R
RosieA
One of the plants that I am responsible for is in Mexico and has a high (46%) turnover rate. About half of this is due to employees leaving for jobs that pay 50 cents more a day down the street, and the other half is a conglomeration of various reasons. The average time in the job for the hourly worker is 1.5 years.
With so many shifts in the workforce, we have a higher defect rate in this plant than we do in similar ones in the US and other countries. Our strategy has been to keep lower skilled/newer employees on less critical jobs, and compensate the higher skill levels to keep them, but this alone, isn't helping improve the defect rates. We have a particular problem with getting corrective actions to stay corrected.
As is the case with many border community Maqueladoras, there's no lack of local jobs.
Have others of you had similar experiences? Have you found any methods that counteract the constant churn of employees?
With so many shifts in the workforce, we have a higher defect rate in this plant than we do in similar ones in the US and other countries. Our strategy has been to keep lower skilled/newer employees on less critical jobs, and compensate the higher skill levels to keep them, but this alone, isn't helping improve the defect rates. We have a particular problem with getting corrective actions to stay corrected.
As is the case with many border community Maqueladoras, there's no lack of local jobs.
Have others of you had similar experiences? Have you found any methods that counteract the constant churn of employees?