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Employee retention and managing employee turnover
Employee retention theory
Employee retention and managing employee turnover
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Personal Application Retention was always a term that I used loosely but who knew this term would effect the workplace so greatly. As a human resource major, employee retention is something that I would have to deal with or encounter often. This topic was interesting to me for various reasons. Also retention is a topic that interest many companies and it is something that needs to be understood before hiring. As I researched and viewed my topic, I realized that retention is broader then I thought. All along I thought retention was just about retaining employees but I found out the system to retain employees and it’s factors. I found the key elements that effect retention to be very interesting. I didn’t know that retention can be broken down into to 3 dimensions which are social,mental,and physical. The social consist of the contact with people, mental consist of work characteristics, and physical consist of working conditions and pay. These three elements show that retention can be broken down psychologically. Since the terms can be broken down psychologically, it allows an employee to look into retention more closely. I …show more content…
The term actually means “adhering to the fundamentals of employer-employee relationship day after day, week after week”(Soma, 2015). According to Soma, it takes a lot of sincere efforts to motivate employees, keep them satisfied and retain them. Unfortunately commitment towards employees is only found among a few organizations that have a retention package implemented (Soma, 2015). In order to succeed in employee retention, the leadership will have to make sure it is aligned with many principles. Also they have to be willing to take chances whether its rough or smooth to have a retention package (Soma, 2015). Once a work environment is in place, the organization will be able to achieve a “world class employee retention process” (Soma,
Human Resources practices retention for the massive cost and time taken it has to replace and hire new employees. Hiring has such a high cost for the facts of ensuring all new employees meet the expectations and requirements for a business. Not only do new employees have to meet the company’s expectations but also pass employment tests, physical exams, and background checks (Nickels (290-346). They also consider consumers habits and help form solutions to meet the businesses and consumer’s needs to keep up the company up to date. (Alper (112-113). Human resource personnel also help companies evolve with new innovations. Human resources help establish future labor by helping the companies find employees that meet the new requirements. Human resources personnel also forecast future requirements for organizations that way they can ensure trained people will be on hand for the organizations (Nickels (290-346). “In the future, human resource management may become the firm’s most critical function, responsible for dealing with all aspects of a business’s most critical resource: people” (Nickels (290-346). Human resources not only has a future of importance, but its past shows its importance now. From being responsible for only one department to being in many and still predicted to grow to being in charge of many more
...and promote retention. The key is to motivate and develop to avoid the risk for turnover.
Employee Retention – How to Retain Employees - Small Business - WSJ.com. (n.d.). Retrieved April 8, 2014, from http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/
It has been proven through studies that leadership behavior in terms of work engagement will lead to better retention rates (Medes & Stander, 2011). Research speaks of positive psychology being the best way to approach motivating employees. Positive psychology is stated to be the study of the strengths and virtues that enable people to thrive ("Positive Psychology Center," 2007). When managers take up this approach, they seek to create an environment that focuses on the strength of their employees. Creating the circumstances to promote the feeling of motivation requires managers to emphasize accountability, encourage autonomous decision-making, share information with the employees, help the employees develop their skills, and promote innovation (Medes & Stander, 2011). In order to do the things listed above, managers must work on perception; how do the employees perceive the tasks that are being asked of them, and, above all, the attitude it is being presented with (Liebler & McConnell, 2012).
In the past, Irontown Inc. has gone through the process of developing a short-term staffing plan and redeveloping their candidate assessment and selection procedures to better fill their customer service representative (CSR) positions. Now, they are wanting to develop a retention plan that will support their overall staffing strategy for their company. The new retention plan is vital because they have decided to retain their customer service department (CSD) internal, hopefully reducing their turnover rate by 20% per year over the next three years. If Irontown’s new retention program meets their objectives by the end of the first year, they are going to invest in a new CRM software program. Irontown’s HR department has requested the last 120 employees who left voluntarily to participate in an exit interview. They will collect data from these interviews, form focus groups, determine what the issues are, and then use this information to develop a retention plan that supports the overall staffing strategy of the company. While evaluating this case study, this author will take a look at the key and underlying issues, the facts that affect these issues, recommend a solution and a plan implementation, and conduct follow-ups.
...7). Retaining is Draining: Motivating Student Employees to High Performance and Longevity. Staff Development, 5(1), 93-101.
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.
In today’s digital world, employment has become much easier to find. Gone are the days of buying newspapers, looking over countless job ads, mailing in resumes, and waiting days for a response. Anyone can access employment sites such as monster.com, indeed.com, or snagajob.com and find their dream job. The specificity of job search engines have made it easy to find a particular job in a particular field, click the submit resume button to apply for it, and move on. Tens or even hundreds of jobs can be applied for in no time at all. All of this makes it very easy for a disgruntled employee to easily obtain employment elsewhere. Companies must work much harder to attract and retain competent employees.
How to write a poetry explication What Is a Poetry Explication? A poetry explication is said to be a kind of short analysis which gives the possible meaning and relationships of the words, images and also other small units that actually completes or make up a poem. Therefore by writing poetry explication, a reader can effectively and efficiently connect a poem's plot and also its conflicts with its structural features.
Different cultures place varying values on loyalty to the employer. In some countries, most notably in Asia, there is a high degree of loyalty to one company. However, in most European countries and the United States, loyalty at ones employer is not highly values; instead it is considered more rational and reasonable for an employee to change jobs whenever it is warranted to achieve the optimal overall career. Both of these positions have advantages and disadvantages.
Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that all these factors create disoriented and unmotivated employees and affect the organizational overall targets and higher dissatisfaction of the employees.
Employee satisfaction is undoubtedly the best predictor of employee retention. A job environment consisting of good working relationships usually fosters employee satisfaction. Employees feel motivated as they believe that the company is appreciating their service and commitment. Job satisfaction results in employee retention. Employee retention could be defined as the length of time employees stay with the organization.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
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