The document discusses employee retention strategies for startup companies. It finds that effective strategies include attractive compensation, a supportive work environment, opportunities for career and personal growth, positive relationships, and support systems. Startups face challenges retaining employees due to monetary dissatisfaction, abundant opportunities elsewhere, and low budgets for incentives. The document suggests startup retention strategies like flexible policies, open communication, cooperative culture, training investments, and respecting work-life balance. Retaining talented employees provides benefits like reduced costs, knowledge retention, customer satisfaction, and increased goodwill.
This document discusses employee retention strategies through a case study of an Indian IT company. It explores the types of benefits, organizational strategies, and cultural factors that contribute to employee retention in the private sector. The key retention strategies identified include competitive pay and benefits, opportunities for career growth, training and development programs, a positive work environment, and ensuring job satisfaction. The case study analyzes factors affecting retention at Wipro like compensation, training, career growth opportunities, and work-life balance. It concludes that all the identified factors are important for retention but companies need individualized strategies based on employee needs like more emphasis on career growth for younger employees and continued skills training for mid-level staff.
This document provides an overview of employee retention and the healthcare industry in India. It discusses that employee retention involves encouraging employees to remain with an organization. Retaining key employees is critical for long-term success. The healthcare industry in India includes hospitals, health insurance, medical software/equipment, and pharmacies. It is growing rapidly due to rising incomes and health awareness. Factors attracting corporations to healthcare include recognition as an industry, socioeconomic changes, brand development, and the opening of the insurance sector. The document then discusses characteristics of the service industry like intangibility and perishability as they relate to hospitals.
The study investigates the effects of incentives on employee’s productivity. The study had the
following objectives: The relationship between incentive and productivity of employee’s in organisations
Conceptual Framework on Reward Systems in Organizations for Success and its I...ijtsrd
Organizations in both the public and indeed the private sector consider their employees as a critical asset in the organization towards the attainment of the organizational goals. As a consequence of competitive markets, technological advancements and globalization, organizations are facing challenges in retaining their human capital. In addition to the direct costs, the exit of employees also implies the loss of valuable intellectual capital and thus competitive advantage changed essential frame of reference for considering issues of human resource management. Traditional sources of success such as product and process technology, protected markets, economies of scale, etc. can still provide competitive leverage but an organizations human resources are more vital for its sustainability. In order to retain its staff, organizations often focus on main retention strategy as rewards could be effective in reducing the risk of staff turnover in organizations through their relationship with effective commitment and motivation. Organizational reward systems play a critical role in enhancing employee satisfaction as the primary aim of the reward system is to enhance performance and extrinsic motivation by satisfying an individual employees needs. This study will have lots of contributions to the business world. Organizations may improve or change their reward systems to survive in todays environment with the help of this study. They may renew their reward systems and put more efficient and effective ones. Dr. G. Balamurugan | A. Princia "Conceptual Framework on Reward Systems in Organizations for Success and its Impacts: A Wide View" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21445.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/21445/conceptual-framework-on-reward-systems-in-organizations-for-success-and-its-impacts-a-wide-view/dr-g-balamurugan
This document discusses employee engagement and the factors that drive it. It states that employee engagement is key to competitive advantage as engaged employees outperform those who are not engaged. The three main drivers of engagement are identified as the relationship with one's immediate supervisor, belief in senior leadership, and pride in the company. Training managers play an important role by building strong relationships and leading in a person-centered way to create an engaging environment. Overall engagement is increased when employees have opportunities for personal development, effective talent management, clear company values, fair performance reviews, proper pay and benefits, and career growth opportunities.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
A STUDY ON EMPLOYEE RETENTION IN PL.A GROUP OF COMPANIES IAEME Publication
Employee retention is the foremost problem; which all organizations are now facing in the global competitive environment. In this conceptual paper, I have attempted to bring out some employee retention approaches, which have developed over a period of time. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. Employee Retention refers to the ability of the organization to retain its employees and it's emerging as a big challenge to organizations. Organization culture, pay and remuneration, flexibility and job satisfaction highly influence the retention rate for any company. Retention of employees is an important function of the HRM.
This document discusses employee retention strategies through a case study of an Indian IT company. It explores the types of benefits, organizational strategies, and cultural factors that contribute to employee retention in the private sector. The key retention strategies identified include competitive pay and benefits, opportunities for career growth, training and development programs, a positive work environment, and ensuring job satisfaction. The case study analyzes factors affecting retention at Wipro like compensation, training, career growth opportunities, and work-life balance. It concludes that all the identified factors are important for retention but companies need individualized strategies based on employee needs like more emphasis on career growth for younger employees and continued skills training for mid-level staff.
This document provides an overview of employee retention and the healthcare industry in India. It discusses that employee retention involves encouraging employees to remain with an organization. Retaining key employees is critical for long-term success. The healthcare industry in India includes hospitals, health insurance, medical software/equipment, and pharmacies. It is growing rapidly due to rising incomes and health awareness. Factors attracting corporations to healthcare include recognition as an industry, socioeconomic changes, brand development, and the opening of the insurance sector. The document then discusses characteristics of the service industry like intangibility and perishability as they relate to hospitals.
The study investigates the effects of incentives on employee’s productivity. The study had the
following objectives: The relationship between incentive and productivity of employee’s in organisations
Conceptual Framework on Reward Systems in Organizations for Success and its I...ijtsrd
Organizations in both the public and indeed the private sector consider their employees as a critical asset in the organization towards the attainment of the organizational goals. As a consequence of competitive markets, technological advancements and globalization, organizations are facing challenges in retaining their human capital. In addition to the direct costs, the exit of employees also implies the loss of valuable intellectual capital and thus competitive advantage changed essential frame of reference for considering issues of human resource management. Traditional sources of success such as product and process technology, protected markets, economies of scale, etc. can still provide competitive leverage but an organizations human resources are more vital for its sustainability. In order to retain its staff, organizations often focus on main retention strategy as rewards could be effective in reducing the risk of staff turnover in organizations through their relationship with effective commitment and motivation. Organizational reward systems play a critical role in enhancing employee satisfaction as the primary aim of the reward system is to enhance performance and extrinsic motivation by satisfying an individual employees needs. This study will have lots of contributions to the business world. Organizations may improve or change their reward systems to survive in todays environment with the help of this study. They may renew their reward systems and put more efficient and effective ones. Dr. G. Balamurugan | A. Princia "Conceptual Framework on Reward Systems in Organizations for Success and its Impacts: A Wide View" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21445.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/21445/conceptual-framework-on-reward-systems-in-organizations-for-success-and-its-impacts-a-wide-view/dr-g-balamurugan
This document discusses employee engagement and the factors that drive it. It states that employee engagement is key to competitive advantage as engaged employees outperform those who are not engaged. The three main drivers of engagement are identified as the relationship with one's immediate supervisor, belief in senior leadership, and pride in the company. Training managers play an important role by building strong relationships and leading in a person-centered way to create an engaging environment. Overall engagement is increased when employees have opportunities for personal development, effective talent management, clear company values, fair performance reviews, proper pay and benefits, and career growth opportunities.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
A STUDY ON EMPLOYEE RETENTION IN PL.A GROUP OF COMPANIES IAEME Publication
Employee retention is the foremost problem; which all organizations are now facing in the global competitive environment. In this conceptual paper, I have attempted to bring out some employee retention approaches, which have developed over a period of time. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. Employee Retention refers to the ability of the organization to retain its employees and it's emerging as a big challenge to organizations. Organization culture, pay and remuneration, flexibility and job satisfaction highly influence the retention rate for any company. Retention of employees is an important function of the HRM.
A STUDY ON EMPLOYEE RETENTION PRACTICES OF AUTOMOBILE INDUSTRIES IN INDIA WIT...IAEME Publication
This document summarizes a study on employee retention practices in the automobile industry in India, specifically at Hyundai Motors in Chennai. The study had several objectives: to examine employee satisfaction, training and development activities, compensation factors, and make suggestions to improve retention strategies. Data was collected through a questionnaire distributed to 500 Hyundai employees. The results showed that employees desired job rotation, staff quarters, education loans, family employment, more training, and better rewards and recognition. The study concluded retention is important for automobile companies to retain talent and achieve objectives, and factors influencing retention should be identified and improved.
Human Resource Management (MGT501) introduces basic HRM concepts. It discusses that HRM involves managing people in organizations and matching organizational needs to employee skills. The document then discusses why HRM is important, noting that it helps avoid personnel mistakes, gain competitive advantages through employees, and accommodate worker needs. It also outlines the course topics which cover areas like recruitment, training, compensation, and performance management.
This document discusses innovative human resource practices. It begins by defining innovation as introducing new methods, ideas, or products. It then discusses how HR innovation implements new ideas and technologies to meet evolving organizational needs. Some innovative HR practices discussed include developing mentorship programs to engage employees, conducting exit interviews and new hire surveys to improve processes, and using pulse and comprehensive surveys to gather employee feedback over time. The goal of these innovative practices is to hire and retain top talent, improve employee satisfaction and engagement, and help organizations be more successful.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document describes the research methodology used in a study on employee empowerment. The study was conducted at Polyhydron Private Limited in India, with the goal of understanding how innovative workplace policies and practices can empower employees and improve organizational performance. The methodology included administering questionnaires to all 73 employees to collect data on empowerment practices. The data was collected in three stages, including observation, discussion, and pooling responses. The study aimed to test hypotheses about how empowerment improves individual and organizational outcomes.
The document discusses talent acquisition and development processes. It defines talent acquisition as the practices and activities carried out by an organization to identify and attract potential employees. It also discusses recruitment as seeking and attracting applicants for jobs. Training and development aims to improve employee performance and involves organizational activities. The document also reviews literature related to talent management, which involves attracting, selecting, developing and retaining the right employees.
This document discusses employee retention in organizations. It defines employee retention as measures taken to encourage employees to remain with an organization for as long as possible. Retaining key employees is important for long-term organizational success as it ensures customer satisfaction, productivity, and preservation of institutional knowledge. The document outlines some of the challenges of employee retention, such as the costs of replacing employees and the competitive job market. It stresses the importance of identifying employees' needs and developing tailored retention strategies to keep talented workers.
mm bagali...... mba...... research......management......hrm......hrd........dr m m bagali, phd in hr
This document describes the research methodology for a study on employee empowerment. The study was conducted at Polyhydron Private Limited, an engineering company in India. The study used an exploratory and descriptive research design to understand innovative strategies that make top companies different, such as empowering employees. The study tested hypotheses about how empowerment improves organizational achievement, shapes positive attitudes, and is related to access to information. The scope was to understand what policy, people or workplace practices create an empowered organization and workforce. Data was collected through questionnaires and interviews of employees, including the CEO, at Polyhydron Private Limited.
This document discusses innovative HR practices that companies can adopt to remain competitive. It outlines strategies for attracting and assessing talented employees, developing potential, engaging staff, and facilitating transitions. It also discusses green initiatives like virtual teams, reducing paper use, and wellness programs. Implementing innovative HR practices can help companies utilize resources, leverage intellectual capital, and adapt to changing business needs.
The document discusses several HR practices and their impact on employee retention. It states that employee retention is important for both organizations and employees. When employees are satisfied and their needs are met through supportive HR practices, they are more likely to stay with an organization. Some key HR practices that can impact retention include competitive compensation and benefits, training and development opportunities, performance management, and creating a positive work culture. Implementing strategic retention practices can help organizations reduce costs associated with employee turnover.
Read attachedpages about 3-M and their approach to innovationRes.docxmakdul
Read attachedpages about 3-M and their approach to innovation
Research one of 3M’s innovations.
Write a full two page paper in which you respond to the following questions:
1. How did the creative thinking process work in the development of this product? Describe what took place in each of the four steps.
2. Analyze what type of innovation this was—invention, extension, duplication, or synthesis. What characteristics of the innovation have led you to this conclusion?
3. Explain which of the sources of innovative ideas discussed in this week’s reading help account for this product’s success and why?
Include a minimum of two sources
The Entrepreneurial Mind-Set in Organizations: Corporate Entrepreneurship
Thus, 3M’s philosophy was born. Innovation is a numbers game: The more ideas, the better the chances for a successful innovation. In other words, to master innovation, companies must have a tolerance for failure. This philosophy has paid off for 3M. Antistatic videotape, trans- lucent dental braces, synthetic ligaments for knee surgery, heavy-duty reflective sheeting for construction signs, and, of course, Post-it notes are just some of the great innovations devel- oped by the organization. Overall, the company has a catalog of 60,000 products.40
Today, 3M follows a set of innovative rules that encourages employees to foster ideas. The key rules include the following:
•
Don’t kill a project. If an idea can’t find a home in one of 3M’s divisions, a staffer can devote 15 percent of his or her time to prove it is workable. For those who need seed money, as many as 90 Genesis grants of $50,000 are awarded each year.
• Tolerate failure. Encouraging plenty of experimentation and risk taking allows more chances for a new product hit. The goal: Divisions must derive 25 percent of sales from products introduced in the past five years. The target may be boosted to 30 percent in some cases.
• Keep divisions small. Division managers must know each staffer’s first name. When a division gets too big, perhaps reaching $250 million to $300 million in sales, it is split up.
• Motivate the champions. When a 3M employee has a product idea, he or she recruits an action team to develop it. Salaries and promotions are tied into the product’s progress. The champion has a chance to someday run his or her own product group or division.
• Stay close to the customer. Researchers, marketers, and managers visit with customers and routinely invite them to help brainstorm product ideas.
•
Share the wealth. Technology, wherever it is developed, belongs to everyone.41 3-4c structuring the Work environment
Structuring the Work environment
When establishing the drive to innovate in today’s corporations, one of the most critical steps is to invest heavily in an innovative environment. A top-level manager’s job is to create a work environment that is highly conducive to innovation and entrepreneurial behaviors. Within such an environment, each employee has the opport ...
A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Lt...ijtsrd
- The document discusses a study on employee motivation at Megha Engineering and Infrastructure Pvt Ltd Company in Hyderabad, India.
- It aims to identify influencing factors for employee motivation and the level of satisfaction with motivational practices at the organization.
- A survey was conducted of 130 employees to understand what motivates them most, which were found to be self-actualization, job security, and leave. Salary increments and recognition were also highly motivating.
The document summarizes innovative HR practices in software organizations and discusses HR challenges in the Indian software industry. It provides details on HR policies and practices of top software companies in India, including effective communication, developing an employee manual, and managing expectations. It also discusses the critical dimensions of best practices such as attracting, developing, engaging and transitioning talent. Finally, it notes the shortage of qualified software talent and arguments on both sides of whether there is truly a shortage.
Innovative hr practices in software organizationiaemedu
This document discusses innovative HR practices in software organizations. It covers several topics:
1) Critical dimensions of best practices such as attracting, developing, engaging, and managing employee transitions.
2) Specific HR practices of Infosys such as satellite centers and sabbaticals to improve work-life balance.
3) HR challenges in the Indian software industry such as managing aspirations, expectations, person-culture and person-job fit, and challenges related to company size and maturity.
4) HR policies of top software companies in India including effective communication, employee handbooks, and addressing harassment.
5) The nature of software talent and skills needed for software projects.
6) Evidence
The nternational Journal of Marketing Management is an journal in English published half yearly. The fast publication schedule whilst maintaining rigorous peer review the use of recommended electronic formats for article delivery expedites the process. All submitted research or review articles or Case Studies are subjected to immediate rapid screening by the editors.
A Study on Awareness and Satisfaction towards Employee Welfare MeasuresDr. Amarjeet Singh
The employees are considered as major resources
of all organisations including service as well as
manufacturing industries. So in the present day of business
world, the companies are giving more benefits to their
employees and maintaining good standard measures to
make them satisfy in the organisation. The present study is
on the above subject which studies the welfare measures.
Therefore the reason of the study is to find out how welfare
measure are provided by the private organisation and how
the employees are satisfied with the company
accommodation given to the employees which plays a very
important role in the employee satisfaction and their life in
the organization. The study found that the employee welfare
measures are highly satisfactory in their concern which was
done through perfect analysis & interpretation. This study
would be helpful for the company and also to improve some
welfare and safety activities inside the company.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
This document outlines a student's proposed research project on identifying employee retention strategies that impact job satisfaction across organizations. The project will examine how factors like psychological/economic job security, affiliation, and self-actualization influence retention strategies. A survey will collect primary data on the relationship between various impact factors. The results aim to provide guidance to organizations on creating employee-oriented cultures to improve retention and business performance over the long term.
Full Page Printable Lined Paper - Printable World HoLeonard Goudy
1. The document provides instructions for creating an account on the HelpWriting.net site and submitting requests for paper writing assistance. It outlines a 5-step process for registering, submitting a request, reviewing bids from writers, revising the paper if needed, and ensuring satisfaction.
2. The bidding system matches requests with qualified writers. Customers can choose a writer based on qualifications, history, and feedback, then pay a deposit to start the assignment. Revisions are allowed to ensure satisfaction.
3. HelpWriting.net promises original, high-quality content and refunds for plagiarized work. Customers can request assistance confidently knowing their needs will be fully met.
Concept Paper Examples Philippines Educational SLeonard Goudy
The document provides instructions for requesting writing assistance from HelpWriting.net, including creating an account, completing an order form with instructions and deadline, and reviewing writer bids before authorizing payment upon completion of revisions. The process aims to match clients with qualified writers based on qualifications and feedback to ensure high quality, original content through potential revisions until the client's needs are fully met.
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A STUDY ON EMPLOYEE RETENTION PRACTICES OF AUTOMOBILE INDUSTRIES IN INDIA WIT...IAEME Publication
This document summarizes a study on employee retention practices in the automobile industry in India, specifically at Hyundai Motors in Chennai. The study had several objectives: to examine employee satisfaction, training and development activities, compensation factors, and make suggestions to improve retention strategies. Data was collected through a questionnaire distributed to 500 Hyundai employees. The results showed that employees desired job rotation, staff quarters, education loans, family employment, more training, and better rewards and recognition. The study concluded retention is important for automobile companies to retain talent and achieve objectives, and factors influencing retention should be identified and improved.
Human Resource Management (MGT501) introduces basic HRM concepts. It discusses that HRM involves managing people in organizations and matching organizational needs to employee skills. The document then discusses why HRM is important, noting that it helps avoid personnel mistakes, gain competitive advantages through employees, and accommodate worker needs. It also outlines the course topics which cover areas like recruitment, training, compensation, and performance management.
This document discusses innovative human resource practices. It begins by defining innovation as introducing new methods, ideas, or products. It then discusses how HR innovation implements new ideas and technologies to meet evolving organizational needs. Some innovative HR practices discussed include developing mentorship programs to engage employees, conducting exit interviews and new hire surveys to improve processes, and using pulse and comprehensive surveys to gather employee feedback over time. The goal of these innovative practices is to hire and retain top talent, improve employee satisfaction and engagement, and help organizations be more successful.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document describes the research methodology used in a study on employee empowerment. The study was conducted at Polyhydron Private Limited in India, with the goal of understanding how innovative workplace policies and practices can empower employees and improve organizational performance. The methodology included administering questionnaires to all 73 employees to collect data on empowerment practices. The data was collected in three stages, including observation, discussion, and pooling responses. The study aimed to test hypotheses about how empowerment improves individual and organizational outcomes.
The document discusses talent acquisition and development processes. It defines talent acquisition as the practices and activities carried out by an organization to identify and attract potential employees. It also discusses recruitment as seeking and attracting applicants for jobs. Training and development aims to improve employee performance and involves organizational activities. The document also reviews literature related to talent management, which involves attracting, selecting, developing and retaining the right employees.
This document discusses employee retention in organizations. It defines employee retention as measures taken to encourage employees to remain with an organization for as long as possible. Retaining key employees is important for long-term organizational success as it ensures customer satisfaction, productivity, and preservation of institutional knowledge. The document outlines some of the challenges of employee retention, such as the costs of replacing employees and the competitive job market. It stresses the importance of identifying employees' needs and developing tailored retention strategies to keep talented workers.
mm bagali...... mba...... research......management......hrm......hrd........dr m m bagali, phd in hr
This document describes the research methodology for a study on employee empowerment. The study was conducted at Polyhydron Private Limited, an engineering company in India. The study used an exploratory and descriptive research design to understand innovative strategies that make top companies different, such as empowering employees. The study tested hypotheses about how empowerment improves organizational achievement, shapes positive attitudes, and is related to access to information. The scope was to understand what policy, people or workplace practices create an empowered organization and workforce. Data was collected through questionnaires and interviews of employees, including the CEO, at Polyhydron Private Limited.
This document discusses innovative HR practices that companies can adopt to remain competitive. It outlines strategies for attracting and assessing talented employees, developing potential, engaging staff, and facilitating transitions. It also discusses green initiatives like virtual teams, reducing paper use, and wellness programs. Implementing innovative HR practices can help companies utilize resources, leverage intellectual capital, and adapt to changing business needs.
The document discusses several HR practices and their impact on employee retention. It states that employee retention is important for both organizations and employees. When employees are satisfied and their needs are met through supportive HR practices, they are more likely to stay with an organization. Some key HR practices that can impact retention include competitive compensation and benefits, training and development opportunities, performance management, and creating a positive work culture. Implementing strategic retention practices can help organizations reduce costs associated with employee turnover.
Read attachedpages about 3-M and their approach to innovationRes.docxmakdul
Read attachedpages about 3-M and their approach to innovation
Research one of 3M’s innovations.
Write a full two page paper in which you respond to the following questions:
1. How did the creative thinking process work in the development of this product? Describe what took place in each of the four steps.
2. Analyze what type of innovation this was—invention, extension, duplication, or synthesis. What characteristics of the innovation have led you to this conclusion?
3. Explain which of the sources of innovative ideas discussed in this week’s reading help account for this product’s success and why?
Include a minimum of two sources
The Entrepreneurial Mind-Set in Organizations: Corporate Entrepreneurship
Thus, 3M’s philosophy was born. Innovation is a numbers game: The more ideas, the better the chances for a successful innovation. In other words, to master innovation, companies must have a tolerance for failure. This philosophy has paid off for 3M. Antistatic videotape, trans- lucent dental braces, synthetic ligaments for knee surgery, heavy-duty reflective sheeting for construction signs, and, of course, Post-it notes are just some of the great innovations devel- oped by the organization. Overall, the company has a catalog of 60,000 products.40
Today, 3M follows a set of innovative rules that encourages employees to foster ideas. The key rules include the following:
•
Don’t kill a project. If an idea can’t find a home in one of 3M’s divisions, a staffer can devote 15 percent of his or her time to prove it is workable. For those who need seed money, as many as 90 Genesis grants of $50,000 are awarded each year.
• Tolerate failure. Encouraging plenty of experimentation and risk taking allows more chances for a new product hit. The goal: Divisions must derive 25 percent of sales from products introduced in the past five years. The target may be boosted to 30 percent in some cases.
• Keep divisions small. Division managers must know each staffer’s first name. When a division gets too big, perhaps reaching $250 million to $300 million in sales, it is split up.
• Motivate the champions. When a 3M employee has a product idea, he or she recruits an action team to develop it. Salaries and promotions are tied into the product’s progress. The champion has a chance to someday run his or her own product group or division.
• Stay close to the customer. Researchers, marketers, and managers visit with customers and routinely invite them to help brainstorm product ideas.
•
Share the wealth. Technology, wherever it is developed, belongs to everyone.41 3-4c structuring the Work environment
Structuring the Work environment
When establishing the drive to innovate in today’s corporations, one of the most critical steps is to invest heavily in an innovative environment. A top-level manager’s job is to create a work environment that is highly conducive to innovation and entrepreneurial behaviors. Within such an environment, each employee has the opport ...
A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Lt...ijtsrd
- The document discusses a study on employee motivation at Megha Engineering and Infrastructure Pvt Ltd Company in Hyderabad, India.
- It aims to identify influencing factors for employee motivation and the level of satisfaction with motivational practices at the organization.
- A survey was conducted of 130 employees to understand what motivates them most, which were found to be self-actualization, job security, and leave. Salary increments and recognition were also highly motivating.
The document summarizes innovative HR practices in software organizations and discusses HR challenges in the Indian software industry. It provides details on HR policies and practices of top software companies in India, including effective communication, developing an employee manual, and managing expectations. It also discusses the critical dimensions of best practices such as attracting, developing, engaging and transitioning talent. Finally, it notes the shortage of qualified software talent and arguments on both sides of whether there is truly a shortage.
Innovative hr practices in software organizationiaemedu
This document discusses innovative HR practices in software organizations. It covers several topics:
1) Critical dimensions of best practices such as attracting, developing, engaging, and managing employee transitions.
2) Specific HR practices of Infosys such as satellite centers and sabbaticals to improve work-life balance.
3) HR challenges in the Indian software industry such as managing aspirations, expectations, person-culture and person-job fit, and challenges related to company size and maturity.
4) HR policies of top software companies in India including effective communication, employee handbooks, and addressing harassment.
5) The nature of software talent and skills needed for software projects.
6) Evidence
The nternational Journal of Marketing Management is an journal in English published half yearly. The fast publication schedule whilst maintaining rigorous peer review the use of recommended electronic formats for article delivery expedites the process. All submitted research or review articles or Case Studies are subjected to immediate rapid screening by the editors.
A Study on Awareness and Satisfaction towards Employee Welfare MeasuresDr. Amarjeet Singh
The employees are considered as major resources
of all organisations including service as well as
manufacturing industries. So in the present day of business
world, the companies are giving more benefits to their
employees and maintaining good standard measures to
make them satisfy in the organisation. The present study is
on the above subject which studies the welfare measures.
Therefore the reason of the study is to find out how welfare
measure are provided by the private organisation and how
the employees are satisfied with the company
accommodation given to the employees which plays a very
important role in the employee satisfaction and their life in
the organization. The study found that the employee welfare
measures are highly satisfactory in their concern which was
done through perfect analysis & interpretation. This study
would be helpful for the company and also to improve some
welfare and safety activities inside the company.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
This document outlines a student's proposed research project on identifying employee retention strategies that impact job satisfaction across organizations. The project will examine how factors like psychological/economic job security, affiliation, and self-actualization influence retention strategies. A survey will collect primary data on the relationship between various impact factors. The results aim to provide guidance to organizations on creating employee-oriented cultures to improve retention and business performance over the long term.
Similar to A STUDY ON THE EMPLOYEE RETENTION STRATEGIES FOLLOWED BY STARTUP COMPANIES (20)
Full Page Printable Lined Paper - Printable World HoLeonard Goudy
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Concept Paper Examples Philippines Educational SLeonard Goudy
The document provides instructions for requesting writing assistance from HelpWriting.net, including creating an account, completing an order form with instructions and deadline, and reviewing writer bids before authorizing payment upon completion of revisions. The process aims to match clients with qualified writers based on qualifications and feedback to ensure high quality, original content through potential revisions until the client's needs are fully met.
How To Improve An Essay In 7 Steps SmartessayrewritLeonard Goudy
You visited Busch Gardens in Tampa, Florida for the first time and were overwhelmed by the beautiful scenery and playful atmosphere of the park during the holidays, though you were hesitant to ride the huge rollercoasters that were much larger than what you were used to at other parks, making your skin shiver from their fast speeds and people's screams that you weren't sure stemmed from happiness or fear. After eating for an hour to contemplate facing your anxiety, you finally overcame your nerves and tried the rollercoasters to the annoyance of your impatient siblings.
INTERESTING THESIS TOPICS FOR HIGH SCHOLeonard Goudy
1. It provides significant business opportunities for local companies to win contracts to supply goods and services for the Games. This can amount to billions of dollars and create thousands of new jobs.
2. Hosting boosts tourism both during and long after the Games, as people visit to experience Olympic venues and sites. This provides an ongoing economic boost to the tourism industry.
3. It promotes the host city and country on a global stage, increasing international awareness and positive perceptions that can attract new foreign investment, events, and tourism in subsequent years.
The document discusses attrition from higher education institutions, specifically pre-registration nursing programs. It notes that attrition rates are a concern for universities, the government, and the NHS due to the need for qualified nurses. While specific attrition rate data is difficult to obtain, the Department of Health reported the attrition rate from pre-registration nursing programs is 16%. Factors that influence attrition include academic difficulties, personal issues, and lack of support. Universities must identify students at risk of dropping out in order to provide support and reduce attrition rates.
Persuasive Essay Site That Writes Essays For You FreeLeonard Goudy
This document summarizes a site that provides free essay writing services. It outlines a 5-step process: 1) Create an account with an email and password. 2) Complete an order form providing instructions, sources, and deadline. 3) Review bids from writers and choose one. 4) Review the completed paper and authorize payment. 5) Request revisions until satisfied. It claims to provide original, high-quality content with a refund if plagiarized.
The document provides instructions for using the HelpWriting.net service to get writing assistance. It outlines a 5-step process: 1) Create an account; 2) Submit a request with instructions and deadline; 3) Review bids from writers and select one; 4) Review the completed paper and authorize payment; 5) Request revisions if needed, as HelpWriting provides free revisions.
Example Of Methodology In Research Paper - Free EssLeonard Goudy
1. The document discusses abuse of power in Margaret Atwood's novel "The Handmaid's Tale".
2. It describes how the totalitarian society of Gilead is designed to control and restrict its inhabitants through strict laws and rules.
3. Key figures like the Wives and commanders manipulate the system to fulfill their own desires, going against the purpose of the laws they established.
Persuasive Essays Examples And Samples EsLeonard Goudy
This document discusses the importance and benefits of genetic screenings while also acknowledging concerns about potential social stigma and discrimination. It notes that genetic screenings can help identify health risks and guide treatment and prevention, but there are debates around privacy and whether results should be publicly released given risks of ethnic discrimination. While screenings can benefit public health by furthering medical research and policy, there are worries that revealing results could lead to social or ethnic quarantining of groups more susceptible to certain conditions. The document examines both sides of this complex issue regarding genetic screenings.
The document provides instructions for requesting writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account with an email and password. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and select one based on qualifications. 4) Review the completed paper and authorize payment if satisfied. 5) Request revisions to ensure satisfaction, with the option of a full refund for plagiarized work.
A Multimedia Visualization Tool For Solving Mechanics Dynamics ProblemLeonard Goudy
This document describes a multimedia visualization tool developed to help students learn mechanics dynamics problems involving projectile motion. The tool uses multimedia elements like text, graphics, audio and animation to present problem steps and solutions in an interactive virtual environment. A study found the tool effectively promoted learning by enabling visualization and interactivity. It allowed students to solve problems quickly by exploring on their own pace. The tool aims to complement traditional teaching through interactive virtual experiments.
A3 Methodology Going Beyond Process ImprovementLeonard Goudy
This document discusses the A3 methodology for problem solving and continuous improvement. It begins with an overview of lean thinking and how companies use approaches like A3, PDCA, and DMAIC to reduce waste and streamline processes. The document then provides details on the A3 methodology, which presents problem information concisely on a single page. The A3 approach structures key data about an issue using elements like history, current conditions, objectives, analysis, countermeasures, and follow-up. It is based on the PDCA cycle and utilizes tools like five whys for root cause analysis. The case study showed implementing A3 at a motorcycle company reduced machine setup time by 70.4%, eliminating the need for an extra production
This document summarizes two narratives about asexuality from individuals with disabilities. Donna Williams, an author with autism, writes about having been taught to perform sexuality without experiencing desire herself. She asserts that asexuality is a normal state. The second narrative is from "Miss Jane", a woman with a physical disability, who describes herself as a virgin and finds pleasure in sensuality rather than sexuality. The document examines how narratives from those with disabilities who identify as asexual challenge social norms around sexuality and ability.
A Short Essay Of Three Research Methods In QualitativeLeonard Goudy
This document discusses and compares three qualitative research methods: interviews, focus groups, and ethnography. Interviews involve conducting one-on-one conversations to understand perspectives on issues. Focus groups involve group discussions to understand attitudes and how people construct meaning collectively. Ethnography involves observing groups through participation and methods like interviews to examine social phenomena as groups experience them. Each method has advantages and limitations for gaining insights into topics depending on the research questions and context.
An Interactive Educational Environment For Preschool ChildrenLeonard Goudy
The document proposes an interactive educational environment for preschool children that utilizes smart handheld devices equipped with NFC and wireless sensors. It aims to create a fun and educational environment where children can learn through play. The authors developed an application for Android that prompts children to search for and count objects to learn basic number skills. The application provides feedback on the child's counting and supports collaborative tasks between children. Evaluation of the approach focused on developing tasks related to counting objects using a 1-to-1 correspondence as an important early math concept.
An Apology For Hermann Hesse S SiddharthaLeonard Goudy
This document provides context for an apology being written for Hermann Hesse's novel Siddhartha. It discusses how Hesse was exposed to Eastern philosophy from a young age through his missionary parents. While Siddhartha drew on some Eastern concepts like rebirth and the possibility of liberation, it is argued that Hesse used these motifs more as a vehicle to explore his own spiritual struggles rather than accurately representing Indian philosophy. The apology aims to acknowledge that while Siddhartha inspired many to learn about Eastern traditions, Hesse's depictions were a romanticized cultural appropriation rather than a precise representation of South Asian religious concepts.
Here are a few key points about laws and dimensionless laws:
- A law is an equation that relates physical quantities and describes a physical phenomenon. It depends on variables with specific dimensions.
- The dimensions of each variable are specified by a dimension matrix, which shows how the fundamental dimensions (like length, mass, time) combine to form the dimensions of each variable.
- A dimensionless law is one where all the terms are dimensionless, meaning the dimensions cancel out. This occurs when the variables are related in such a way that their dimensions are proportional.
- Dimensional analysis and identifying dimensionless groups is useful for developing and simplifying mathematical models of physical systems. Dimensionless laws allow models to be scaled up
A Survey Of Unstructured Outdoor Play Habits Among Irish Children A Parents ...Leonard Goudy
This document is a dissertation submitted by Orla Gallagher to fulfill requirements for a degree in Early Childhood Care and Education. The dissertation examines unstructured outdoor play habits among Irish children ages 3-6 from parents' perspectives. Gallagher conducted a survey of 120 parents to understand children's access to outdoor environments, types of play, and barriers. The research found that children engage in outdoor play in homes, communities, and educational settings. Play includes various activities and materials. Outdoor play in educational settings may be limited by attitudes, weather, or other factors. Parents recognize benefits but also barriers to children's outdoor play.
An Exploration Of Corporate Social Responsibility (CSR) As A Lever For Employ...Leonard Goudy
This dissertation examines how corporate social responsibility (CSR) practices influence employee engagement at Metallon Gold Mining Zimbabwe from 2002-2012. Through a survey of 100 Metallon employees, the study analyzed Metallon's CSR programs and policies and their impact on employee trust, commitment, satisfaction, and organizational reputation. The results found that CSR practices positively influenced some engagement factors but knowledge and participation in CSR needed improvement. The study recommends Metallon focus more on internal CSR communication and involvement to further boost engagement. It also calls for a government CSR policy to provide guidance for the mining industry in Zimbabwe.
A Major Project Report On Quot VEHICLE TRACKING SYSTEM USING GPS AND GSM Q...Leonard Goudy
This document is a project report on a vehicle tracking system using GPS and GSM. It was submitted by four students to Rajiv Gandhi Prodyogiki Vishwavidyalaya, Bhopal, India under the guidance of Dr. Dilip Sharma of the Electronics and Communication Engineering department at Ujjain Engineering College. The project involved developing a system that uses a GPS module to track the location of a vehicle and send it via GSM to a predefined number or laptop when activated. The system can also be activated by detecting accidents, fire, or theft. The report includes sections on methodology, requirements, coding, advantages, results, and conclusions.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
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Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
2. 60 R. P. Suvethashri & Dr. A. Vickram
Impact Factor (JCC): 8.2193 NAAS Rating: 3.43
Startup Company
A startup company is a youthful organization at its beginning stage, initially financed and operated by a bunch of
individuals or entrepreneurs or venture capitalists. They usually try to bring in new products or services or ideas into the
market. Paul Graham expressed that "An organization 5-year-old can even now be a startup and is intended to become in
all respects rapidly." In basic words, an organization that has the ability, culture, and mindset to make something creative
and produces an unexpected effect by comprehending the basic problems of society can be named as a startup.
In this attempt of offering new product or services to the market, a startup company faces lots of challenges, for
example, the vulnerability of future benefits, managing with rivalries in the market, attrition, etc. Furthermore, they have
to experience a daunting struggle to promote their products in the minds of the customers. On the other hand attracting,
selecting, managing and retaining skilled person is another biggest challenge for them due to varies reasons such as high
salary paid by competitors, company image, etc.
OBJECTIVES OF THE STUDY
• To identify effective employee retention strategies.
• To examine the factors influencing the employee for retaining themselves in a company.
• To explore the benefits attained by retaining the employee in an organization.
• To identify the struggles faced in retaining the employee.
SIGNIFICANCE OF THE STUDY
Employees are the key resources of any business organization. Organizations to gain a competitive advantage in the
market, it has to manage and retain their key assets, i.e. the human resources. On the other hand, with technological up-
gradation and economic development, employees are now available with lots of opportunities. Thus, it has become a very
important fact that every organization should motivate and make them feel satisfied in order to retain them. This paper
would focus on identifying the effective employee retention strategies, benefits attained from them and also analyses the
various factors that motivate employees to remain in the organization.
SCOPE OF THE STUDY
This paper helps startup companies to understand the requirements of their employees. It is helpful for the management to
know the effective strategy and motivational techniques which can be adapted to retain their employees. Also, it reveals the
benefits of using retention strategies in the organization.
REVIEW OF LITERATURE
Work-life balance is one of the important factors for the commitment and maintenance of employees in an organization.
The study directed by The Australian Telework Warning Committee (2006) establishes that interventions of work
requests into the individual life (for example working during the end of the week) came about into elevated stress and
passionate depletion among the representatives. It was found that around 70% of the organization that merged
telecommuting choices gained positive advantages, for example, increased business profit and cost reduction, increase in
employees’ adaptability and extended workforce support and employee work-life balance.
3. A Study on the Employee Retention Strategies Followed by Startup Companies 61
www.tjprc.org editor@tjprc.org
Dr. K. Balaji Mathimaran & Prof. Dr. A. Ananda Kumar (2017) in their study says that in this competitive
and technologically driven economy, it is very difficult to fulfill the needs of the employees and satisfy them. But in order
to retain them, an organization has to follow the 3 R principle of employee retention, i.e. Recognition, Respect, and
Reward.
Mitala (2003) in her study points out the five key elements of retention strategies. They are compensation
(financial and non-financial benefits); environment (workplace structure and atmosphere); growth (career and personal);
relationship (relationship existing between employer, employees, colleagues, organization and outside world) and support
(assistance or help provided to employees).
Andrea V Lewis and Dr. A. H. Sequeira (2017) in their article says that having a good effective employees
retention system in any organization is totally need and simultaneously is inevitable. Cutting, creating and executing these
systems include genuine responsibility from the board and particularly administrators at the corporate level. This would
yield rich profits in the long run.
Anjali Kunampurat Paul and Dr. Theresa Nithila Vincent (2018) in their study point out the major hindrance
faced by startup companies in retaining their employees. The factors are the absence of a proper system, lack of awareness,
disoriented employee engagement system, misunderstandings, lack in fixing employee need, external threat, diversity
factor, low funds for rewards and benefits to employees.
RESEARCH METHODOLOGY
Secondary data are used in this researchthat were collected from various resources such as research articles, National and
International journals, periodical reports, magazines, informatory videos and websites.
THEORETICAL FRAMEWORK
Employee Retention Strategies
Attracting and retaining talents is the ultimate challenge for every organization, especially for startups. Effective employee
retention requires proper planning and strategies.
The basic principles of employee retention strategies are:
• Appreciate and reward their achievements.
• Empower the employees (Give employees the authority to get things done)
• Believe in them, trust and respect them
• Create a happy work environment
• Give feedback on their performance.
• Hire the right person.
• Value employees as the most valuable resource of the organization.
• Provide employees with the required information and knowledge.
• Respect their morale.
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Classification of Employee Retention Strategies
Employee Retention Strategies are broadly classified as follows:
Compensation
Compensation holds the biggest part in terms of employee retention. Compensation package includes salaries, wages,
allowances, bonuses, insurances, vacations, etc. All employees will have high expectations for their salary packages. Salary
packages differ from industry to industry. On the whole, an attractive and satisfying salary package will help the
organization to retain the employees.
Environment
Every employee expects a happy and peaceful work environment. Organizations should concentrate on creating a
comfortable work environment to make better use of the available human assets. The yield from employees working in
those environments will be comparatively high. People want to work for an organization which provides them a feeling
that the organization is a second home.
Growth
Every employee works only to contribute to the growth of the organization but also to achieve their personal goals.
Companies cannot separate the individual goals of employees’ and focus on organizations goals alone. Every individual’s
first priority is to work for themselves and later for the organization. If a person is not happy with his growth, he/she will
not be able to contribute to the growth of the organization.
Relationship
There is a common saying that “Employees leave their managers, and not their jobs”, which is true because of the fact that
the main reason for an employee to level the organization is the relationship that exists between the employee, management
and the colleagues.
Support
Sometimes the support from the management may be inadequate which serve as an important reason for employee
retention. Management should always support the employees in every possible way so that each of them is successful.
Management should support its employees in their difficult times at work as well as during their personal crisis. Employers
can also give valuable feedback to employees and make them feel valued to the organization.
The 3 R’s of Employee Retention Strategies
The three fundamental backbones of retaining employees are the 3R's strategy; they are Recognition, Respect, and reward.
Each one of the 3R’s plays an important role in retaining the employees
Respect: Every individual has their own self-esteem. They have a greater concern about their self-esteem. If it is
affected then he/she might not work properly or full-heartedly.
Recognition: Individual attention to each employee is very important for motivating them. If the management
does not recognize the work or the performance of the employee, they would feel demotivated.
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Reward: Every individual’s ultimate goal is to earn money. The additional benefits like incentives and bonus
have a direct effect on the organization’s productivity as it makes the employees work for the firm happily.
If the employees are satisfied, they will work more sincerely and passionately. And they will be more loyal to the
company.
Benefits Attained due to Employee Retention Strategies
The study revealed the following are important benefits obtained:
Reduction in the Cost of Employee Turnover
Employee turnover leads to an increase in the cost of the organization, which can be reduced due to employee retention.
Loss of Company Knowledge
If an employee terminates his job and moves out of the office, he not only leaves the organization, he also takes with him
valuable knowledge about the organization, clients, past work experiences, current project details, etc.
Customer Service
Customers are connected with the organization through the employees. When an employee leaves the organization, the
connections that the employee has created will be interrupted.
Turnover Leads to More Turnovers
When an employee leaves an organization, its impact is felt all over the organization. There spreads unspoken negativity.
Increase in Company Goodwill
The Company’s goodwill is sustained when the rates of turnover are low. Increase in the rate of retention motivates
prospective employees to join the organization.
Efficiency of Work
If an employee terminates, a lot of time and money is spent in hiring a new employee and training him/her. Even then the
organization cannot expect the same level of performance from the new employee.
Challenges Faced in Employee Retention
The biggest challenge faced by an organization is to retain its valuable and talented employees. The challenges in retaining
the employees are
Monetary Dissatisfaction
Employees look for a change of job when they dissatisfied with their compensation package. Every organization allocates a
budget for salary purpose which can be increased to a certain extent. It becomes difficult for the organization when
employee quotes high amount beyond their allocated budget. While allotting compensation package for one employee, the
organization has to consider the interest of other workers working at the same level and also the compensation paid by the
competitors.
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Abundant Opportunities
With the emergence of the digital world, there are lots of opportunities available in the hands of every individual.
Organizations try to hire the best employees by providing them profitable and attractive opportunities. Thus employees
look forward of changing their present job.
Hiring Wrong Individuals
Recruitment has an important role in determining the future of the organization. Hiring the right candidate will lead to a
good future and vice versa. The biggest problem arises when the right candidate is selected from a wrong job.
Apart from these the other challenges faced by the startups are:
• Higher remuneration offer by the competitors.
• Desire of the employees to be on the leading edge.
• Lack of loyalty towards the company.
• A desire for career growth in all direction.
• Lack of support in the form of training.
• Lifestyle changes among employees.
• Low budget for incentives and rewards.
FINDINGS OF THE STUDY
The following is the summary of the study:
• The effective employee retention strategies that an organization, especially the startups should keep in mind are:
attractive compensation; friendly environment; career and personal growth; positive relationship with manager and
coworkers; good support system for the employees.
• The factors that influence employees for retaining themselves in the organization are: Respect, Recognition and
Reward for their performance in the organization, which is also known as the fundamental principles of retaining the
employees.
• Retaining talented employees ensures higher customer satisfaction, increase in product sales, satisfied work
associates and environment, and increases the goodwill of the company.
• Organization, especially the startups faces lots of challenges in retaining the employees. Few of them are:
monetary dissatisfaction faced by the employee in the company and also higher remuneration offered by the
competitors; availability of abundant opportunities for employees; low budget for incentives and rewards; lack of
company loyalty; desire of employee to work on the leading edge; lack of support system in the form of training.
SUGGESTIONS
The following are the few simple and cost-effective retention strategies that startups can follow:
• Be flexible with the rules and regulations. Having flexible rules and regulations means you allow employees to
solve the issues in the way that they want to.
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• Be open to your employees. Treat them as a part of the organization. Being open with employees will be rewarded
with loyalty.
• Encourage cooperative or positive corporate culture, i.e. supportive relationships among the employees. This leads
to better job satisfaction than money.
• Invest intraining and development programswhich will reduce turnover and motivation employees. If investments
are made properly they will reciprocate.
• Remember that employee has their own life outside the organization. Respect their work-life balance.
• Always stay open to suggestions and good ideas and respect the feedbacks of the employees.
CONCLUSIONS
Startups companies are youthful organizations which need different kinds of resources. To utilize these resources
effectively they need efficient Human Resources, as they are the one who defines the success as well as the troublesome
stage particularly for a startup. Thus, managing and retaining human resources is considered important for determining the
sustainability of the organization in the market. This study has not just featured the issues and difficulties faced by the
organization, in addition, it has also suggested a few tactics to beat it. The business must know and comprehend what
motivates his workers to perform best and most critically should utilize these proposals to retain the workers. This is the
best way to overcome any issues to energize and expect the best out of your representatives.
REFERENCES
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5. McKeown, J. L. (n.d.). “Retaining top employees”, Journal of Management and HR.
6. Nawaz, N. Entrepreneurship in the age of artificial intelligence and robotics.
7. Sequeira, A. V. (n.d.). Effectiveness of Employee Retention Strategies in Industry.
8. Vincent, A. K. (2018). Employee motivation and retention: issues and challenges in startup companies. ijcrt.
9. Rao, V. V., & Sri, D. P. The role of entrepreneurship education in nurturing the potential entreprenuers to fuel the economic
growth engine-a study.
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Journal of Business Management (IJBGM), 91-100.
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AUTHOR'S PROFILE
Ms. R P Suvethashri, M. Com, is a M.Phil. Research Scholar in the Department of Commerce, Loyola College, Chennai.
She has presented papers in more that 10 colleges this academic year and has published articles in UGC listed journals. She
is specialized in Human Resource Management and Marketing. She has done a thesis in the field of marketing in the year
2018-19. She has qualified UGC NET examination in December 2019.
Dr. A. Vickram, M. Com, PHD, MBA (Mktg), MBA (Tour. Mgt), MA (Pub. Admin), MBA (HR), PGDMM, PGDMIR, is
an Assistant Professor in the Department of Commerce, Loyola College, Chennai. He has put in twenty years of experience
in the field of teaching at Loyola college. In addition, he has occupied the position as the president of Commerce Forum
during the year 2004-2005. He is specialized in Marketing, Human Resource, Advertising and Management. He has
presented a good number of articles in both national and international journals; also, he has co-authored a paper on MIS for
students of MBA at university of Madras. Also, he has served as president of Loyola College Commerce Association from
2015-2017. He is also a recognized guide and research supervisor for M.Phil. and Ph.D. Scholars. In addition to his service
he has been involved in sports, LEAP and outreach activities also he has been a conference convener in the year 2012 and
2018.