Training & Development

  High employee turnover increases cost in resources, recruiting, and time when replacing open positions. Expense to the organization for recruiting a new employee costs half to 200% of the former employee’s salary (Hebenstreit, 2008). The increased cost related to recruitment includes advertising and overlapping of salary; making it difficult to maintain positive employee culture and morale. High employee turnover also leads to missed opportunities for meeting production matrices and budgets set within the departments, adding additional cost to the organization. A report distributed by the Society for Human Resource Management (SHRM, 2004) states that 75% of employees are actively seeking a different job. This high percentage should alert employers whose bottom line is dependent on employee productivity. The survey shares that 43% are looking for a new job to receive better compensation, 32% for better career opportunities and 22% are dissatisfied with opportunities at their curre...

  What is the Employee Loyalty? Many companies are successful because of employee’s loyalty. The organizations cannot achieve their goals, vision and mission without employee loyalty. Loyal employee works productively, higher excellence and professionally to achieve the organizational goals. Employee’s commitment and belief, company success can be defined the employee loyalty. Salary, promotions, recognition, bonuses, supervisor’s supports, environment, process, and job security are the main factors for affect the employee loyalty. Also they will retain on the company for longer period. It is performance attributed of success or failure of the organization, considered the core of company. It is of major significance the employee loyalty of the company and do not actively search for other alternate opportunities. In same period employees are delivered with more employment chances which draws them to change the company often. Through the company view, there is any loss experienced ...

  Large IT organizations every year rent tens of thousands of employees through multiple sourcing channels for their growth and talent replenishment. Assuming that for each hire at least ten potential profiles are scrutinized and evaluated, the Talent Acquisition (TA) personnel ends up processing half a million-candidate profiles having multiple technical and domain skills. The scale and tight timelines of operations lead to possibility of suboptimal talent selection due to misinterpretation or inadequate technical evaluation of candidate profiles .   Many business executives have rightly said that talent is more critical factor in both domestic and global front. Talent acquisition is the long-term strategic approach to Recruitment. It includes identifying, attracting, developing, engaging & retaining qualified workforce. Talent acquisition involves all the sub processes around finding, attracting and engaging highly talented individuals into your organization. Today m...