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Attrition Management High Engagement and Low Attrition

Attrition Management High Engagement and Low Attrition. Panel Discussion. Key to Engagement – Values & Motivation. Saurabh Singh National Head Pearson Talent Assessment. About Pearson Talent Assessment. We are a division of Pearson Group

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Attrition Management High Engagement and Low Attrition

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  1. Attrition ManagementHigh Engagement and Low Attrition Panel Discussion

  2. Key to Engagement – Values & Motivation Saurabh Singh National Head Pearson Talent Assessment

  3. About Pearson Talent Assessment We are a division of Pearson Group $8.4bn, 37000+ employees, operation in 60+ countries Pearson Education is the world’s leading education company. Leading brands: Longman, Prentice Hall, Addison Wellesley, Scott Foresman The Financial Times is the most international source of business news, data and analysis. Leading brands: FT, Economist, IDC The Penguin Group is one of the world’s great consumer publishers. Fiction, non-fiction, reference books 3

  4. Attrition – A Plaguing Challenge • Attrition – increased organizational cost • Limits optimal utilization of HR potential • Disrupts workflow due tounplanned exitsandcostly replacements • A drain on the organization’sresources like recruitment expenses, training and orientation resources and time of stakeholders • Leads to insecurity among co-workers

  5. Attrition: A perspective ! • Reducing attrition may not always be the same as increasing retention. • Addressing workplace factors contributing to a negative experiencelike monotonous nature of job , poor mentoring, workplace politics, low career growth, irregular working hours, lack of recognition can help manage attrition • Motivational & fitment issues are among the most important intrinsic factors for employee exits

  6. Level of Motivation has a direct effect on Attrition

  7. High involvement – High Motivation works wonders !

  8. Inter-personalMotivators Independence Benevolence Recognition Support Conformity Power

  9. Personal Motivators Materialism Conviction Orderliness Goal orientation Variety Achievement

  10. How to ensure high sustenance in Organization ! • Employee involvement adds to employees’ growth needs and sense of achievement by an optimal utilization of skills and potential. • Employee participation in planning ,decision making and in articulating new policies - improves employee motivation. • Finding ways to intrinsically motivate employees can have a direct impact on their effectiveness and performance thereby resulting in sustenance as well

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