Employee Retention other reasons were scope for multifunctional experience under one roof, working condition is the best, good housing and schooling facilities, investment of time, money and energy in continuous training. Job prospects offered are mostly complete orientation of the organization in all functional facilities. Basically during recruitment itself the skills needed are tested and even through performance appraisal system is undertaken to gauge soft skills. And these skills are basically working in teams, interpersonal skills, creative thinking, entrepreneurial skills etc. Induction program generally include proper orientation and top management takes part in formal induction of employee and convey the mission, vision and other values of the company, followed by feedback. Attempts are being made to promote employees vertically and laterally. The main requirements for prevalence of healthy work culture are spirit of
teamwork,
informal
employee
feedback,
open,
Informal
and
performance enabling innovativeness, respect for people, empowerment with accountability and entrepreneurship are the key ingredients. But the major problem faced is senior people feel insecure with young entrants,
especially
since
new
employees
are
comfortable
with
computers. and the steps taken to achieve the above stated aspects are to empower employee to take decision and suggestions are encouraged, ease at work, no obstruction during delivering error free service, informality, fun, work life balance, employee communication. The
next question was about the importance attached to
compensation benefits. Well here Convergys said it is one of the most important retention strategies. Whereas at Ceat it is not considered as a decisional factor they believe more on non-monetary benefits. Rewards and recognition schemes undertaken are like employee of the month, rewards for achieving above expectation results, even best performers reward schemes for dealer’s e.g. foreign trip, thank you note
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