PRESENTATION PRESENTATION

ON EMPLOYEE ON EMPLOYEE

BY : CHANDAN JHA

ON EMPLOYEE ON EMPLOYEE

TURN OVER TURN OVER

DEFINITIONDEFINITION

BY : CHANDAN JHA

Measuring employee turnover can be helpful Measuring employee turnover can be helpful

to employers that want to examine reasons to employers that want to examine reasons

for turnover or estimate the cost to hire for for turnover or estimate the cost to hire for

budget purposes. budget purposes.

Definition

To know the cost of employee turn

over.

BY : CHANDAN JHA

over.

To know the reasons of employee

leaving.To know that, how can I tell if my best

employees are getting ready to leave?

In this section ,we will

understand the impect of

BY : CHANDAN JHA

cost to the employer when

employee leaves.

more salarymore salary

But, “Salary” may be on of the reason But, “Salary” may be on of the reason

but not the most important reason for but not the most important reason for

employee to quit a job. employee to quit a job.

BY : CHANDAN JHA

employee to quit a job. employee to quit a job.

As a manager of course you probably As a manager of course you probably

are wondering why even well paid are wondering why even well paid

employees leave the company. employees leave the company.

The loss of experienced employees can also The loss of experienced employees can also

lead to the lead to the “brain drain” “brain drain” which can make your which can make your

company less competitive.company less competitive.

BY : CHANDAN JHA

It should be noted that the cost

of time and lost productivity

are no less important or real than the

BY : CHANDAN JHA

are no less important or real than the

costs associated with paying cash to

vendors for services such as providing

employees. These are all very real costs

to the employer.

Calculate the cost of lost productivity .Calculate the cost of lost productivity .

Calculate the cost of conducting an Calculate the cost of conducting an

interview to include the time of the person interview to include the time of the person

HERE ARE LIST,COST DUE TO

EMPLOYEE LEAVING.EMPLOYEE LEAVING.

interview to include the time of the person interview to include the time of the person

conducting the interview.conducting the interview.

Calculate the cost of training your company has Calculate the cost of training your company has

invested in this employee who is leaving.invested in this employee who is leaving.

BY : CHANDAN JHA

Calculate the cost of the person(s) who fills in Calculate the cost of the person(s) who fills in

while the position is vacant.while the position is vacant.

Calculate the cost of lost productivity .Calculate the cost of lost productivity .

Calculate the cost of conducting an Calculate the cost of conducting an

HERE ARE LIST,COST DUE TO

EMPLOYEE LEAVING.EMPLOYEE LEAVING.

Calculate the cost of conducting an Calculate the cost of conducting an

interview to include the time of the person interview to include the time of the person

conducting the interview.conducting the interview.

Calculate the cost of training your company has Calculate the cost of training your company has

invested in this employee who is leaving.invested in this employee who is leaving.

BY : CHANDAN JHA

CONTINUE……CONTINUE……

Calculate the impact on departmental Calculate the impact on departmental

productivity because the person is leaving.productivity because the person is leaving.

Calculate the cost of lost knowledge, skills and Calculate the cost of lost knowledge, skills and

contacts that the person who is leaving. contacts that the person who is leaving.

Calculate the cost of loosing customers .Calculate the cost of loosing customers .

Calculate the Lost Productivity Costs.Calculate the Lost Productivity Costs.

Calculate the Lost Sales Costs.Calculate the Lost Sales Costs.

BY : CHANDAN JHA

In this section we In this section we will try to will try to

understand the various understand the various

practical causes of employee practical causes of employee

turnover , turnover , and we can and we can

BY : CHANDAN JHA

turnover , turnover , and we can and we can

manage them.manage them.

It seems like as soon as you train a new hire, It seems like as soon as you train a new hire,

he’s out the door in favour of he’s out the door in favour of greener greener

pasturespastures. .

That means not all but 25% of your That means not all but 25% of your

BY : CHANDAN JHA

What can you do to minimise the risk?What can you do to minimise the risk? Read on.Read on.

That means not all but 25% of your That means not all but 25% of your

staff is considering leaving youstaff is considering leaving you

ANDAND

Actually “The employees does not

leave the organization, but they

leave the manager’’.

BY : CHANDAN JHA

ANDAND

Here are some facts which helps you Here are some facts which helps you

to retain him in your organization.to retain him in your organization.

Make a good relation with your subordinates.Make a good relation with your subordinates.

Actually employees don’t need to be friends with Actually employees don’t need to be friends with

their boss ,but they need to have a pleasant their boss ,but they need to have a pleasant

YOU

relationship with boss. The boss is very much of relationship with boss. The boss is very much of

an integral part of their daily lives at work for an an integral part of their daily lives at work for an

uncomfortable relationship. uncomfortable relationship.

“Treat Each Person with Dignity and Respect”.“Treat Each Person with Dignity and Respect”.

BY : CHANDAN JHA

Care that they showed up for work. Care that they showed up for work.

Care that they are putting in an effort. Care that they are putting in an effort.

Care that they are part of your teamCare that they are part of your team. .

All employees need your attention. All employees need your attention.

That’s how you care for them. That’s how you care for them.

Care that they are part of your teamCare that they are part of your team. .

BY : CHANDAN JHA

Don’t let poor relationships amongst coDon’t let poor relationships amongst co--

workers , be a reason why employees quit. workers , be a reason why employees quit.

Employee’s work environment plays a vast Employee’s work environment plays a vast

role to retain the employees. role to retain the employees.

BY : CHANDAN JHA

role to retain the employees. role to retain the employees.

An employee is happy on their job is having a An employee is happy on their job is having a

best friend at work. Good relationships with best friend at work. Good relationships with

coworkers, retain employees longer in the coworkers, retain employees longer in the

organization. organization.

CONFLICT

Behavioural or personality conflicts

with between co-workers or

supervisors are also common

factors in leaving a job.

BY : CHANDAN JHA

Conflict with projects can be

healthy, Conflict between people styles

can be deadly. Too often, people try to get their

point across without understanding the other

person’s point of view. Thus, conflict arises on a

regular basis. This can be minimised with training

on how to adapt to different behaviour styles.

A performing employeeA performing employee may be a strong may be a strong

candidate for promotion. If because of some candidate for promotion. If because of some

reason he is passed over for it, he is set up reason he is passed over for it, he is set up

for resignation. And his boss can manage for resignation. And his boss can manage

PASSED OVER FOR PROMOTIONPASSED OVER FOR PROMOTION

for resignation. And his boss can manage for resignation. And his boss can manage

the situation by offering higher position to the situation by offering higher position to

meet his moral. meet his moral.

Make sure that you’re talking with them and that Make sure that you’re talking with them and that

you know their hopes and dreams.you know their hopes and dreams.

BY : CHANDAN JHA

STRESSED FROM OVERWORKSTRESSED FROM OVERWORK

Experience saysExperience says-- employees employees

face challenges in the face challenges in the

organization and outside organization and outside organization and outside organization and outside

work. Meet with them to find out about the work. Meet with them to find out about the

personal issues. Provide more flexible personal issues. Provide more flexible

schedule to those who need it and more schedule to those who need it and more

staffing support, if possible, to those who staffing support, if possible, to those who

are overworked.are overworked.BY : CHANDAN JHA

UNFRIENDLY WORKPLACEUNFRIENDLY WORKPLACE

The boss has to watch the employee not to The boss has to watch the employee not to

become part of office politics. If not become part of office politics. If not

stopped , this unfettered politics may harm stopped , this unfettered politics may harm

the morale of the performing employee.the morale of the performing employee.

BY : CHANDAN JHA

Expert saysExpert says--actually some times it has been actually some times it has been

seen in the organization that the hard seen in the organization that the hard

working and smarter employee does not get working and smarter employee does not get

good position, increment, perks etc. Rather good position, increment, perks etc. Rather

BY : CHANDAN JHA

good position, increment, perks etc. Rather good position, increment, perks etc. Rather

than the other gets good response due to than the other gets good response due to

some reasons. Resulting it creates a gap some reasons. Resulting it creates a gap

among them and they decide to change the among them and they decide to change the

organization and saysorganization and says--“if one can’t change “if one can’t change

the situation better change one self’’.the situation better change one self’’.

You can't control much

enough. When

employees

leave to be closer

BY : CHANDAN JHA

leave to be closer

to their family

or to follow a

spouse relocating

for a job.

TOP TOP CLUES TO KNOW YOUR CLUES TO KNOW YOUR

BEST EMPLOYEES ARE LEAVING.BEST EMPLOYEES ARE LEAVING.

��They They start dressing betterstart dressing better

��They take lunches at different timesThey take lunches at different times

��Their production drops offTheir production drops off

BY : CHANDAN JHA

��Their production drops offTheir production drops off

��They seem "quiet" or "downThey seem "quiet" or "down““

��They request vacation one day at a They request vacation one day at a

timetime

CONTINUECONTINUE..............

��They They are "sick" more oftenare "sick" more often

��They stop championing their positionsThey stop championing their positions

��They stop volunteeringThey stop volunteering

BY : CHANDAN JHA

��They get more incoming phone calls than They get more incoming phone calls than

usualusual

��They ask you for a referenceThey ask you for a reference

PRESENTED BY: PRESENTED BY:

CHANDAN JHA ,CHANDAN JHA ,chandanjha16@yahoo.co.inchandanjha16@yahoo.co.in