| The toughest job of the employer is retaining the | | | | expectation. Bridging the gap between employer and |
| employee. With the attrition rate high, employees are | | | | employee is vital. The management at regular intervals |
| job hopping for greener pastures. Most times money is | | | | conduct group discussions and also gently corrects the |
| not the criteria, but human beings require positive | | | | employee, to avoid uncomfortable issues at the end of |
| strokes for functioning. It is very important to touch the | | | | the year appraisal. |
| areas of personality while selecting an employee. A | | | | Seniority has to be regarded and the job profile must |
| person with a high educational qualification and seniority | | | | include areas that are of capability to the person. At |
| in experience expects a lot from the organization. | | | | the same time rewarding an employee for his |
| Most employee wish lists fall in the intangible benefits. | | | | exponential talent or hard work is necessary. Setting |
| Human resource management has to have an | | | | up an ideal team and lateral thinking is the main motive |
| absenteeism plan. Job allocation is very important and | | | | of a manager. Failing to not hear an employee |
| it is always better to train the employee with two | | | | grievance or uncomfortable working conditions have a |
| different sets of expertise. In times of absenteeism, | | | | slow but negative impact on the employee morale. |
| the employee can offer to extend his services to | | | | The management on the whole benefits from |
| proxy the absent person. This again is a critical issue | | | | motivating an employee. Many offices have a gym or |
| as adequate staffing is necessary so the pressure | | | | an in-house game area to lower the stress of the |
| does not develop on an experienced person. | | | | employee. Bonding in office automatically erases the |
| The key to employee motivation lies in recognizing and | | | | grapevine gossip and the group on the whole |
| training a leader. Empowering the individual is important. | | | | contributes to the profit of the company. Profit again is |
| Rewards and compensatory services for such worth | | | | a ratio which is highly affected by the human resource. |
| is required to be looked at. Annual increments are | | | | Offering educational programmes and upgrading the |
| based on performance appraisal. Many times it is a | | | | knowledge level of the employee is enriching which is |
| rude shock to the employee when the performance | | | | conducive to the better health of the organization. |
| appraisal points are not projected as per his | | | | |