5. Role of HR in Employee Retention

 

This article initially discussed general actions that can be taken by the HR Department on employee turnover.

·      Exit Interview − Everyone needs a job for their livelihood and for their future prospectus. So, no employee leaves his/her job without a reason. If an employee wants to leaves his/her job and resigns from his present assignments, then it is the responsibility of the HR department to interview the respective employee and find out the reason for leaving the job and the organization immediately. There could be various reasons for the employee to leave his/her job and the major reasons could be conflict with boss, no good work environment, lack of growth and lesser salary etc.

·      Finding the Reason for Leaving − Finding the reason, why an employee is leaving the organization is very important and should be known for avoiding future employee exits. Hiring is a tedious process and it is really very difficult to recruit the right candidate and train him once again. Do check the track record of the employee who wishes to move on. It is really essential for the management to retain those employees who have the potential and are really indispensable for the organization.

·      Hiring the Right Resource − The HR person must ensure that he is recruiting the right employee who actually fits into the role. A right person doing the wrong job would never find his job interesting and certainly look for a change. Make sure every individual has been assigned responsibilities according to his specialization and interest.

·      Employee Motivation − The human resource department must conduct motivational activities at the workplace. Organize various internal as well as external trainings which help the employees to learn something extra apart from their routine work. Make them participate in extracurricular activities important for their overall development. Encourage them to interact with each other so that the comfort level increases.

·      Reward the Performers − The HR must launch various incentive schemes for the top performers to motivate them. This way the employees feel important for the organization and strive hard to perform even better the next time. The employees who show promise should be awarded with cash prizes, lucrative perks and certificates to make the individual stand apart from the crowd.

·      Job Rotation − Performance reviews are a must. The HR along with the respective team leaders must monitor their team member’s performance to ensure whether they are enjoying the work or not. The employees look for a change only when their job becomes monotonous and does not offer any growth or learning. Job rotation can be one of the effective ways to retain employees.

An HR professional must try his level best to motivate the employees, make them feel special in the organization so that they do not look for a change.

However, at the end of the day, part of the team decided to leave the organization. But, the HR department can identify the reasons that resulted in employee turnover. This can be identified as an "Exit Interview."

What is the Exit Interview?

A survey is undertaken with someone who is leaving a company or relationship. This most typically occurs between an employee and a company, a student and a school, or a member and a trade group.

 

Exit interviews come in a variety of forms, but most businesses take a straightforward approach. It might be a meeting, a phone conversation, or an email to discuss why you're leaving the company.

Individual employees are not evaluated via exit interviews. Its goal is to learn about time at the company, not to delve into personal details or make management criticisms. The purpose of the exit interview is to acquire information for the benefit of the organization. It's a chance for the manager to answer any unanswered questions and figure out whether there was anything extra they could have done to keep the employee.

However, it's also a good technique to see if there are any internal problems. If you've had a difficult time at the company, be prepared to answer a few more thorough questions about your experience.

Reference 

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