RETENTION OF EMPLOYEES

It is a burning problem today that most of the employees are leaving the organizations as
they like on account of taking up employments elsewhere. Even in some of the cases, the
employees are not even informing the organizations about their intention to leave.
However, some of them are giving prior notices to leave the organizations and firms as
per the norms of the organization and taking better prospects. This will create a great
disturbance to the organizations for want of suitable substitutes immediately due to
sudden relief of its employees. Organizations and firms are taking up programmes for
recruitment of the employees to fill up the consequential vacancies. Because of the new
employees appointed from time to time in the place of the employees left, the
organizations suffers a lot to stimulate the new employees for desired objectives and
goals. This will affect badly on the HR policies of the Organization/firm. To overtake this
problem, major steps have to be undertaken for the retention of the employees in an
organization for the better sustainability and cognitive involvement. Some of the factors
which definitely cause for retention of employees are embodied below:

Brand Name

Many of the employees consider the brand name of the organization for taking up
assignments. Employees feel prestige of the institution as their personal to run with the
organization. Working in a famous company or organization, generally makes people to
adore with commitment. Dignity of the institution is one of the major factors for
attachment of the employees all along without any fear for future. It gives maximum
satisfaction to the employees and diversification of their ideas towards the Institutional
Development. Employees naturally inclined to generate their future plans and prospects
with the existing organization and tend towards their sustainability and regularity in
their firm. This will lead to the Employees retention more. Employees may not think to
leave the organization because of its brand name and familiarity in the pubic eye and
wanted to stay with the Organization for ever not only for the sake of the Company but
also for their future prospects.

Wage Policy

The wage policy of the any organization definitely attracts the employees a lot. Many
employees look forward for monetary benefits and Social security measures adopted by
the organization or firm. Adoption of a regular time scale of pay with proper Efficiency
Bars including adoption of Grade Pay System, for various categories of posts existed in
an organization from top to bottom is much more importance for the retention of
employees. Employees naturally observe the salary structure of each category of post
and fringe benefits extended by the organization or company. A systematic wage policy,
revision of pay scales in the convenience intervals, provisions for additional allowances,
rewards for extra-ordinary work of the employees from time to time, will definitely catch
the employees and more retention is possible.
Career Advancement Schemes

Career Advancement Scheme is one of its kinds to introduce for the regular promotions,
professional growth and development of an employee in any firm. Every employee
expects advancement in his career by way of promotions, grades, and relocation to next
higher category or grade for furtherance of his interests. A lucrative policy on Career
Advancements of employees is much more than enough for retention of employees in a
firm. Automatic Advancement of the Career is also to be thought of by the firms for the
benefit of its employees. For every 5/10/15 years of service of an employee,
automatically, the employee should be placed in the next higher category or scale of pay
or Grade with monetary benefits so that the Employees would be in a greater satisfactory
mood to work for the promotion of the Institution/Firm/Concern. If such a systematic
policy on promotions and career growth is implemented, employees retention will be
reduced and experienced persons will be continued in a firm for its growth.

Social Security Measures

Social Security measures are very much obligatory on the part of any concern to adopt
for the welfare of their employees. Employees Welfare Schemes, Health Schemes, Group
Insurance Policies, Payments of Bonus, Ex-gratia, Incentives, Awards, will render much
security to its employees in the Society, and the employees will not leave any institution if
it implemented such social security measures to its employees. Retention is possible
greatly if any organization/firm adopts suitable Social Security Measures.

Transparent Recruitment Policy

The Recruitment policy of an organization or Institution must be transparent. It should

not be biased on any means. A plain recruitment procedure keeps the Institution at top
level among other co-institutions. Talented peoples will be aspired to take placements in
such an organization and wanted to retain in the same organization for years together.
The prestige of the Institution or organization reflects on account of the transparent
recruitment policy. Specific guidelines should be framed to meet the various parameters
in the recruitment section. Service Rules inclusive of the regulation of the employees, the
method of selection, written tests, Interviews etc., should be broadly defined in the rules.

Judicious Disciplinary Rules

Disciplinary rules should framed in such a way that they should not be in any way
contrary to the Law. Every employee must be treated with equal treatment in a justified
manner for which a set of rules called “Disciplinary Rules” should be framed and
adopted. There should be a classification of category of posts, grades, Controlling
authorities duly specified in a clear terms, quantum of punishments right from
“Censure” to “ Removal from service” should be specified, and provision for making
appeals to the Appellate authorities be included. A detailed procedure for conducting
“Inquiries” against the employees committed irregularities, frauds; misappropriations
etc. should be categorically prescribed. This will strengthen the employees caliber and
dedicated employees will be formed in any institution without fear and favour leading to
much retention in the concerns.

Conduct Rules

It is also necessary to frame certain Conduct Rules for the interest of the Institution. The
conduct rules must specify the attitude, behavior and conduct of each and every
employee while discharging their duties. Employees tend to discharge their duties utmost
care and devotion. Violation of conduct rules attracts the provisions of the Disciplinary
rules. Hence Employees regularity and sincerity will be developed and sustained. This
can be termed as one of the causes for retention of employees.

Organizational Culture

There is emphatically need to formulate organizational culture in every organization.

The organization must resort to plan where it wants to go before trying to make any
changes in the organization culture. The organization must choose for Mission, Vision,
and Values to provide a frame work for the assessment and evaluation of the current
organizational culture. Organizational culture grows over time. People are comfortable
with the current organizational culture. They need strategic changes to suit to the present
day needs. People in every work place talk about organizational culture. They need to
expect some sort of convenient organizational culture. Culture is the environment that
surrounds us at work all of the time. Culture is a powerful element that shapes our work,
enjoyment, relationships and work processes. A congenial Organizational Culture makes
people happy and retain for ever. It leads to definitely Employees retention.

Terminal benefits

Providing terminal benefits at the end of the service of an employee will be a added
advantage now a days for future secure. Each and every employee must expect some
quantum of money at the end of his service to lead a peaceful life after retirement.
However there are statutory obligations on the part of the organizations to provide EPF,
Gratuity, etc. Apart from that, Organizations must plan for creation of further monetary
benefits as a retirement plans for the welfare of its employees. This will give much relief
to its employees to retain in any organization till the end of his service. This may also
cause for retention of employees.

Suri Babu Komakula