Gtm Attrition Study 2007

GLOBAL TALENT METRICS

India’s First ever comprehensive research on Attrition in India Observations and Implications In association with

GLOBAL TALENT METRICS

Global Talent Metrics (GTM) is a human resource information services company, dedicated to helping organizations and individuals make better hiring and selection decisions with greater confidence and control. Our vision is for GTM’s psychometrics, technology and community and individual created data to become a necessary part of every organization’s hiring decision and individual’s employer selection decisions.

‘Global Science’

‘Local Knowledge’

GLOBAL TALENT METRICS

Global Talent Metrics Fact File Group Sales Board

: USD 18 million Dr. Cabot Jafee Dr. Joe Salvatorre Ms. Marion McGovern – BOD CPP Inc.

Services

: Comprehensive tools and systems for sourcing , selecting and retaining talent | Test administered to date – 850,000 individuals

Key Clients

: SunTrust, Chase, Wachovia, Atlantic Bank, Regions Bank, Prudential Florida Savings, Federal Deposit Insurance Corp, American Express Goodyear Tire & Rubber, ZENTA, General Motors, Siemens Corporation Abbott Europe, Abbott USA, Abbott Far East, Ace Hardware, Ciba Vision, Carpenter Company, Blue Cross Blue Shield, Darden, Teleperformance USA, Myers Industries, Regions Bank

Languages supported Industries Served India Operations Partnerships

Nine : BFSI, ITES, Manufacturing ; IT; BPO; Banking; Media Entertainment; Insurance and Retail across US, Latin America, Europe and India Started in January 2008 | Offices in Bangalore and Chennai

: Indian Institute of Management Bangalore, iMint, University of Tilburg, University of Florida

GLOBAL TALENT METRICS

“FIT ACROSS 62 ITEMS” 3 Individual Factors

7 Organizational Factors

- Psychological (personality, attitudes, values)

Job content

- Sociological (Peers, community, brand perception)

Culture

- Demographics (Family situation, geographical location work/home town)

Compensation and Policies

Placement and transfer Career growth Leadership & Management Prestige/Brand

GLOBAL TALENT METRICS

Key Findings ƒ ATTRITION IS NOT A PERSONALITY OR BEHAVIORAL TRAIT OR DEMOGRAPHICALLY ORDAINED. ƒ At an aggregate level there is insignificant difference between respondents that have had one employer in five years vs.. two or more employers in two years in what they value (motivators) when deciding to join, stay or leave an employer. ƒ DIFFERENT STROKES FOR DIFFERENT FOLKS ƒ Candidates and employees have MULTIDIMENSIONAL sociological and psychographic needs and can be clustered into distinct segments/clusters (discussed later in the report). These segments can be effectively used to match their needs with employers ability to meet them to reduce attrition. These clusters are not distinguishable by a single demographic characteristic like age, gender, marital status and region. ƒ DEMOGRAPHICS ARE POOR PREDICTORS OF PREFERENCES. ƒ WORK FORCE IS LESS MERCENARY THAN EMPLOYERS BELIEVE THEY ARE. ƒ MORE PEOPLE ARE CAREER DRIVEN THAN GREEDY ƒ MOST PEOPLE PRIORITIZE CAREER RELATED ISSUES OVER FAMILY ORIENTED ISSUES

GLOBAL TALENT METRICS

Key Implications ƒ 2/3rd of the Indian White Collar workforce can be categorized into 6 distinct employee preference clusters based on of combination of factors (they value) or motivators when selecting, staying with or leaving a company. ƒ The risk of Attrition is interplay of these multi-dimensional needs with and employer’s competitive position to satisfy or meet them . ƒ To improve selection and reduce attrition employers first need to understand where they stand competitively in the marketplace in terms of providing these motivators and hire individuals from the STAR Clusters that best match to their offerings.

GLOBAL TALENT METRICS

Preference Clusters

STAR(tm) PREFERENCE CLUSTERS( %age of respondents)

HIGH LOW Demanding(16 %) Work not Pay (11%) Pay and Benefits

Start Up (12%)

Company Brand/ Image

Just a Job (13%)

Career Growth/ Learning

Mercenaries(9%) Cash & Brand (5%) Relationship / Recognition from Supervisor

GLOBAL TALENT METRICS

Reasons for Leaving

Top 4 Factors

Top Management Culture Job Content Brand Image Bottom 4 Factors Company Pay and Policies Managerial Support Career Growth Placement

GLOBAL TALENT METRICS

Most Competitive versus Talent Competition

ƒ Clarity we provide our employees on the job contents ƒ Job security for employees ƒ How fairly managers treat employees ƒ Appreciation managers show to employees ƒ Visibility of top management

GLOBAL TALENT METRICS

Least Competitive versus Talent Competition ƒ Job training for employees ƒ Opportunities for our employees to work with cutting edge technology ƒ Providing training needed for assignments ƒ Amount of mentoring that employees receive ƒ Compensation and benefits for employees ƒ Quality of mentoring that employees receive

GLOBAL TALENT METRICS

Recommendations Give hiring preference to candidates whose needs and preferences are about clarity provided on the job content and job security Hire people who need clear communication of organizational polices and goals Hire people who value visibility of Top management Hire people who value fair treatment of managers Give hiring preference to people who attach value to company culture

GLOBAL TALENT METRICS

History

STAR SELECT ™ “Fills a Key Gap in Psychometrics”

GLOBAL TALENT METRICS

GLOBAL TALENT METRICS

STAR SELECT™ Design Point…

Focus on improving the recruitment and selection process Screening tool that will predict early attrition risk Tool that can handle high volume screening Tool that can be used by a recruiter vs.. a certified psychologist Tool that is built on pure India data set

GLOBAL TALENT METRICS

GTM’s Unparalleled Expertise & Track Record Executives and professionals from Technology, HR, psychometrics with over 50 years experience Processed well over 3 Million workplace transactions for some of the most demanding Fortune 1000 companies on the globe. Built successful organizations in HR in India and the US

GLOBAL TALENT METRICS

Thank you Visit us at www.globaltalentmetrics.com