http://www.scribd.

com/doc/22467593/MRIDULA-retention-of-Employees

TALENT ACQUISTION, ENGAGEMENT AND RETENTION CONCLAVE – FROM NHRD

Background

Sustainable organization excellence is achieved through identifying, selecting and cultivating employees who have demonstrated superior
performance, who inspire others to achieve superior performance and, who embody the core competencies of the organization and also
through attracting, developing and positioning highly qualified successors for key positions.

The research conducted on excellent organizations revealed that the infrastructure of human resources systems and processes for the
successful organizations is a coherent mosaic of connected, complete, and consistent assessment, planning and development tools and,
methods. This means that performance appraisal, assessment of potential, competency evaluation, career planning, training & development,
selection and, compensation must be linked and act in cohesion.

“Companies must therefore make talent management a top priority - create and continuously refine their employee value proposition, and
source and develop talent systematically”

Session on HR Technology and Social Media @ Work: A Way to Talent Management

Social Networks and Talent Acquisition explores how sourcing quality talent continues to gain importance. The pressures of a growing, global
economy and fears of a dwindling talent supply due to demographic shifts and the dynamics of skills shortages are prominent amongst the
concerns of organizations worldwide. Today, technology developments coupled with the need to achieve the next level of talent management
results are combined to create a new opportunity; the ability to participate in and benefit from a talent community.

Session on Talent Management Best Practices: Learning from the best

We live in an information economy powered by the human capacity to create value. Talent is the fuel of the human capital engine. With
effective talent management, the human capital engine can deliver the right talent at the right time. There has always been a hunger in
companies to benchmark their practices with other organizations and learn from each other’s experiences. There have been numerous
examples of organizations that have successfully implemented best in class Talent Management practices. There is need to learn from each
other and contribute to larger purpose of talent development.

  Session on The Talent Edge: A Strategic Approach to Talent Acquisition

Hiring system integrates an organization’s core values and long term vision with the job actions needed to achieve business objectives.
Traditional markets are being redefined; new economies are rapidly developing, and technology and new trade agreements are leveling the
playing field globally. In this context, the need for attracting skilled and competitive talent is ongoing.

Session on Employee Engagement: A Road Map for Optimizing Performance, and Driving Commitment

There is growing recognition that business and industry is facing a shortage of skilled employees at many levels of the labor market. Hence the
engagement of existing talent assumes greater importance. Engagement happens when individual and organizational goals coincide. People are
more productive and less likely to look for that next job if they are engaged—if they enjoy and believe in what they do, and feel valued for
doing it.

Session on Compensation & Benefit Practices- Creating real competitive advantage

An effective employee compensation and benefit program can lead to creation of competitive advantage that is hard to replicate.
Compensation and benefit program should provide the employee with timely, important, and relevant information which drives equity and
fairness perception in the organization. It can improve employee morale, retain existing employees, aid in acquiring new employees, and can be
a true "value-add" to an organization.

now you can start with a questionnaire including

if the company has a retention policy or not,

how much is the attrition,

is exit interview conducted,

what do they offer to a leaving employee,

what do they do to retain the employees etc etc.

Employee Retention Plan Questionnaire

The following questionnaire was prepared to conduct a survey in the company.

1. How is your relationship with the Reporting manager?
A) Excellent B) Very good C) Good D) Poor E) Worst
2. Do you have Rewards and recognition on your achievements?
· Yes ( )
· No ( )
Please specify the reason….
3. Is it important that appreciation for your work by your coworkers and supervisors?
· Yes ( )
· No ( )
Please specify the reason….
4. Are the Facilities provided by the organization good (cafeteria, transport and other corporate
services)?
· Yes ( )
· No ( )
Please specify the reason….
5. How do you rate the infrastructure and equipment provided?
A) Excellent B) Very good C) Good D) Poor E) Worst
Ans:
6. Does the retention bonus have any impact on the motivation levels and performances of an
associate?
· Yes ( ) No ( ) Please specify the reason….
7. Does Fun at work have any impact on Motivation levels of employees?
· Yes ( )
· No ( )
Please specify the reason….
8. Do you have an opportunity to share your ideas at work?
· Yes ( )
· No ( )
Please specify the reason….
9. Do you have any training programs conducted?
· Yes ( )
· No ( )
Mention the training program attended….
10. If you want to leave the organization, what would be the reason?
a. Marriage ( )
b. Team fitment ( )
c. Career opportunity ( )
d. Others ( )
If others, please specify……
11. Do you feel that the company provides opportunities for your growth and development?
· Yes ( )
· No ( )
Please specify the reason….
12. Did any company policies or procedures (or any other obstacles) make your job more
difficult?
· Yes ( )
· No ( )
Please specify the reason….
15. Mention the reasons, how can an organization have a maximum utilization of the potential
skills of their resource?

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frame Questions based on following points..
Overall satisfaction

 Work environment
 Supervisor relations
 Training
 Pay and benefits
 Work environment
 Communication
 Relations with Supervisor
 Equal Opportunities and Fair Treatment
 Health and Safety
 Job Satisfaction
 Co-operation of workers/supervisors/management
 Skills enhancement opportunities

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Some more Questionnaire

What could be the company have done differently that could have caused you to stay with the
company?
If No, Then ask for that
How u compare your job with your co-workers??
How u describe your relationship with your immediate manager?
How u describe the importance of your job in this organization?
At what extent other company treat your job as important?
Are there any change led u to change your decision to resign.
What were some of the frustrations you experienced in the performance and execution of
Your job responsibility?
Are there any changes that led u to change your decision to resign?
Do any training help u?
Do you face conflicts on daily basis with the employee motivation technique you are using?
What are the motivation programme you are using in your company to retain the employee?
Whether the Team Leader,supervisor or manager looking for motivating and retaining
employee ?
Are they trained for this?
If No,then what type of training they need to motivate their team members?
What type of Work Culture help the company to retain the employees?
====================

EXIT INTERVIEW QUESTIONS - SAMPLES

Listed below are samples of the types of exit interview questions that employers commonly ask
departing employees.
§  What is your primary reason for leaving?
§  Did anything trigger your decision to leave?
§  What was most satisfying about your job?
§  What was least satisfying about your job?
§  What would you change about your job?
§  Did your job duties turn out to be as you expected?
§  Did you receive enough training to do your job effectively?
§  Did you receive adequate support to do your job?
§  Did you receive sufficient feedback about your performance between merit reviews?
§  Were you satisfied with this company's merit review process?
§  Did this company help you to fulfil your career goals?
§  Do you have any tips to help us find your replacement?
§  What would you improve to make our workplace better?
§  Were you happy with your pay, benefits and other incentives?
§  What was the quality of the supervision you received?
§  What could your immediate supervisor do to improve his or her management style?
§  Based on your experience with us, what do you think it takes to succeed at this company?
§  Did any company policies or procedures (or any other obstacles) make your job more
difficult?
§  Would you consider working again for this company in the future?
§  Would you recommend working for this company to your family and friends?