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Attrition In The Workplace

850 Words4 Pages

Bisht & Singh (2012), their studies tried to assess antecedents to attrition for employees with varying levels of experience in Indian software industry professionals. Their investigation reveals that employees with different experience have a significant difference in their thinking and the reason behind quitting a job varies from person to person. They suggested that standardized strategies cannot be used be used by companies to retain the employees with different experience. According to them Job availability in the market is one of the primary reasons for employees’ attrition. Career development and growth opportunities are also one of the factors to attract employees to other organizations. Remuneration, Career Change, Job stress leading …show more content…

The research was undertaken to assess the causes of attrition and its remedies in BPO companies. His studies reveals that the major reason for attrition in organizations is disliking the nature of work, lack of variety in the work, mismatch of interest, lack of opportunity, No transparent appraisal and promotion policies, Marriage, Family issues, Opportunities abroad, etc. According to him employees intend to consider another job mostly in 1-3 years. Career growth and compensation and supervision are the major factors for increasing employee turnover. He also suggested Employee Relationship Management (ERM) is the mantra and organization should follow to retain their …show more content…

In-group collectivism and performance orientation are the two organizational dimensions that effect the employee commitment. Poor employee commitment leads to poor loyalty and hence leads to attrition in the organization.
Arora, Ritu Gandhi & Anvesha(2015), through their study states that retention strategies not only revolves around creating a competitive compensation and benefits package, or instituting an employee appreciation and recognition program but also maintaining work-life balance, giving them suitable rewards and timely recognize their performance. Some organizations tries to retain their extraordinary employees by not just compensating them with the best package but also by other non-pecuniary factors. Work related benefits attract and retain talented and loyal

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