Taking a U turn “Boomerang Hiring”- Bringing the employee back to the organization
Anubhuti saxena , anubhuti.jhingran88@gmail.com
Assistant Professor, Lal Bahadur Shastri College of Higher Education
ABSTRACT
For any organization employees are the most important asset. Once a good employee leaves the organization it may act as a downfall for it. In this era of globalization it has become imperative to manage the talent for the long term survival of the organization. How many employees stick to one job for more than two or three years? The concept of “Job for Life” is vanishing. People are getting attracted towards believing that the grass is greener on the other side. An increasingly fascinating strategy to battle it is the
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In today’s era of aggressive competition, most of the organizations are confronting the setback of high attrition, the finest talent has saturated and the organizations are coming out with different methods of attracting most excellent talent from the competitors.
Various authors have given their views that attrition rate (reduction in the number of employees through retirement resignation or death) can be reduced but will never be zero. Companies’ aim must not be to retain all the employees but the practice of reattracting good ex employees may be beneficial.
Companies spend huge amount on developing marketing strategies to develop new relationships, besides this why doesn’t the company invest in making sure that the former employees have a good impression of their careers with it and continue the feeling that the firm cares about them.
Ex- employees may return back for growth opportunities, emotional satisfaction, friendship, social circle, people and relationships and the reasons could be
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Infosys Infosys Global Alumni Network- helps in rehiring as the ex-employees remain updated about the openings.
Green channel hiring was a time bound initiative by Infosys to bring back the ex- employees.
8. Yahoo There is an alumni portal through which ex- employees stay updated and connected.
The organization invites ex-employees for seminars and symposiums which are conducted on a regular basis so that they can re-familiarize themselves with the company
• Although the hiring of boomerangs using a formal process is not widespread, there are several firms that have implemented boomerang programs. Apart from these firms other firms such as McKinsey, Brain &co., HP, Gensler, Booz Allen Hamilton Integron, Make my trip have successfully adopted the strategy and have high rate of rehiring.
• Few basic safety measures need to be thought over while rehiring a candidate such as his employment history, reasons of previous disconnection, settlement of claims or dues or any other negative feedback from earlier administrators.
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ACTION STEPS-HOW TO BRING BACK EX-EMPLOYEES??
1. Maintaining contacts and building good relationships with the ex-employees, informing and updating them about ones’ job openings and new projects is considered the most effective strategy to bring back the star
XTO’s main focus in managing people has been to adapt and adhere to employees’ interests and skills. If an employee becomes unproductive or disinterested with her current job accountabilities, management will find alternatives for the employee first before termination. Management will transfer an employee to a business unit where she may have the best opportunity to excel, and where her skill set and interests will be most utilized - an alignment with the “best practices” concept studied in this course.
The author Tracy Mullen states exactly what all ownerships, supervisors and managers spend time thinking about when it comes to their employee’s, how do we increase morale and productivity? Owning, running and even managing a productive organization is not an easy task to say the least. However to have a productive organization you must have productive employee’s and management staff. Organizational success it is required to implement managerial functions appropriately. How a company is structured can lead to overly productive employees or it can lead to employees whom are ineffective and not trust worthy of your organization. Companies are spending millions of dollars on researching how to hire, train and maintain great employee’s, the flip
Keeping a high turnover rate, companies will continue to lose money until they decide to deal with the issue. Through some adjustments and implementations of the programs to lower turnover rates, the company can see a significant change in their costs and what they might actually save.
Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
Voluntary and involuntary turnover have an effect on organizations. Rapid changes in job descriptions, organizational structures, and inter-organizational competitiveness increase the importance of studying turnover and its relationship with organizational change. According to Leana and Van Buren (1999), "the loss of key network members can severely damage an organization 's social fabric and perhaps eradicate its social capital altogether." When businesses lose a high number of employees, problems can occur, costing the company time and money. Some of the costs incurred are associated with training, drug testing, physicals, and orientations to hire replacements that may take several months to learn the job and to achieve competency. There is a saying, “Good help is hard to find---and harder to keep”. This saying refers to good organizations trying to reduce turnover when the competition for retaining good employees is intense.
In the past 20 years, the technology has been improving as well as the behavior of human. Another change that has been significant enough in the workforce is the generation. Since the baby boomers is reaching the retirement ages, the workforce changes its face. During the change of the pace there are many issues regarding the younger generation. Though, the unprepared new labor force brings another issues to the most company. As the new age begin, the company is struggling with the high demand of spending and low output level from the employees. This event challenges the human resource management on the search of potential employees. The consideration breed the pros and cons whether to keep, train and improve or recruit and change the force. The essay will provides the thorough exploration to oversee the positives of developing dedication of the employees. The method will be used are research and case discussion. The objective of the written report is to provide an insight of the importance of loyalty from the employees.
McKeown, J. (2002) states that, “Effective retention begins before the hire- in tour recruitment literature, of course, but also in corporate and product literature, advertisements (for recruitment and for sales), press releases, product branding, company image, management reputation, and a myriad of other messages that your organization puts out into the marketplace about what it is, what it does, and how it does it.” (p.20). It is well known that in order for companies to gain that competitive edge they need to offer something that the other companies in their market are not offering in order to attract and retain top talent. The second way is by helping the company raise morale and job satisfaction. WorldatWork (2007) notes that according to a 2004 Overworked in America Study, that employees were less likely to feel overwhelmed if they had jobs that afforded them the chance to continue their education.
It can be quite beneficial to hire from within for several reasons. First, it creates good morale among employees. Javitch (2005) states that other employees are pleased when “one of their own" has been promoted to a management-level position. He thinks that increased morale among employees has a positive effect on productivity .Second, when vacancies are filled by hiring from within, there is no recruitment cost. The use of recruitment sources such as newspaper job listings, direct mails, employment agencies, recruitment firms and job fairs are expensive. Green (2007) argues that the cost of recruiting candidates, interviewing candidates, and orienting new employees outweigh the cost of training current employees for a new position. As a result, some organizations would rather train their employees in other positions rather than invest large sums of money in the recruiting process. Third, hiring from within requires less training time. Organizations tend to save time when they hire from within. Current employees are familiar with existing practices. Green (2007) argues that internal employees would require less time to become effective in a new position because they are familiar with...
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
In cultures in which it is quite acceptable to change jobs every few years, employees can build the career they choose for themselves. They can stay with one company as long as it is mutually beneficial to the company and employee. As long as good relationship exists and the employee’s career is advancing at an acceptable pace, the employee can remain with a company. But at any time the employee is free to move to another company, perhaps to achieve a higher position, to move to a new area, or to find anew situation that is more suitable for his or her personality.
673), retention management must be based on three types of turnover, voluntary, discharged, and downsizing. Not all businesses are freighted by turnovers, for some it is the way of life and cost is built into the budget. However, for others any type of high turnover can be detrimental for company profit, employee wage and benefits offered. First, let’s take a look at voluntary and involuntary turnover that affects retention. Voluntary turnovers are caused by many different reasons. Turnover may result from topics such as job dissatisfaction, job mismatching, knowing that job opportunities are plentiful. Two reasons that I will discuss more are micromanagement and employee loyalty. Like stated before in the introduction, when employees are dissatisfied, possibly due to being placed in an area that doesn’t fit with their skill set, one is more likely to seek new employment. Another part of turnover is discharging and downsizing. Discharge is just that, members being discharged due to discipline and job performance. While downsizing turnover is a result of business being overstaffed (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 675). There are also other reasons for voluntarily employee turnover, such as generation differences when it relates to employment. The current generations are more likely to see a job as one piece in their life puzzle rather than as the first, indispensable anchor piece without
...ll benefit when the employees are well equip with the excellent oral communication, critical thinking, strong work ethic, teamwork, competence and setting the goal which requires a lot of thinking process.
...om numerous occupations are simple for employers to recognize. Upholding low turnover inside an association is originally the accountability of employers and service authorities. Their duty is to identify candidates who appear more likely to perform well and remain stable employees.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
Firstly, we will look at Human Resource planning which “is a process through which employers anticipate and meet their needs for staff” (Boddy, 2014). Typically, the starting point of such process centres on identifying and filling gaps in the organisation. While finding new recruits is one option of such strategy, reconfiguring existing resources could be another, furthering the bond between employer and valued employee by offering internal promotions or introducing new policies on flexible