The biggest myth in the HR fraternity is that people can be motivated by others, however the case in point is that they are motivated by factors other than other people. That is a kind of organizational environment in which they feel comfortable.

Leaders need to understand the motivational needs of individuals and groups. They need to work out a plan encompassing with some points that are beneficial for employees and groups, at the same time they are in line with goals and strategies of the organization.

Sunil Goel, GlobalHunt India says "Developing an environment that improves employee’s motivation is hard work. There is no one size fits all solution, as motivation is driven by “what’s in it for me”.

One of the most pressing challenges facing today's executives is keeping their best people. In today's knowledge and service based economy, companies differentiate themselves by their talent?the people with specialized skills and knowledge who walk through their doors every morning, and walk out every night. Given that new products and innovative strategies can be quickly copied by competitors, an organization's only source of sustainable competitive advantage is its human capital. Though GLOBALHUNT proudly says about its retention policy where attrition rate is close to 8%. To maintain this figure GLOBALHUNT is up to the challenge and doing proactive planning & practice.

So what could be the ways by which employee retention rate can be improved.

1. Getting the right People at The Right Time
It sounds obvious, but in reality, many companies neglect this crucial first step. One way to cut turnover is to hire the right people the first time around. Start with a thorough and realistic analysis of what the different roles in your organization truly require with regard to knowledge, skills and abilities (KSA's). After completing the job analysis, rigorously assess your prospective employees to find out whether the job, team and corporate culture you are offering are likely to meet their needs and tap into their strengths.

2. Giving attention to every Employee
Recent research in the area of transformational leadership indicates that effective leaders provide their employees with "individualized consideration", eschewing a "one-size-fits-all" approach to employee motivation and instead providing each employee with unique guidance. Schedule frequent check-ins with each employee, keep the lines of communication open, give plenty of personal feedback, and make sure that their original positions are still energizing them. Behavioral assessments that yield insights into an employee's natural strengths, needs and drives can be very valuable tools. Top performers are less likely to flee if they feel that they are truly valued as individuals.

3.Training & Coaching - There is a direct link between training and employee retention. Employees involved in ongoing training feel that their employer is interested in them doing a better job, and the employer cares enough about them to make an investment in their development. Training can also be the means for positive change in any organization; however, training is not enough to create lasting change without a vital link that will help your employees transfer what they learned into real-life application. That vital link is a strong coaching program.

Coaching comprises of the following features which needs to be articulated in the best manner in order to get more than 100% from the employees.

4. Frequent Data Analysis - Examine both "internal" and "external" drivers of turnover. Internal drivers refer to characteristics of employees themselves, such as their personality, intelligence, educational background, experience, job performance and promotion history. External drivers refer to conditions that reside outside of the person, such as the job market in a given city or the quality of one's immediate manager. Mining your company's data may reveal that what you thought was driving turnover actually isn't?and that you can quickly intervene in "high-leverage" areas, often without significant financial expenditures.

"A new relationship between employers and employees requires a different approach to employee retention" says Sunil Goel, GlobalHunt. Bring in individuals who will thrive in the environment you offer, check in with them often, work with them individually, and use targeted metrics regularly to evaluate your success.

All of the above methodologies are in place at GlobalHunt and successfully integrated into process so as to maximum from existing manpower.

Submitted by:

GlobalHunt

GlobalHunt India “http://www.globalhunt.in”, which is the Top Executive Search Firm in India ' A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc.

HR Blog: http://hr-horizons.blogspot.com

The downslide in the IT segment have meant that the role of placement agencies have become even more critical. These placement agencies work day in and day out in order to fulfill the placement needs of candidates and clients. Placement agencies hence are mushrooming everywhere in the country.

Apart from this, the placement agencies take a matter of minutes in order to get the right fir for the company and the candidate. Consultants at the placement agency work as hard as possible in order to groom the candidates for the interview and show their talent in negotiating on both ends.

The placement agencies in India also work in order to find the right blend of candidates for the skill sets set forward by their respective clients.

The placement agency also saves time for the for the companies as they help in placement of candidates for their clients who have outsourced their work to them.

Normally all placement agencies are pretty good in getting the job done, but there are a few placement agencies which lack the know how and struggle to provide results. Hence, in order to find the right placement agency, it is necessary to find out about the clients the placement agency is serving to and the number of candidates the agency is having. If they have a list of top companies then it is sure that they have extended database for jobs, but in case the list of clients is small then give it a good thought before taking them on and giving them the mandate.

Some well known placement agency in India are Ma Foi, Zehnder, Amrop International, Manpower Inc, GlobalHunt, ABC Consultants, Stanton Chase, Accord, and the list goes on and on. These are some of the India's leading placement agencies, which find appropriate jobs in all sectors for both middle and senior level globally.

The major forte of these placement agencies is the fact that they provide executive recruitment solutions of top class and help both firms and candidates find the right match. Sonika Mishra is a content writer and an emerging author in the field of technology. She is associated with GlobalHunt India “http://www.globalhunt.in”, which is the Top Executive Search Firm in India ' A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc.