There is only one valid definition of business purpose: to create a customer, says Peter Drucker while articulating the need for ideal performance on the HR front. But to achieve this there is a need for `employee-motivation' through `proactive' and `progressive' agenda of governance that finds reflection in the `empowerment ideology'. A snapshot on the current state of affairs in this direction is attempted here for enlightening workforces and individuals alike. Keeping at bay any irregularities and inconsistencies in the management of human resources, a kind of compatible work atmosphere has to be created by touching the heart of workforce to reduce the `attrition' rates.

This stereotypic slogan, repeatedly heard today in corporate circles, has a new perspective with regard to management of human resources of an organization. Adding new value to the basic premise of intellectual capital of the firm, this slogan denotes that some kind of attention should be given for elevating the employees' performance levels in the organization through `motivation and empowerment'. Eminent think-tanks Jack Welch and Suzy Welch while echoing the importance of `people management' in the book titled, Winning, argued that the mission of a firm does not end with attracting or poaching qualified and focused manpower. No doubt getting the `right players' on the job in the midst of competition can be counted as a `great start.' Majority of entrepreneurs opine that they need to work together, steadily to improve their performance, be motivated, stay with the company and grow as `leaders'. The incessant phenomenon of `demotivation' and `disillusionment' in the lower rungs of workforce leading to a `mass exodus' in some of the tech firms obviously endorses the need for a fresh perspective towards the subject.

A rush of excitement rather than curiosity ran through the corridors of global IT giants a fortnight ago when the news that Padmasree Warrior, the Chief Technology Officer (CTO) at Motorola, was moving to Cisco Systems with the same designation. No doubt, it is again a news for the corporates and management think-tanks since it raised the curtains for debate on the much sensitive subject of `employee attrition'. Rated as the second most powerful corporate woman in recent times after Indra Nooyi, who broke the `glass ceiling' by reaching the PepsiCo's top chair, she set an example by occupying the seat of CTO in the world's third largest cell phone company.

Retention Strategy, Human Resources Management, HRM, Attrition rates, corporate culture, employee empowerment strategy, Information Technology, IT, Business process outsourcing, BPO, Employee Stock Ownership Plan, ESOP, Corporate governance, Economist.