Members of the Singapore Round Table organized by Core HR IR Group met to discuss a bunch of issues relating to #attrition and #retention in #apac . Everyone shared some great insights and personal stories to help us all gain a better understanding of the situation. Here are some pointers that we culled from the conversation over coffee: Many thanks to our chapter lead Kamaljeet Pathania GPHR®, PMP®, CEI (KAH) for executing it and the participants for sharing their invaluable insights. Lance Foo, Roop Kaistha,Vinos Samuel Sree Gaithri Pominathan, Neeta Bidap, Jasbir Kaur, Sumeet Varghese, SPHR®, GPHR® 1. Organizations lose "people", when they treat them merely as "employees" 2. Offer Shopping may be the norm, but can be better managed by comparing several key criteria, rather than the money that's on offer 3. Promotions, at periodic intervals, are meaningless if there is no real change in roles and responsibilities 4. Employers seem to be fixated on employees leaving, rather than on the ones staying 5. #HRBPs maybe a hassled lot and don't have the time to focus on engaging and retaining folks 6. Basic #recognition and knowing how one's job has a significant impact, can help folks stay put 7. While a Map is not the Territory, employees expect the #jd to accurately reflect the job 8. Seeds of attrition and retention are sown when #hiringmanagers define the requirements, unilaterally and inflexibly 9. Across different geographies, labor regulations impact the #contingentworkforce as well as organizational efforts to engage such a workforce 10. When managers who groom their subordinates to take up their own position, are clueless about their own future, both manager and junior are likely to leave https://www.instagram.com/p/Cg8uCoHrpWu/?igshid=NGJjMDIxMWI=
