Omel HR Services
A magical reservoir of talent....
Employee retention is very vital factor for an organization’s growth and progress. A satisfied employee stays longer with the organization and contributes to the progress. Recruiting an employee is just the first step but as the employee progresses, he contributes to the organizational progress. If there is no effective employee retention strategy implemented, it many lead to the high employee turnover, which is detrimental for an organization. There are transition lags observed impairing the smooth flow.
OHS offers a unique suite of employee retention strategies to keep your employees motivated to stick to the organization.
Each position in an organization is associated with a few mandatory skillsets/competency requirements. Hence an accurate skillset mapping provides a solid basis for gap analysis and subsequent Training Needs Identification.
Also it is observed that during the transition periods between an employee leaving the organization and another employee taking over the position, there is a dip in the output of the position as well as organization. Sometimes the transition periods are long enough to significantly cause a decline in overall output of the organization. Hence, keeping in view this situation, OHS, with its strong proven ability has come up with strategies/tools to overcome the losses in terms of output.
The services provided by OHS are:
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Skill set/Competency matrix preparation
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Skill mapping and Training Needs Identification
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Cross-functional skills development
Apart from the above, we can also provide customized solutions as per organization’s requirements
An effective exit procedure not only ensures that the practical matters arising from an
employee’s resignation are dealt with efficiently, but also gives individuals an opportunity to provide feedback on their perceptions of the Board as an employer and allows the Board to gather valuable information which may be used constructively to enhance employment practices. (They may help in identifying reasons for staff turnover and provide us with a source of qualitative information that will assist in the development of realistic future service plans).
OHS helps organizations in Exit Management by structuring and implementing an effective system for identifying, analysing and controlling the exit of staff. The components of typical OHS exit process are:
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Interview
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Counseling
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Critical Observation
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Exit Interview
Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his job and it’s nature, about the management policies and procedures. It must be expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they are not resolved. Also they will then lower the morale and efficiency of the employees. Unattended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In short, grievance arises when employees’ expectations are not fulfilled from the organization as a result of
which a feeling of discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues.
As per The Employment Rights Act 1996 Sect 3(1) (b), every organization needs to have a provision for handling grievance of an employee, which should be made known to him.
The professional team of Omel HR services has a proven track of handling serious grievances in various organizations and truly understands the causes and strategies to handle them.
OHS offers support services in facilitating grievance handling by the organization and hence reducing the gap between grieved employee and organization, thus leading to quick resolution of issues.
HR OUTSOURCING SERVICES
Retention
Handling Exit Procedures
Handling Grievances
Skills Upgradation
