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This is How OneWill Consulting, as management Consultants can help you win Resignation into Great Retention!

So, let’s start by addressing the problem here. Employee Turnover!

Employee Turnover refers to the total number of workers who leave a company over a certain time period. It includes those who exit voluntarily as well as employees who are fired or laid off—that is, involuntary turnover.

Here’s is the thing about Employee Turnover you need to understand;

Some percentage of Employee Turnover is actually beneficial for both the employer and the employee leaving the organization. Employer can get fresh talents from the market as a result of the vacancy which has raised because of the employee who has left the organization and that particular employee who has left the organization can satisfy his/her needs which unfortunately wasn’t fulfilled in this organization.

And good organizational health depends upon successfully managing this process of staff renewals.

And here’s how Human Resource Consulting can help the organizations in retaining its valuable talents.

• Human Resource Policies:

Human resource (HR) policies are rules and processes that govern the employment relationship between you and your team members. HR policies describe the rights, responsibilities, and expected behaviours of both you and your employees when it comes to working together.

Consultancies like ours can develop and implement Human Resource Policies that are to be considered as a standard and needs to be followed throughout the course of working of the organization in order to attain a smooth functioning of the overall organization. Employees are the core of any organization and Proper HR policy needs to be implemented in order to help them perform efficiently.

• Organization Structure:

A system that outlines how specific activities are handled to fulfil a strategic mission is known as an organizational structure. Rules, roles, and obligations are all part of these activities.

And we can help you suggest the most suitable Organization Structure according to business/sector/industry that you are involved in which will in turn ensure a smooth working among various departments/employees.

An example of which is under;

• Recruitment:

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and on-boarding employees.

We can help you garner the right talent at the right time and at the right position.

• Job Description and Specifications:

A job description is a written explanation that outlines the essential responsibilities and requirements.

A job specification is an official document which describes the duties, required knowledge, skills and abilities, and minimum qualifications that are required to be able to work at a particular post efficiently.

We can help you design the Job Descriptions for the positions existing in your organisation and also frame JDs for the positions which may get added on during the process of deciding on the Organizational Structure. It will help the employees to better understand their duties and responsibilities and they will be able to carry out work in a more efficient manner.

And if in future there are vacancies for a particular position, then by referring to the Job Specifications we will be able to understand what sort of a candidate we will require at this particular position, as the qualifications and required skills will already be mentioned in the Job Specifications.

 

• KRA and KPI

 

 Key Result Areas (KRAs) broadly define the job profile for the employee and enable them to have better clarity of their role. KRAs should be well-defined, quantifiable, and easy to measure. It also helps employees to align their role with that of the organisation.

Key Performance Indicators (KPIs) offers measurable and quantifiable values helping to evaluate employees’ and businesses’ success. However, the measurement depends on business objectives that vary from organization and company domain.

We help define proper KRAs and KPIs so that the employees are more clear of the tasks to be performed and so that they can get an in-depth understanding of what an organization expects them to perform at their respective positions.

We would offer a set of tasks to employees to measure KPIs that will help them analyse their performance and contribution to overall organizational goals. 

An Increment Slab is prepared along with defining KRAs and KPIs so that employees can enjoy the benefits of their hard work!

And then based on the KRA Evaluation the employees can enjoy the extra monetary benefits along with their initial salary amount.

• Human Resource Budget:

The Human Resources Budget refers to the funds that are allocated to all HR processes enterprise-wide. The HR budget will include funds allocated to hiring, salaries, benefits, talent management, training, workforce engagement, and employee wellness planning.

HR Budget in any organisation is so important as it helps the organizations to understand its staffing requirements. It also helps create a plan for satisfying talent and thus reduces turnover.

HR Budget is highly unique to an organization’s strategy and will vary from organization to organization.

• Employee Engagement:

Last, but not the least, Employee Engagement.

Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels toward their job. Employee Engagement is how much your employees care about their work at your organization.

Employee Engagement can be increased over time by paying attention to their problems, addressing them and solving the same.

Also there can be Employee Engagement activities that can be undertaken from time to time to boost their morale and to keep them hooked to the working culture of the organization. Ex: Workplace parties, Employee games, tournaments and competitions, recognition programs and the list is endless!

Quick Hints:

Every organization pays close attention to every aspect may it be accounting, marketing, manufacturing, production. But there are very few who value the importance of the presence of say an HR policy or a proper Recruitment policy. So, by incorporating all these procedures in your organization you will be able to work in a more efficient manner and you won’t have to worry about any HR related issue. That’s how team onewill consulting can help you convert you great resignation into great retention by implementation of great strategic HR practices!

Thus by getting a professional help from us you will be able to retain in the employees who have been there since long, as well as you will be able to attract more people to work with your organization.