HR 'EMPLOYEE RETENTION' Questionnaire ??

hello,

I m in urgent need of the objectives and QUESTIONNAIRES for my project entitled "EMPLOYEE RETENTION TECHNIQUE"....Plz can anyone attatch the report containing it....Pls......

Hello,
Even I am working on the same project.
If u have some information Plz share.
I would be grateful

plzzzzzzz friends can u ppl help me with the same project

hey plz help me i also want 2 do same project

I too need a questionnaire on 'Employee Retention' urgently.
Could anybody post it?? It would be of great help.

hey gud to see so many ppl in d same boat....
i m also lukin 4 d same projct..... questionnaire on leadrship of a co..... if any1 has any info/projct, pls do upload it....

target your sector first.

then choose the number of companies you wanna cover under each selected sector.

now you can start with a questionnaire including

if the company has a retention policy or not,

how much is the attrition,

is exit interview conducted,

what do they offer to a leaving employee,

what do they do to retain the employees etc etc.

hi everyone ,
im attaching a questionnaire that i downloaded from d internet .
u can use it as a reference .

required a retention questionnaire on urgent basis

Here is one article on why employees leave organisation.. hope this might help you to develop strategies and overcome the reasons for employees leaving organisation.


WHY EMPLOYEES LEAVE ORGANISATIONS ? - Azim Premji, Wipro

Every company faces the problem of people leaving the company for better pay or profile.

Early this year, Arun, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing
specialized software. He was thrilled by the offer.

He had heard a lot about the CEO.
The salary was great.
The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.
Twice Arun was sent abroad for training.
"My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Arun walked out of the job.

Why did this talented employee leave ?

Arun quit for the same reason that drives many good people away.

The answer lies in one of the largest studies undertaken by the Gallup organization.

The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules".

It came up with this surprising finding: If you're losing good people, look to their immediate boss.Immediate boss is the reason people stay and thrive in an organization.

And he's the reason why people leave.

When people leave they take knowledge, experience and contacts with them, straight to the competition .
"People leave managers not companies," write the authors Marcus
Buckingham and Curt Coffman.

Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the
most intolerable.

The first time, an employee may not leave,but a thought has been planted.
The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression.

By digging their heels in and slowing down. By doing only what they are told to do and no more.

By omitting to give the boss crucial information.

Dev says: "If you work for a jerk, you basically want to get him into trouble. You don't have your heart and soul in the job."
Different managers can stress out employees in different ways � by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents.

When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood does'nt.

" Jack Welch of GE once said. A company's value lies "between the
ears of its employees".

Maybe all that is said above may be subjective and may be just perception or maybe prejudice for some but non the less you need to look at the other side of the coin too.