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Hr presentation

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  • 1. MOTIVATION &
    RETENTION
    STRATEGIES
  • 2. Who is an employee?
    • An individual who works part-time or full-time under a contract of employment, whether oral or written, express or implied, and has recognized rights and duties. 
  • What is Motivation?
    • Motivation is the process of boosting the morale of employees to encourage them to willingly give their best in accomplishing assigned tasks. Motivation is the key to achieving extraordinary results.
  • What is Employee Motivation?
    • Without a motivated workforce, productivity, morale, profits, product and service delivery suffers.
    • 3. From line managers to top executives, understanding what factors motivate the employees is key to gain the human resource advantage that leads to success in our challenging market place.
  • Definition of Employee Motivation:
    According to Burrel Lee Wilks III “Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs.”
  • 4. Why is Motivation Required?
    • Motivation helps you get started
    • 5. Motivation helps you keep moving
    • 6. Motivation makes you do more than necessary
    • 7. Motivation makes the journey fun
  • WhatFactor Motivates Employees?
    • Appreciation or recognition for a job well done
    • 8. Being in the know about company matters
    • 9. An understanding attitude from the management
    Contd..
  • 10.
    • Job security
    • 11. Good wages
    • 12. Interesting work
    • 13. Career advancement opportunities
    • 14. Loyalty from management
    • 15. Good working conditions
    • 16. Tactful discipline
  • METHODS OF MOTIVATING EMPLOYEES:
    The best employee motivation efforts will focus on what the employees deem to be important.
    • EMPOWERMENT
    • 17. CREATIVITY AND INNOVATION
    Contd..
  • 18.
  • What is Retention?
    • Retention is the process of ensuring that your members or volunteers remain active with your organization.
    • 22. Retention is not a particularly formal process. Instead, it focuses on maintaining a welcome environment, member morale, and organizational progress.
  • What is Employee Retention?
    • Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project.
  • Definition of Employee Retention:
    According to Get Les Mckeown’semployee retention is define as “ effective employee retention is a systematic effort by employers to create & foster an environment that encourages current employees to remain employed by having policies and practices in place that address their needs”.
  • 23. WhyRetention?
    • If employees feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees.
  • R –EMUNERATE COMPETITIVELY
    E -NCOURAGEMENT AND EXPECTATIONS
    T – RAINING AND DEVELOPMENT
    A -NNUAL REVIEW CYCLES
    I - NFORM AND INVOLVE
    N -URTURE
  • 24. Retentioninvolves five major things:
  • Importanceof Employee Retention: 
    • The Cost of Turnover
    • 29. Loss of Company Knowledge
    • 30. Interruption of Customer Service
    • 31. Turnover Leads to More Turnovers
    • 32. Goodwill of the Company
    • 33. Regaining Efficiency
  • Why employees leave the organization?
    • Job is not what the employee expected to be
    • 34. Job and person mismatch
    • 35. No growth opportunities
    • 36. Lack of appreciation
    • Lack of trust and support in co-workers, seniors and management
    • 37. Stress from overwork and work life imbalance
    • 38. Compensation
    • 39. New job offer
    • 40. For higher Salary
    • 41. For Higher education
    • 42. Misguidance by the company
  • 43. RetentionStrategies:
    Work environment (location, variety, flexibility, culture)
    Financial(base salary, incentive, bonuses, options, benefits, recognition)
    Personal (quality of work, skills, training, self-leadership, opportunities)
    Relationships(owners, managers, peers, mentors, customers) & so on.
  • 44. The Three R’s of Employee Retention:
    To keep employees and keep satisfaction high, the management need to implement each of the three Rs of employee retention:
  • KEi’s Employee Retention Wheel:
    KEi's Employee Retention Strategy is based upon two primary beliefs:
    • It is difficult for employers to retain good employees if they don't have a process to hire the right people in the first place.
    • 47. Retention processes must directly support the reasons that successful, satisfied employees stay.
  • 48. KEi'sEmployee Retention Wheel: EIGHT FACTORS
    • Attitude for Employing
    • 49. Finding Candidates
    • 50. Sorting Applicants
    • 51. Choosing Employees
    • 52. Starting Employees
    • 53. Informing Employees
    • 54. Improving Employees
    • 55. Rewarding Employees
  • TechniquestoRetainEmployees:
    • Treatyour employees like you treat your most valuable clients
    • 56. Get your employees to "Fall in Love" with your organization
    • 57. Strong retention strategies becomestrong recruiting advantages
    • 58. Retention is much more effective when you put the right person into the right job. Know the job!
    • Money is important but it is not the only reason people stay with an organization.
    • 59. An employee committee to help develop retention strategies is a very effective strategy.
    • 60. Leadership must be deeply invested in retention.
    • 61. Recognition, in various forms, is a powerful retention strategy.
    • 62. Remember, the "Fun Factor" is very important to many employees.
  • 63. SOME EXAMPLES OF NEW AGE HR PRACTICES:
    • EmployeeRetention: A Tale of Two Companies.
    • 64. Employee Retention: A Tale of Two Companies - Google &Zappos
    • 65. Wipro BPOs
  • THANK YOU