Attrition-Challenges facing Entrepreneur after covid 19

 Attrition is a process of quitting of employees from the organization for any reason (voluntary or involuntary), including resignation, termination, death or retirement. With all employee-related issues, worker reduction may be a essential downside in today's scenario despite the surface environment's changes. Corrosion may be a gradual decrease within the variety of workers into resignation, death and isolation. the opposite name given for Attrition is Friction. once a well-trained associated well-adapted operator leaves the corporate for any reason; it creates an area in an organisation (i.e.), a vacuum within the organisation happens. It makes a wonderful problem for Human resource personnel to fill the gap that has occurred. fashionable Human resource directors are taking numerous steps to cut back the agent rate of attrition, and it's been a critical problem for today's managers. several of the staff can also tend to depart the duty for numerous covert circumstances such as lack of job security, lack of career progress, want for amendment in new opportunities, anticipating higher pay, issues with supervisors and few alternative individual reasons. A trained and qualified employee would be able to do this Better customer service and efficient problem solving. Example: - When an employee of the current project leaves the project in the middle, in this case, another employee must be replaced to fill the gap. New employees must be trained and must Understand the idea and context of the project. In the field of human resources, layoffs are defined as the voluntary and involuntary reduction of a company's workforce. By death, employee departure, transfer, dismissal and resignation. A slight slowdown in standard operations is expected High levels of compression can lead to problems and lack of labour. Multiple approaches to human resources Professionals do their part to make top performers happy and less satisfied with their company's projects and implementations.

Conceptually, the term employee turnover changed in the second half of the 20th century. Employee Turnover Rate changed to Employee Turnover Rate. According to Webster, the term fatigue is defined as "the process or state of progressive wear and tear." Typically, the retirement process begins after an individual is employed by an organization and ends when the employee retires or retires. The term employee turnover is used in the sense of employee turnover. Usually, employees leave because of ergonomic discomfort and a functional inconsistency between company management and employees. There are several situations where misunderstandings arise between colleagues and supervisors. another important thing

The reason for dismissal is that the employee's salary is not high and there is no career growth at the current job. The following formula will help you calculate the variability of an employee over a certain period of time.

In the current scenario, the biggest challenge for employers is to retain valuable and talented candidates in the organization. Employers are taking more steps to retain employees, but employers and managers face a number of challenges in retaining employees. 

Dissatisfaction from Salary: All employees expect high salaries and this is one of the main reasons why employees leave the organization. Retention becomes a problem when an employee receives exceptionally high salaries above the organization's budget. Every organization has a salary budget for each employee that can increase by a certain amount, but cannot exceed a certain limit.

Immensity of Jobs: There is fierce competition in the market to attract the best talent. Companies go to great lengths to lure talent away from their competitors. Making such an effective offer makes it difficult to keep a good resource for long.

Hiring the wrong candidates: Recruitment plays an important role and is the future of any organization. Hiring the right people creates a good future and hiring the wrong candidates creates a bad future. Applicants tell a variety of lies in an interview. Only later do people realize that there are inconsistencies and seek change. And the problem arises when the right candidate is in the wrong job.

Drudgery: Every employee gets bored doing the same thing for years. Tasks can be fun and exciting in the early stages, but can quickly become monotonous. In this scenario, management must change jobs and give those employees the opportunity to do new jobs. And without traffic, such workers might find another way.

Unrealistic employee expectations: It is impossible for an organization to meet the expectations of all employees. Employees must be mature enough to understand that not all comforts can be obtained at work. Sometimes an employee seeks a job change when unrealistic expectations are not met.

Employers should focus on talent retention and long-term commitment with the organization because the primary purpose of an organization is to make a profit and a profit. Employees are the capital of an organization. This is why it is important for employers to reduce turnover and promote personal and organizational growth. Therefore, organizations must create an environment that provides ample opportunities for growth, appreciation for work done, and a friendly and supportive atmosphere where employees feel connected to the organization in every way. Retention plans are an affordable way to increase workplace productivity and emotionally engage employees. Skilled staff to maintain quality and keep operations running smoothly while reducing long-term costs

       By: Ms. Jyoti Gaur

                  Assistant Professor (Law)