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Retention Case

Mr. Manoj, the new Head of Human Resources at a talent analytics company, faces high attrition rates and employee dissatisfaction. He identifies issues such as inadequate exit interviews and a hostile work environment, which contribute to talented employees leaving. The case study highlights the need for restructuring the HR department and improving communication to enhance employee retention and service quality.

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himanshu
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13 views1 page

Retention Case

Mr. Manoj, the new Head of Human Resources at a talent analytics company, faces high attrition rates and employee dissatisfaction. He identifies issues such as inadequate exit interviews and a hostile work environment, which contribute to talented employees leaving. The case study highlights the need for restructuring the HR department and improving communication to enhance employee retention and service quality.

Uploaded by

himanshu
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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SUBMIT BY :HIMANSHU VYAS ROLL NO 115

Mr. Manoj, an experienced HR management expert, takes on the role of Head of Human
Resources at a talent analytics company facing serious challenges. The company is grappling
with high personnel attrition rates, employee dissatisfaction, and declining service quality for
clients in the pharmaceutical and life sciences sectors.

Upon joining, Mr. Manoj notices that the HR directors in each division have good relationships
with the Managing Director, Mr. Late Sitter. Despite their dedication, they struggle to address
the growing attrition issue, as current employees manipulate the situation and evade
accountability. To tackle the turnover problem and improve employee happiness, Mr. Manoj
takes the initiative to conduct leave interviews, discovering that departing staff were never
given a chance to voice their concerns due to the lack of an adequate exit interview procedure.

Moreover, he observes that average employees exert pressure on management to retain their
jobs, while talented workers leave due to a hostile work climate. The company's preference for
long-term workers may not be yielding the desired results.

In conclusion, this case study focuses on Mr. Manoj's responsibilities and challenges as the HR
director in a talent analytics company with significant staff turnover and declining service
standards. To enhance employee happiness and retention, it emphasizes the need for
restructuring the HR department, establishing effective communication channels, and
addressing toxic workplace behaviors. Mr. Manoj's strategy will play a crucial role in the
organization's transformation efforts, despite the difficulties he faces in effecting change and
eradicating harmful practices.

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