I have encountered many people who have said HR is the most stress free job you do!!! Is it??? This is a misconception which non HR profile people have they feel that HR profile is all about organizing fun activities or making salary.

HR concepts has changed now and HR KRA’s has different aspects and expectations, now HR all activities are directly linked with ROI (Return Of Investment). New HRBP (Human Resource Business Partner) role has been introduced few years back and mostly all competitive companies these days following this concept.

So, is it possible to reduce Attrition Analytically? The answer is Yes! It’s all about analysis and predictions. Especially in today’s time when there are so many competitors that are accessible to employees. Culture plays a very imperative role in Attrition, whenever you do the detailed Attrition Analysis, statistics show that the major attrition is in the tenure of 0-6 months. The reason behind employees leaving jobs so early is most of the time not able to adjust to the company culture, manager’s non-supportive behavior, or employee benefits.

Whenever you are working on Attrition Analysis you have to look after all the aspects that impacts employee to leave the job like diversity, biasness, employee growth, salary hikes, marital status, maternity, work life balance or many more. Now the question is, can we control Attrition??? Yes! How??? Lets discuss…

Major points which could help a organization to reduce the Attrition are:

1. Employee Career Development – The best way to satisfy employees is to recognize the potential employees and create a career development path for them. That is the best motivation booster and example to present for new-comers or others.
2. Work-Life Balance – These days companies are maintaining the culture of “Work-life Balance” because its a two-way street if employees have the responsibility finish the deadline and customer expectation on an assigned time then the organization is also obliged to maintain the environment where if employee is done with work so he is free to manage his day. That’s the reason most of the companies have flexible timing and work from home facilities to give the ease and comfort of working.
3. Skill Development: Employees are always keen to learn new and upgrade their knowledge and when their company thinks about their upgradation and sponsor the training and certifications for their knowledge that makes employees happy and satisfied. This could be also treated as a financial reward for employee motivation.
4. Equality: If the workplace has a culture of equal respect employees feel safe. This makes a huge difference in the company culture and environment, everyone has respect for each other and that makes employees comfortable in sharing their experience which triggers them to look for a change.
5. Employee Benefit Programs: If an employee gets perks along with their salary that is something added benefit employees get and always boost their morale in terms of employee benefit perception.

Let’s try our best to retain our best-skilled employees as an asset and keep on exploring more with the new programs & techniques.