Hr Policies To Ensure 100% Retention

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Product development is the process of designing, creating, and marketing an idea or product. The product can either be one that is new to the marketplace or one that is new to your particular company, or, an existing product that has been improved. In many instances a product will be labeled new and improved when substantial changes have been made.

Our company altitude   

There are four branches of altitude. In Chennai, Bangalore, Mumbai and Hyderabad . Each unit have 125 employees. Total of 500 employees.

 Corporate

goal- we want to start 2 other units in Delhi and Kolkata.  Corporate strategy- increase the profit of our current business by 10% so that we can invest on new units.  HR Strategy – we need to increase the turnover by 30% through 100% retention in 1 year.

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Need for planning is felt when the organization enters the growth stage. HR forecasting becomes essential. Internal development of people also begins to receive attention in order to keep up with the growth. Since our company is in a status of growth we need frequent evaluation and assessment of employees so that we can allocate them to new jobs according to their performance. The job evaluation method used in our company is point- ranking method.

 This

system starts with the selection of job factors, construction of degrees for each factor, and assignment of points to each degree. Different factors are selected for different jobs, with accompanying differences in degrees and points.

Factors, degrees and points for hourly rated jobs

Skill

Effort

Responsi bility

Job conditio ns

Factors

1 degree

2 degree

4 degree

28

3 degre e 42

56

5 degre e 70

Education

14

Experience

22

44

66

88

110

Initiative and ingenuity

14

28

42

56

70

Physical demand

10

20

30

40

50

Mental and/or visual demand

5

10

15

20

25

Responsibility for equipment or process

5

10

15

20

25

Responsibility for materials or product

5

10

15

20

25

Responsibility for safety of others

5

10

15

20

25

Responsibility for work of others

5

10

15

20

25

Working conditions

10

20

30

40

50

Hazards

5

10

15

20

25

Factors

1 degree

2 degree

3 degree

4 degre e

5 degree

6 degree

7 degree

8 degre e

Education

20

40

60

80

100

120

_

_

Experience

25

50

75

100

125

150

175

200

Complexity of duties

20

40

60

80

100

_

_

_

Monetary responsibilit y Working conditions

5

10

20

40

60

_

_

_

5

10

15

20

25

_

_

_

Add for supervisors job only Type of supervision

5

10

20

40

60

_

_

_

Extent of supervision

5

10

20

40

60

_

_

_

 Select

the right people in the first place through behavior-based testing and competency screening. The right person, in the right seat, on the right bus is the starting point.

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Head designer- designers with some management skill. An experienced designer who has the skill to understand and evaluate a design and guide the designers working under him.

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Designer - could be a fresher with new and bright ideas. Who is eager to work.

 Offer

an attractive, competitive, benefits package with components such as life insurance, disability insurance and flexible hours.

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Merchandisers- they need to travel a lot to find new clients and to maintain a good relationship with them, hence we give travel allowance, Petro card etc. Employee quarters- especially for employees from out station.

 Provide

opportunities for people to share their knowledge via training sessions, presentations, mentoring others and team assignments.

 

Designers – they need to be aware of the new designing soft wares. Sewers in the sampling department need to be trained for multi styles.

 TRUST-

Demonstrate respect for employees at all times. Listen to them deeply; use their ideas; never ridicule or shame them.

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We give only believable promises to the employees . If there is a possibility of promotion we let them know about it and tell them what we are expecting from the employee and how we are evaluating them. Have a manager who is able to communicate with his team very well, who is a good listener and who is able to take thoughtful risks.

 RECOGNITION-

Offer performance feedback and praise good efforts and results.

  

Including them in staff meetings to offer updates on recognition. Praise them with an increment or bonus. If a designing team in our company has created design which is extra ordinary , we display it in the reception hall with a group photograph of the team members.

 People

want to enjoy their work. Make work fun. Engage and employ the special talents of each individual.

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Have a party in the last Friday of every month. Avoid unnecessary rules. Have a separate area or room near the cafeteria named as the hall of art where talents like painting and poetry can be framed.

 Enable

employees to balance work and life. Allow flexible starting times, core business hours and flexible ending times.

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Give optional starting and ending times where the working hours would still be the same.( employees working in a team should all adjust to the same time though) We have to understand that even an employee’s sons cricket match is important. Allow limited paid holidays if informed at least 2 day prior so that we get time to distribute the work among other team members or get a substitute.( depends upon the pending or upcoming work of the employee at the time)

 Involve

employees in decisions that affect their jobs and the overall direction of the company whenever possible.

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At the time of expansion we plan to shift a few employees to the new branch so that we can maintain the same culture in other branches also- we explain the importance of their presence in the new company and give them an option to chose their own branch. Since we have found out that most of the employees are settled with their family in the town, we offer them a promotion or on increment so that more people would be willing to shift to the new branch

 Encourage

employees to have good, even best, friends, at work.

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Try putting designers who are comfortable with each other in the same team.

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Employee development is crucial for the growth and prosperity of any business as employees are one of the determining factors for the success of the company. The more capable and qualified the employees the better the performance of the company. When they are well trained, they can easily handle situations, please customers ensuring customer retention as well as resolve any glitches easily without much ado.