that the interview panel has to be very clear about the job profile and match the same very deliberately. Bonds will not be a good idea.
The placement agency has to really put his/her heart and soul. Just matching profiles will not do.
I also recomend a orientation course/capsule before the final offer. I say this because this is being faced by many organisations, retention is low. One has to really research into this to find where exactly the problem lies. Take it seriously and it can be solved
From India, Nasik
If you really want a solution then you have to be very transparent at the induction stage. Before that the interview panel has to be very clear about the job profile and match the same very deliberately. Bonds will not be a good idea.
The placement agency has to really put his/her heart and soul. Just matching profiles will not do.
I also recomend a orientation course/capsule before the final offer. I say this because this is being faced by many organisations, retention is low. One has to really research into this to find where exactly the problem lies. Take it seriously and it can be solved
From India, Nasik
Hello,
You are running a placement consultancy. Following may be the reason:-
1.You are taking fresh MBAs and gives training, one thing comes in mind that the person who had done MBAs is he really intrested in doing recruitment process for another company?
2.As person just completed MBAs, he/she is in need of job, so whatever comes first they try to grab.
3. As a placement consultancy, while screening the candidate they get acquainted with types of candidate. So they may think other way round.
In our company, we give brief intro about our organisation. Ask about his/her choice of career, the reason -education which persued and opted for this job. This gives us the normally true picture about candidate.
In my opinoin, following I suggest.
1. Ask candidate why is opting a career as recruiter.
2. Reason for opting MBA in HR if is from technical or science back-ground.
3. Having interest or liking doesnt meant that he/she may be serious in doing this
particular by choice.
4. Ask the goal of life though is premature state of question for fresher but by this
his/her firmness on his/her career option can be adjudged.
Regards,
Rahul R Khodke
09869415332
From India, Pune
You are running a placement consultancy. Following may be the reason:-
1.You are taking fresh MBAs and gives training, one thing comes in mind that the person who had done MBAs is he really intrested in doing recruitment process for another company?
2.As person just completed MBAs, he/she is in need of job, so whatever comes first they try to grab.
3. As a placement consultancy, while screening the candidate they get acquainted with types of candidate. So they may think other way round.
In our company, we give brief intro about our organisation. Ask about his/her choice of career, the reason -education which persued and opted for this job. This gives us the normally true picture about candidate.
In my opinoin, following I suggest.
1. Ask candidate why is opting a career as recruiter.
2. Reason for opting MBA in HR if is from technical or science back-ground.
3. Having interest or liking doesnt meant that he/she may be serious in doing this
particular by choice.
4. Ask the goal of life though is premature state of question for fresher but by this
his/her firmness on his/her career option can be adjudged.
Regards,
Rahul R Khodke
09869415332
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
The.7.Hidden.Re asons.Employees .Leave.pdf
People Manager Job Description Template.doc