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KEEPING YOUR EMPLOYEES

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KEEPING YOUR EMPLOYEES

KEEPING YOUR EMPLOYEES

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  • 1. CR Wireless Retaining Your Employees
  • 2. Company Information
    • CR Wireless sells AT&T Wireless phones. This is a very competitive industry. The company income comes from selling wireless phones and cell phone services and paging. The company has been around for about 11 years and is owned by Frank Grant. Frank had started the company and had only one location, and then he decided to add on more office locations where he could get more revenue for the company.
  • 3. Getting the right talent
    • This project looks at how to get the right talent and making change happen.
    • Second, this project looks at new ways of recruiting and keeping employees happy so that they stay.
  • 4. Goal and Objectives
    • The goal of this project was find ways of getting new talent and retaining employees at CR Wireless
    • The objectives are:
    • Create a metric system to get and retain talent
    • Set up a system that matches jobs with applicants skill sets
    • Define key leadership positions and requirements.
    • Identify high-potential candidates.
    • Assess employee readiness for new leadership roles. Provide training and development to fill the gap
  • 5. Rational for change
    • The wireless retail business has always has always had a high turnover.
    • This results in more money being spent on training new hires constantly.
    • It has impacts the moral of other employees and lower productivity.
  • 6. Getting HR Involved
    • It is time to get HR involved in the roll of retaining talent. Currently they have a 40% turnover rate. They only use one website do to recruinting and no way tracking resumes or the progress on tallent.
    • The new tallent plan will:
    • Create new ways of thinking on how get talent.
    • Develop new ways of keeping talent at levels.
  • 7. Culture and Change in Cr Wireless Management
    • Cr Wireless has a strong culture when it comes to training developing employees.
    • Change in the Management process will increase productivity and create more opportunities.
    • Change does not mean you change the whole culture of the company. It means that you make changes by making it happen one level at a time.
  • 8. The new talent management system
    • Create skill sets will set HR recruiting for success
    • Review current employees on growth and potential
    • Set up a new training budget and continue to train coach and develop new employees.
  • 9. Implementation of new talent system
    • Communicate to all employees there will be a change in retaining and getting new talent.
    • Develop a training guide for new system that will match the vision of what the company objectives are.
    • Recognize success by rewarding employees with appreciation gift cards
  • 10. Legal and Ethical issues
    • Make sure that applicants are hired based on skill sets and not just to fill the EEO compliance.
    • Make sure that new software system complies with EEO compliance
  • 11. Conclusion
    • Communication between management is the key to the success of this new system.
    • Success implementation of the new system will have a big impact on the company as a whole.
    • Compliance of legal issues will be reviewed monthly by HR.
  • 12. References
    • Mystaffingpro (2008) retrieved from http://mystaffingpro.com/services/services.asp
    • ESS (2008) Retrieved from http://www.es2.com/ESSFront08.asp?ID=2
    • January 1 2008 Retrieved from:
    • http://www.halogensoftware.com/resources/glossary/talent-management-software/
    • June 20 1997 retrieved from:
    • http://www.taleo.com/research/articles/strategic/what-talent-management-121.html
    • (1997,May,1 ) Payroll Costs Drives Workforce Management Strategy. Retrieved from:
    • http://findarticles.com/p/articles/mi_pwwi/is_200705/ai_n19110933
    • December 1 1998 (Queens land public service) Retrieved from
    • http://www.opsc.qld.gov.au/library/docs/resources/publications/Retention/AFocusOnPeople_WorkforceMgt.pdf
    • David G. Allen,
    • SHRM (Retaining Talent) Retrieved from:
    • http://www.shrm.org/foundation/RetainingTalent.pdf
    • (Peters, Joe) (2006)Management Strategies for the changing workforce
    • http://www.scientificsearch.com/images/Spr06News.pdf
    • (1991) C. Oreilly People and organization culture) retrived from:
    • http://web.mit.edu/bribri/www/15.347/1991OReilly_OCP.pdf
    • (April 2006) (C. Rothrock and D. Gregory) HOW CORPORATE CULTURE AFFECTS ORGANIZATIONAL VALUE
    • (2007, April)( Linda Devis )Organizational Culture and Its Importance retrieved from
    • http://www.articlesbase.com/organizational-articles/organizational-culture-and-its-importance-88645.html
    • National Defence University Strategic (Leadership and Decision Making) Retrieved from:
    • http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-dm/pt4ch16.html
    • Mystaffingpro (2008) retrieved from http://mystaffingpro.com/services/services
  • 13.
    • Wirth, Ross. (2004). Organizational Change through Influencing Individual Change
    • A behavior centric approach to change. Entarga (3), 1-13. [Electronic version]
    • Mauer. (1994, July). Why Resistance Matters. Mauer Consulting , 2. [Electronic version]
    • Tookpack Consulting LLC. (2005). Organization Change. Toolpack, 10 , 3. Retrieved May 1, 2005, from Toolpack Web site: www.toolpack.com/​change.html
    • Julie Skuturna. ( 2006, 5 /31). Rebuilding The HR Department Image . Retrieved from PRWEB: http://www.prweb.com/releases/2006500/5/prweb391116.htm .
    • Accell team. (2007, 1/2). Employee Motivation, the Organizational Environment and Productivity. Retrieved from accell team human resources: http://www.accel-team.com/human_resources/hrm_08a.html
    • Donna Keener, D. H. a. M. M., SPHR. (2000, 6/2). Implementing A Human Resource System –Lessons Learned Retrieved from SHRM: http://www.shrm.org/hrtx/library_published/IC/CMS_000199.asap .
  • 14.
    • Jennifer Dworkin Vigran, S. (2001, 15/ 4). How to Implement Strategic Planning: Vision Statement, Mission Statement, Values. Retrieved from SHRM: http://www.shrm.org/hrresources/whitepapers_published/CMS_000296.asp .
    • SHRM. (2001, 8/2). Strategizing for HR. Retrieved from Kathryn Tyler, M.A: http://www.shrm.org/hrmagzine/2001index/0201/0201tler.asp.