GTM Attrition Study 2007

8/14/2019 GTM Attrition Study 2007

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GLOBAL TALENT METRICS

Indias First ever comprehensive research on

Attrition in IndiaAttrition in India

Observations and ImplicationsObservations and Implications

In association withIn association with
http://images.google.co.in/imgres?imgurl=http://www.hirescores.com/recruiterlogos/logo_689_Summit%2520HR%2520logo.jpg&imgrefurl=http://www.hirescores.com/summithr&h=139&w=150&sz=17&hl=en&start=1&um=1&usg=__7qstTruj8g7IcvEO91EO6J7Oe1M=&tbnid=bV1cJ62F_rVjSM:&tbnh=89&tbnw=96&prev=/images%3Fq%3Dsummit%2Bhr%2Blogo%26um%3D1%26hl%3Den%26rlz%3D1G1GGLQ_ENIN298http://images.google.co.in/imgres?imgurl=http://www.alignmark.com/images/logo.gif&imgrefurl=http://www.alignmark.com/solutions/realestate.asp&h=46&w=235&sz=5&hl=en&start=4&um=1&usg=__SSPUnBceXtAsQCx0SF9kkdufiBM=&tbnid=uVkMsbxqtQ29jM:&tbnh=21&tbnw=109&prev=/images%3Fq%3Dalignmark%2Blogo%26um%3D1%26hl%3Den%26rlz%3D1G1GGLQ_ENIN298http://images.google.co.in/imgres?imgurl=http://www.iimb.ernet.in/iimb/docs/iimb_logo.bmp&imgrefurl=http://www.iimb.ernet.in/iimb/docs/Workshop_On_IT.htm&h=83&w=106&sz=26&hl=en&start=3&um=1&usg=___FEiw1aUNOKU8InpabBVAXCMCYA=&tbnid=LxVeuDXbyAeNcM:&tbnh=66&tbnw=84&prev=/images%3Fq%3Diimb%2Blogo%26um%3D1%26hl%3Den%26rlz%3D1G1GGLQ_ENIN298%26sa%3DN


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Global Talent MetricsGlobal Talent Metrics (GTM) is a human resource information

services company, dedicated to helping organizations andindividuals make better hiring and selection decisions withgreater confidence and control.

Our vision is for GTMs psychometrics, technology andcommunity and individual created data to become a

necessary part of every organizations hiring decision and

individuals employer selection decisions.

Global Science Local Knowledge


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FIT ACROSS 62 ITEMS

3 Individual Factors

- Psychological (personality,attitudes, values)

- Sociological (Peers, community,brand perception)

- Demographics (Family situation,geographical location work/hometown)

7 Organizational Factors

Job content

Placement and transfer

Culture

Career growth

Compensation and Policies

Leadership & Management

Prestige/Brand


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Key Findings

ATTRITION IS NOT A PERSONALITY OR BEHAVIORAL TRAIT OR DEMOGRAPHICALLYORDAINED.

At an aggregate level there is insignificant difference between respondents that have had

one employer in five years vs.. two or more employers in two years in what they value(motivators) when deciding to join, stay or leave an employer.

DIFFERENT STROKES FOR DIFFERENT FOLKS

Candidates and employees have MULTIDIMENSIONAL sociological and psychographic needsand can be clustered into distinct segments/clusters (discussed later in the report). Thesesegments can be effectively used to match their needs with employers ability to meet them toreduce attrition. These clusters are not distinguishable by a singledemographiccharacteristic like age, gender, marital status and region.

DEMOGRAPHICS ARE POOR PREDICTORS OF PREFERENCES.

WORK FORCE IS LESS MERCENARY THAN EMPLOYERS BELIEVE THEY ARE.

MORE PEOPLE ARE CAREER DRIVEN THAN GREEDY

MOST PEOPLE PRIORITIZE CAREER RELATED ISSUES OVER FAMILY ORIENTED ISSUES


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Key Implications

2/3rd of the Indian White Collar workforce can be categorized into 6 distinct employee preference

clusters based on of combination of factors (they value) or motivators when selecting, staying with

or leaving a company.

The risk of Attrition is interplay of these multi-dimensional needs with and employers competitive

position to satisfy or meet them .

To improve selection and reduce attrition employers first need to understand where they stand

competitively in the marketplace in terms of providing these motivators and hire individuals from

the STAR Clusters that best match to their offerings.


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Preference Clusters

Demanding (16 %) Work not Pay (11%) Start Up (12%) Just a Job (13%) Mercenaries (9%) Cash & Brand (5%)

STAR(tm)PREFERENCE CLUSTERS( %age of respondents)

Pay and Benefits Company Brand/Image Career Growth/Learning Relationship / Recognition from Supervisor

HIGH

LOW


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Reasons for Leaving

Top 4 Factors

Top ManagementCulture

Job Content

Brand Image

Bottom 4 Factors

Company Pay and Policies

Managerial Support

Career Growth

Placement


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Most Competitive versus Talent Competition

Clarity we provide our employees on the job contents

Job security for employees

How fairly managers treat employees

Appreciation managers show to employees

Visibility of top management


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Least Competitive versus Talent Competition

Job training for employees

Opportunities for our employees to work with cutting edge technology

Providing training needed for assignments

Amount of mentoring that employees receive

Compensation and benefits for employees

Quality of mentoring that employees receive


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Recommendations

Give hiring preference to candidates whose needs and preferences are aboutclarity provided on the job content and job security

Hire people who need clear communication of organizational polices andgoals

Hire people who value visibility of Top management

Hire people who value fair treatment of managers

Give hiring preference to people who attach value to company culture


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History


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STAR SELECT Fills a Key Gap in Psychometrics


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Focus on improving the recruitment and selectionprocess

Screening tool that will predict early attrition risk

Tool that can handle high volume screening

Tool that can be used by a recruiter vs.. a certifiedpsychologist

Tool that is built on pure India data set

STAR SELECT Design Point


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GTMs Unparalleled Expertise & Track Record

Executives and professionals from Technology, HR,

psychometrics with over 50 years experience

Processed well over 3 Million workplace transactions forsome of the most demanding Fortune 1000 companies on theglobe.

Built successful organizations in HR in India and the US


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Thank you

Visit us at www.globaltalentmetrics.com
http://www.globaltalentmetrics.com/http://www.globaltalentmetrics.com/

GTM Attrition Study 2007

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