Need And Disadvantages Of Employee Retention

Need And Disadvantages Of Employee Retention
2.0 A thorough description and discussion of the topic in study. Employee Retention means that to encourage the employees to remain with the
organization for the maximum period of time or until the completion of the project. The organization and the employees will be benefit for the
employees' retention. Robert, Mathis, John, Jackson (n.d) found that most of the employees leave an organization because of the frustration and
constant friction with their supervisor or other team members. There are some other factors occur the turnover of the employees which are low salary,
lack of growth prospects and motivation. The management must try to retain the employees who are really important to the organization. It was
efficiency the organization performance... Show more content on Helpwriting.net ...
(Need & Importance of Employee Retention, n.d) Employees retention will bring impact to an organization either advantages or disadvantages. When
the employees resign, the organization need to hire a new employees inside. The hiring is not an easy process, it take time and cost to interview the
large pool of talent. The HR manager need further judge on the talent which is fit to the organization or not. To the new joiner, the organization need
invest the time and money to train him and make sure that he ready for work and understand the organization culture. Besides that, if the employees
resign from the present organization, it may join to the competitor organization. In this case, the previous organization strategies, important data and
some more the important data was explore to the new organization. The organization should retain the employees who work for a long period and the
valuable employees. It was because; they were familiar with the organization's policies, and the process of work. They also perform better than the new
joiner as they are fully understood about the organization. The organization work flow and process become more efficiency. Based on the information,
it is important to retain the
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Benefits And Benefits Of Employee Retention
Employee Retention: Employees subject to an employer restructuring process may become stressed or distrustful of their employer, its management
and their coworkers. Restructuring may cause sudden departures of coworkers and management. Human Resources Management is responsible for
convincing remaining employees to stay with the organization. Employee retention efforts may include bonuses, employee training, internal promotion
opportunities and improving workplace policies and procedures. Although restructuring resulting from falling profits are unlikely to provide salary
increases, such restructuring may provide employees with incentives such as additional time off, flexible work schedules or on–site amenities. Human
Resources Management is accountable for researching, recommending and implementing employee retention strategies during restructuring.
Compensation Benefits: Human Resources Management is responsible for designing a well–planned compensation system during restructuring that
would benefit the employee and the organization. An effective compensation benefit package consist of base compensation which is fixed pay
received on a weekly or monthly regular basis; an incentive pay is for job performance; benefit or indirect compensation which include health benefits
, vacation, and privileges. Outplacement Services: Emotional support. This service is available to employees to help cope with the emotions of job
loss, shock, anger, denial, and lowered

Employee Retention
Employee Retention
PSY 435
University of Phoenix
May 4, 2014
Employee retention is an essential part of any company. Lack of employees is essentially, an incomplete business. When a business has issues with
employee retention, they are typically left with individuals who are not cut out for the job and lack any experience. Not only that, but, high turn over
costs business owners time, as well as, productivity. For an organization to continue running properly they must implement programs that will keep
their employees around. Attracting, retaining, developing, utilization, and equitability, are all essential areas of programs that should be implemented.
JC's Casino should begin working towards these types of programs in order to ... Show more content on Helpwriting.net ...
The housekeeping department makes attempts at obtaining new employees, however, the attitudes of the current employees needs improvement. In
order to provide excellent service and continue this trend with their new employees, there should be some rewards introduced. Simple things such as
coupons, movie tickets, or even a day off could really change the moral around the office.
Occupational Stressors/Alleviations
"A job stressor is a condition or situation at work that requires an adaptive response on the part of the employee (Jex & Beehr, 1991). Being
Occupational Health Psychology reprimanded, having too little time, and being told about the possibility of being fired are all examples of job
stressors (Spector, 2012, p.307). A job strain is a negative reaction of an employee to a stressor, such as anxiety, anger, or physical symptoms such as a
headache. Conflicts between employee's and their supervisors can cause especially stressful situations within the workplace. "The severity of job stress
depends on the magnitude of the demands that are being made and the individual's sense of control or decision–making latitude he or she has in dealing
with them (American Institute of Stress, 2014, para.3)."
Lets begin with the dealers inside JC's casino. As mentioned before, their supervisor is overbearing, toxic, and evil. Based on that alone,

Employee Retention Essay
EMPLOYEE RETENTION STRATEGIES: Abstract: Every organization invests time and money to groom a new joinee, train his employee's & make
ready material competent with the existing employees. All organizations aim to serve the needs of the people. All organizations are not only run by
employees, but also it is the employees in it at various levels who bring success to the organization in these modern times. Hence retention of the
employees within the system is necessary. The organization is completely at loss when the employees leave their job once they are fully trained. Thus
recruitment of qualified employees, training and maintaining them becomes important. Employee turnover reduces the organizational productivity and
also... Show more content on Helpwriting.net ...
в–Є Every individual needs time to adjust with others: One needs time to know his team members well, be friendly with them and eventually trust
them. Organizations are always benefited when the employees are compatible with each other and discuss things among themselves to come out with
something beneficial for all. When a new individual replaces an existing employee, adjustment problems crop up. в–Є It has been observed that
individuals sticking to an organization for a longer span are more loyal towards the management and the organization: They enjoy all kinds of benefits
from the organization and as a result are more attached to it. They hardly badmouth their organization and always think in favor of the management.
For them the organization comes first and all other things later. в–Є It is essential for the organization to retain the valuable employees showing
potential: Every organization needs hardworking and talented employees who can really come out with something creative and different. No
organization can survive if all the top performers quit. It is essential for the organization to retain those employees who really work hard and are
indispensable for the system. The management must understand the difference between a valuable employee and an employee who doesn't contribute
much to the organization. Sincere efforts must be made to encourage the employees so that they stay happy in the current

Essay On Employee Retention
RECRUITING AND RETAINING EMPLOYEES IN A SEASONAL ENVIRONMENT November 1, 2011 Many organizations do not have the
luxury of having a constant demand in their businesses. Some companies face a large increase in business for the holiday season, summer vacation, or
for a major event throughout the year. These predictable trends allow many businesses to hire additional employees to help with the demand. The
organizations are then forced to lay several employees off when the demand returns to a normal level. This paper focuses on where organizations with a
large increase in seasonal demand can recruit new employees and what programs they can create to help increase employee retention. Solutions include
working with temporary... Show more content on Helpwriting.net ...
Timing and the duration of the exchange also need to be similar to other companies that participate in the program. Employees need to be willing to
work the entire duration of the assignment. Interviews between the employees and the participating companies need to take place along with a tour and
preview of the facilities. Contractual agreements are drafted and signed by all parties involved. The agreements prevent companies from hiring
employees on a full–time basis and are designed to prevent litigation caused by the Employee Exchange Program. After the exchange, employee
evaluations are conducted at the partnering companies. Finally, interviews take place with employees to assess where improvements can be made in
the Employee Exchange Program. The evaluations and interviews provide an open form of communication between the managers of each company. It
gives a good understanding of how employees and the effectiveness of the program are working (Employee Exchange, 2011, p. 3–5). J–1 Visa
Program Many seasonal companies use foreign employees to fill jobs on a seasonal or temporary basis. Foreign workers are perfect for many
different types of companies and industries. A foreign labor market can be highly skilled, technically trained, involved in a post–secondary education,
or can provide a highly productive labor–intensive workforce. "An alien employee is any employee working in the United

Training Managers to Improve Employee Retention
Training Managers to Improve Employee Retention
The goal of virtually every business operating today is essentially the same: to make money. When it comes to the fine art of turning a profit, there are
as many different factors that influence whether or not a company makes money as there are ways to make it. All successful companies begin by
hiring people who best fit the position, and in the modern–day world of business, a considerable amount of time, effort, or money is invested in this
endeavor. Once a stellar candidate has been hired, however, it does the company no good if, six months down the road, they quit because the working
environment turned out not to be the right fit for them. Employees may leave a company for many ... Show more content on Helpwriting.net ...
Employees were asked to rank certain aspects of their jobs from 1 to 10 by importance. Managers were then asked to rank the same job aspects
according to what they thought was most important to their employees. The results show that discrepancies between manager opinion and employee
fact have existed for decades (Employee Retention Headquarters, 2001).
Tools of the Training Trade
Clearly, there is a need for managers to become more involved in retention, and fortunately there is hope for companies that are struggling with high
rates of turnover related to management problems. A variety of organizations offer training that is designed to help managers perform better, in the form
of seminars, multimedia training presentations, and in–house training programs, to name a few. Some companies also offer training that can be done
exclusively online, mitigating such costs as travel, lodging, lost productivity, and other expenses that are inherent in sending employees away to a
training seminar. Management training can also be tailored to meet the specific needs of a business to maximize its benefits. Federal Express, the
global shipping company, found that training oriented toward empowering their front line managers to meet the needs of subordinates themselves
without turning to the HR department, best meshed with the business model of their operations in Asia. (Cafolla, Every manager is an HR manager,

Employee Retention, Employee Performance Management
Abstract
Effective staff management is essential to ensuring your workplace runs smoothly and efficiently, and that the right employees are in the right
positions (McQuerrey, 2015). This research looks at the top five staffing issues companies have when looking for potential employees. Through the
research process I used several qualified articles, journals, books and websites. I will discuss topics such as employee retention, employee performance
management, employee training and development, outsourcing and termination of services. I will also include a recommendation based from the
research provided. All the human resource activities are dependent on the cost–benefit analysis whereby the employment and retentions of the
employees ... Show more content on Helpwriting.net ...
Performance management is collaborative such that the expectations of the management of a certain employee have to be set by discussion and
consultation between the organization 's management and the worker such that the performance standards are set and attainable according to the
capabilities of the employee (Mondy, Noe & Gowan, 2005). Performance management consists of a cycle of interrelated activities. The first stage of the
cycle is the clarification of expectations. Employees have to be involved at this point since it is the main determinant of their actions. This stage focuses
on the setting of the goals and standards of the evaluation of performance that are both attainable and realistic according to the capabilities of the
employee. The second stage in the performance management cycle is the planning and development of the performance. The stage concerns itself with
the actual actions that the employees will undertake in order to reach their key performance indicators in their respective result areas. The performance
management planning acts as the basis of control on the performance. The third step is the monitoring of the performance. Performance management
has to be conducted as an ongoing case for the attainment of the overall goals of the organization. Current performance management helps in the
creation of the right information concerning the performance of a certain group. It is also the primary basis for the evaluation of the

Casino Employee Retention
Casino Employee Retention
Successful employee retention is one of the most important and challenging jobs of a manager in any business. Skilled professionals are in high
demand, hiring and keeping talent can be difficult for many businesses including casino industry. As someone who worked in acasino business for 26
years, I have witnessed the repercussions of employee turnover. Casino employee turnover costs company money, time, and productivity, hence the
managers seek to meet workers expectations in terms of schedule, compensation, and overall job satisfaction.
Problems of High Turnover
According to Robinson & Associates, Inc., a gaming industry consulting firm, casino executives struggling with a high level of employee turnover
(Annapolis). ... Show more content on Helpwriting.net ...
It is often an internal issue, as some people may leave one department to work in another with better compensation. Casinos employ a range of
positions, all with pay starting at minimum wage and rising to six figures. A lower compensated employee will see an opportunity and move to
another department with higher pay. For example, cash operations personnel can leave to become dealers. Thus, cash operations department has a
high turnover rate while the retention of higher paid dealers is not an issue for the table games department. This can be addressed my compensating
lower paid employees with better benefits packages or end of the year bonuses. Casinos must be one of the few businesses where subordinates earn
more money than their supervisors or managers. In most casinos dealer's salary is minimum wage, however, most of their earnings come from
gratuities. In contrast, supervisors and managers have salary or wages and are not allowed to receive gratuities. To close the gap in earnings management
usually gets end of the year bonus that consists of 10–15% of their annual salary. However, having a good salary isn't always a deciding factor if the
employee stays with the company. Additional components of good compensation package

Benefits Of Employee Satisfaction And Retention
Employee Satisfaction and Retention
Maintaining employee satisfaction is an important part of running a successful organization in today's fast paced economy. Satisfied employees bring
innovative ideas spurring growth for companies. Without a content and motivated workforce companies face stagnation and are at risk of being
out–performed by their competitors. In the modern workplace employers must invest in more than just salary to ensure employee satisfaction and
retention, studies show that employees are looking for positions in companies that provide family benefits, job enrichment programs and workplace
flexibility.
Many companies are finding that family benefits are an important factor in employee satisfaction and retention. This trend did not go unnoticed by the
mail order and steaming movie company Netflix. Netflix recently announced changes to their benefits packages as a result of this trend. The changes
to Netflix's benefits package now allow employees to take up to a year of paid parental leave while maintaining full benefits. According to Netflix's
Chief Talent Officer Tawni Cranz, "Netflix's continued success hinges on us competing for and keeping the most talented individuals in their field.
Experience shows people perform better at work when they're not worrying about home". (as cited in Miller, Netflix 's Year–Long Paid Paretnal Leave
Sets New Bar, 2015). As new employees join the workforce they are looking for positions in organizations that provide

Employee Retention : Employee Management
Employee Retention Chapter 1: Introduction This research design is about employee retention.High employee turnover cost businesses times and
productivity.This paper covers the reasoning behind employee turnover.It also covers methods and strategies to prevent and reduce a high turnover.
After all employees can make or break a company. Problem: High Employee Turnover Questions: What keeps employees satisfied? What causes
employees to leave? What does it take to keep employees? This study is important because employee turnover cost time,productivity and money.
Delimitation: An example of the outcomes of one of the strategies used.I did not because there are a variety of different strategies and one outcome
works best depends on the... Show more content on Helpwriting.net ...
" 1. We need to develop a "retention mindset": employee mobility is here to stay, and we must learn to manage it, not resist it. 2. No "strategy" can
make people stay. 3. People stay where they feel at home. 4. Effective retention strategies focus on building a welcoming environment where people
want to stay."(leslie 23) The following are fundamentals needed to retain employees; They have a need to feel worthy and respected, there is a need
for trust, there is a need for hope, the need to feel worthy and respected and the need to feel competent as their skills build. They need to feel that they
can grow with the company professionally. Salary increases over time are very important to workers and other benefit perks. Being assured that your
hard work, dedication and commitment are appreciated is important to retain employees. Having a job that you are able to utilize your skills to handle
the challenges that the company faces is important to employees. One of the biggest challenges in a company is defining the best in human resource
structures. Before the recruitment starts there needs. It is important to look

A Study on Employee Retention
A STUDY ON EMPLOYEE RETENTION TABLE OF CONTENTS CHAPTER NO. TITLE PAGE NO. 1 INTRODUCTION 1.3 INTRODUCTION
TO THE STUDY 1.3.1 Objectives of the study 1.3.2 Need of the study 1.3.3 Scope of the study 1.3.4 Limitations of the study 2 REVIEW OF
LITERATURE 3 RESEARCH METHODOLOGY... Show more content on Helpwriting.net ...
stem followed in the company | | |4.1.16 |Whether company welcomes new ideas and innovation from the employees | | |4.1.17 |Employees
satisfaction level regarding superior subordinate relationship | | LIST OF CHARTS |S.NO | TITLE |Page No | | 4.1.1 |Position category of the
employees | | | 4.1.2 |Years of experience of the employees | | | 4.1.3 |Employees satisfaction towards work environment | | | 4.1.4 |Employees
satisfaction towards incentives provided by the organization | | | 4.1.5 |Opinion about management's interest in motivating employees | | | 4.1.6
|Employees opinion about opportunities for growth and promotion | | | 4.1.7 |Employees

Literature Review On Employee Retention
Literature review
Compensation and employee retention
Employees always want to be paid well for the job they do, both for their self–esteem and as a practical means to living. The importance of
compensation in employee retention depends on the type of job they do and field of employment they are in. Compensation does not only include the
basic salary, but also some benefits and other remunerations.
In her article, Barbara Bean (2017) gives an insight on how to retain employees like nurses into their jobs. She further explains that to get employees
retain their job positions and even improve their service deliver, compensation should be considered. Keeping the salaries competitive with those
performing similar work regardless of their fields ... Show more content on Helpwriting.net ...
R. (1989). Personnel management in critical care nursing. Baltimore: Williams & Wilkins.
Creasia, J. L., & Parker, B. (2001). Conceptual foundations of professional nursing practice. St. Louis, Mo: Mosby.
How Does Compensation Affect Employee Retention?. (2017). Smallbusiness.chron.com. Retrieved 24 May 2017, from http:/
/smallbusiness.chron.com/compensation–affect–employee–retention–61399.html
Herzberg – Motivation–Hygiene Theory. (2017). Netmba.com. Retrieved 25 May 2017, from http://www.netmba.com/mgmt/ob/motivation/herzberg/
Salary Structures: Creating Competitive and Equitable Pay Levels. (2017). SHRM. Retrieved 25 May 2017, from

Relationship Between Employee Satisfaction And Employee...
What is "Motivation" and why it is crucial to understand its influences? According to Robbins & Judge's Essential to Organizational Behavior textbook,
motivation is defined as "the processes that accounts for an individual's intensity, direction and persistence of effort towards attaining an organizational
goal." (Robbins 128)
What inspires an individual to run 20K a week? What pushes one to finish a novel in one sitting? What draws a person to achieve his goal? What
motivates one may not necessary be the same for another individual. It is a "need" factor that is different for everyone. In the context of organizational
behavior, this complex human behavior is one of the most important and yet challenging factor to determine. Smart ... Show more content on
Helpwriting.net ...
Because this impacts organization's overall success–productivity, revenue and customer satisfaction, it is imperative that business leaders and
management teams focus on improving their employee's engagement and finding out what motivate them to help change this outlook. Increasing
workplace engagement is fundamental to achieving sustainable growth for all affected. (slide 2) So, the big question would be, what do they "need" to
get them there?
For centuries, behavioral and social scientists have studied the concept of motivation in hopes of finding a right formula for success. Years of research
poured into understanding motivation have come up with numerous theories, both favorable and unfavorable. Hence, advice on how it's applied in
today's workforce and organizations are abundant.
During the early 1950s, four popular theories of motivations were introduced: Maslow's Hierarchy of Needs Theory, McGregor's Theory X and
Theory Y, Herzberg Two
–Factor Theory and McClelland's Theory of Needs. Although these theories have long thought been embraced by many
businesses, researchers in the '80 raised questions about their validity. At most, these four introduced a foundation for many and their terminology are
still popularly used today. (slide 3)
The best–known theory was introduced by Abraham Maslow in 1954, Hierarchy of Needs (Maslow). Maslow published "Motivation and Personality,"
which introduced

Chapter 1 Introduction 1.1 INTRODUCTION In these changing times both the employee & employer are under tremendous pressure to perform. There
is fierce competition not only in the industry but also across categories. This new liberalized cutting edge technology driven environment has made
employee retention mind–boggling. The fast pacing change across the globe has made the new employee & employer relationship irreversible.
However all corporations not only in IT sector but also traditional manufacturing sector are attempting to stem attrition. This paper attempts to unravel
this paradox & study the various facets that surround this burning issue i.e. * factors that make employees stay in a organization * reasons why they
leave... Show more content on Helpwriting.net ...
This in turn helps the management to formulate suitable policy to maintain longer and more fruitful relationships with its employees. The study is
directly beneficial to the researcher in developing the ability to apply multidisciplinary concepts, tools and techniques to reach the findings of the study
1.4 Limitations of the study The limitations of the study are the following * The data was collected through questionnaire. The responds from the
respondents may not be accurate. * The sample taken for the study was only 50 and the results drawn may not be accurate. * Since the organization
has strict control, it acts as another barrier for getting data. * Another difficulty was very limited time–span of the project. * Lack of experience of
Researcher. * Environmental factors, such as socioeconomic status and work attendance were not controlled, and that created many variables within
the research. 1.5 Research Questions Specifically this study will address the following questions: 1. What significant causes of high staff turnover in
Jindal Power Limited were determined? 2. What specific alternatives or retention strategies can be done to help lower the staff turnover in the
organization? 1.6 Assumptions The research was based on the following assumptions: (a) all participants were utilizing the correct procedures as
outlined in the guidelines for the specific methodology employed, and (b) all participants will answer questions honestly to the

Herzberg's Theory Of Employee Retention
Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for
example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider
employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the
strategies rather than the outcome. A distinction should be drawn between low–performing employees and top performers, and efforts to retain
employees should be targeted at valuable, contributing employees. Employee turnover is a symptom of deeper issues that have not been resolved,
which may include low employee morale, absence of a clear career path, lack of recognition, poor employee–manager relationships or many other
issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and... Show more content on Helpwriting.net
...
The theories have overlap, but the fundamental nature of each model differs. While Maslow's Hierarchy implies the addition or removal of the same
need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate
from factors leading to poor job satisfaction and employee turnover. Herzberg's system of needs is segmented into motivators and hygiene factors. Like
Maslow's Hierarchy, motivators are often unexpected bonuses that foster the desire to excel. Hygiene factors include expected conditions that if
missing will create dissatisfaction. Examples of hygiene factors include bathrooms, lighting, and the appropriate tools for a given job. Employers must
utilize positive reinforcement methods while maintaining expected hygiene factors to maximize employee satisfaction and retention (Breaugh, J., and
Mary S.

Effects of Retention Strategies on Employee Turnover
If there are images in this attachment, they will not be displayed. Download the original attachment RESEARCH PROPOSAL THE EFFECT OF
ORGANIZATIONAL RETENTION STRATEGIES ON EMPLOYEE TURNOVER (A Case Study of the Kenyan Courts
–Mombasa Law Courts)
PRESENTED BY NAME: SUPERVISED BY: DATE PRESENTED: ABSTRACT This paper presents some of the existing institutional retention
strategies and tries to point out their effect on employee turnover. The study intends to establish how recognition and rewards, induction programmes,
the working environment and training and career management opportunities influence... Show more content on Helpwriting.net ...
The turnover of key employees will mean loss in productivity, loss of customers, damaged morale, damaged organization image, destabilized business
and incurring costs associated with separation, hiring and training, all which will affect the organization's overall performance. Powerful leaders know
that the success of their company is built on the quality of their people (Cheryl Cran, http://www.cherylcran.com/). Thus retaining top or key
performers is critical to the long term health and success of the business. To counter turnover and its resulting effects, concerted action is required to
retain talented people. Organizations must therefore work on their employee value proposition. An organization's employee value proposition consists
of what an organization has to offer that prospective or existing employees would value and which would help to persuade them to join or remain with
the business (Armstrong 2009). It will include remuneration – which is important but can be over–emphasized compared with other elements that are
non–financial in nature. These non–financial factors may be crucial in attracting and retaining people and include the attractiveness of the organization,
the degree to which it acts responsibly, respect – diversity and inclusion, work–life balance and opportunities for personal and professional growth. The
aim is to become an employer of choice, a firm people want to work and stay with. The study will analyse the effects of some of the

ABSTRACT
Employee Retention is the biggest challenge that Human Resource Management is facing today. The uncertainty of a changing economy, increasing
competition and diversity in the workplace has compelled the organizations to hold on to their top performers at whatever cost they have to pay. It is a
very difficult task for the recruiters to hire professionals with right skills set all over again. Thus the focus has shifted from numbers' to 'quality' and
from 'recruitment' to 'retention. So for his companies
The two telecommunication service providers selected for this study are BSNL and VODAFONE. The aim of the research is to provide an insight
into the rapidly emerging issue of employee turnover in the telecom sector of India, ... Show more content on Helpwriting.net ...
61
5.1 Conclusion........................................................................................61
5.2 Limitation of study..............................................................................62
5.3 Scope for Future work.........................................................................62
REFERENCES....................................................................................63
APPENDIX I.......................................................................................65
APPENDIX II......................................................................................67
List of Figures
Figure 1– BI Enviornment.........................................................................24
Figure 2– Broad concept of the term BI.........................................................26
Figure 3– Business Intelligence Stages..........................................................29
Figure 4–Benefits of Business Intelligence.....................................................35
Figure 5– Business Intelligence maturity Level of BSNL....................................59
Figure 6– Business Intelligence maturity Level of VODAFONE............................60
List of Tables

Table 1– Description and Definition of Retention Factors..................................13
Table 2– The TDWI institute (2005) proposes a six–stage BI maturity model.............28
Table 3–Advance Opportunities analysis in BSNL.............................................44
Table 4–Advance Opportunities analysis in

Employee Retention Techniques
Chapter – i INTRODUCTION OF THE STUDY 1 CHAPTER I INTRODUCTION OF THE STUDY 1. Introduction The project work titled, "A Study
on Employee Retention Techniques among employes in Salem District Milk Producers Union Limited". The main objective of this study is to evaluate
the employee turnover level of the company. Employee is not an economic factor but a total personality having his own feelings and a sense of
responsibilities towards his family, the industry and the nation. The worker has a vital role in increasing productivity and management has to create
conditions in which worker can make their maximum contribution towards the objectives of fulfilling the essential... Show more content on
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Chapter–III The third chapter deals with the research methodology that contain the research design, sampling detail, data collection details, tools which
is used in the study. Chapter–IV The fourth chapter deals with the analysis and interpretation of data. Chapter–V The fifth chapter highlights the
findings, suggestions, recommendation and conclusion. CHAPTER – II CONCEPTS AND REVIEW 7 CHAPTER II Concept and review of literature
2.1. Concept of employee retention techniques Retention will be a challenge, according to a recent study. Retention requires a competitive salary and
great benefits. However, retention of your best requires a whole lot more. Employee involvement, recognition, advancement, development and pay
based on performance just get you started in your quest to retain your best. An employee retention program boosts the bottom line and improves
customer Satisfaction. Employers know only too well the tightening effect that continued growth has had on the labor market. Human resources
publications constantly are regaling employers with tales of employers competing for scarce employees using techniques like allowing employees to
bring their pets to work or hosting job fairs for convicts. Losing key employees

Employee Retention Case
reference to her lack of time management, detail and initiative as it related to her position. This occurred in early 2009 prior to the assault. Ms. Nelson
was granted leave after requesting the time off to care for her daughter as well as time for herself due to lack of energy and concentration. During the
time that Ms. Nelson was away, there was evidence that surfaced that indicated that inaccurate timesheets were submitted. When said employee
returned to work, she also brought her daughter with her. At this time, her employer gave an ultimatum that she had to make a choice between caring
for her daughter or continue to have a job. No employee should have to make this choice; especially with the circumstances presented. This employer
should... Show more content on Helpwriting.net ...
Having any type of sympathy or empathy for an employee may be shown, but it will not be done in a high regard. Being able to separate business
from personal feelings has been known to be indicative of a highly successful organization. On the other hand, if an employer shows that they have
some type of heart when it comes to the concerns of their employees, they will have a lower turnover than other organizations because employees
will want to keep their jobs. Employment is still low but there are those that will leave a job because of situations like these. The Nelson case shows
that employers cannot be so quick to terminate an employee simply because they request to use FMLA leave. This is also a lesson for employees to
learn from. If they are experiencing some issues, whether they are business related or personal related, it should be communicated to their employer

Dissertation on Employee Retention Techniques
EMPLOYEE RETENSION AND HUMAN RESOURCE MANAGEMENT A CASE STUDY OF ICELAND UNITED KINGDOM, ENGLAND,
LONDON (STORES: LAYTONSTONE & GANTS HILL). By MBA STUDENT ADNAN USMAN STUDENT NUMBER: 109811 A
DISSERTATION PRESENTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE MASTER OF BUSINESS
ADMINISTRATION (MBA) UNIVERSITY OF SUNDERLAND SEPTEMBER 2011–––––––––––––––––––––––––––––––––––––––––––––––––
Declaration The work I have submitted is my own effort. I certify that all the material in this Dissertation, which is not my own work, has been
identified and acknowledged. No materials are included for which a degree has been previously conferred upon me. MBA STUDENT ADNAN
USMAN Date: 18/01/2012... Show more content on Helpwriting.net ...
Challenging Work Assignment and Opportunities (CWAO):55 5.3.4 Remuneration and Recognition (RR):56 5.3.5 Intent to stay (IS):58 5.4 Summary
of Descriptive Analysis:58 5.4.1 Inferential Analysis:59 5.4.2 Explanation of Questionnaire and Coding of Data for Correlations

Employee Retention Program Analysis
& Hacooun, 2015, p.7). Adding this type of program can help increase satisfaction from patients, increase effectiveness of practices used within the
hospital, and hopefully increase employee retention.
In addition, there are multiple benefits to the employees that undergo proper training with their workplace. The first are intrinsic benefits which are
when employees result in having better knowledge and more developed skills which improve their work overall (Saks & Hacooun, 2015, p.10). Next
are extrinsic benefits which include being rewarded by the organization for having a higher degree of knowledge and abilities and applying them to
their work. This can also result in more job security and more opportunities for promotions (Saks & Hacooun, 2015, p.10). ... Show more content on
Helpwriting.net ...
By creating more training opportunities within the organization for employees, the hospital is offering the society more opportunities to be more
educated and skilled, which employees can then use within their personal lives as well. Furthermore, by education the population, the hospital is giving
their employees the opportunity to improve their living standards through higher wages and a better economy (Saks & Hacooun, 2015, p.11).
Modestly as training can benefit a hospital, if it is not done properly it can also be detrimental. Employees that are trained improperly can result in
bad work, more errors, requiring more supervision, less positive attitudes, and this could create a bad image of the overall organization (Saks &
Hacooun, 2015, p.8). Implementing an ineffective training program can create a decrease in satisfaction from patients which could create less patient
flow for the hospital and decrease its

Employee Orientation And Training For Employee Retention...
Learning objectives– Effectively their new employee orientation and training can pay big dividends in employee retention, employee engagement,
corporate culture and customer satisfaction. Worth just to start taking customer service training. Employees who received the right customer
training and welcomed at the beginning of his career on the choice of employer feel a good feeling to serve, pass quickly with colleagues and
peers, and easy to carry new ideas. team right direction will also talk about your business to your family and friends. They will show more confidence
in customers, business partners and suppliers. Those who do not have the right to start not tend to stay long, either. High staff turnover means that you
always have to rent geared to recruit and train new employees. The turnover rate also takes a high toll on the morale of those who remain behind.
When people leave your organization who they will inevitably ask remain when they have to find a new job, too. A guidance training program and
customer service solid customer can reduce turnover. Learning sequence Training session Safety in the SESSIONSUGGESTED CONTENT OF
SESSIONWeek Introduction to the Dominos Person Responsible store Manager–Mr Roy at head quarter Mission, Vision, Objectives of work area1st
week Introduction to other members of staff Person Responsible store manager–Mr Roy at head quarter Go through organisation chart Discuss roles
and responsibilities of staff in general

Key Factors For Employee Retention
Talent Retention Means Profit Maximisation Today, profit maximisation is the aim of every commercial organisation which can be achieved only
through its people. High turnover in the sales and account department is always a reason to proud for businesses, contrary to this, high turnover of
employees is a big concern which requires immediate attention of the HR managers, particularly in the small and midsized companies. High employee
turnover rate severely affects the performance as well as the reputation of a firm in the long run, it inflicts unnecessary cost burden and retards the
overall growth of an organisation. Low investment and high productivity is the success mantra of present times people centric organisations in both
service and manufacturing... Show more content on Helpwriting.net ...
Build An Exciting Company That Does Something Big Attracting top talent starts with building a business that people want to be part of, says Robert
Hatta, talent partner at Drive Capital, which invests in Midwest companies. Everything else, including where a startup is located, is secondary, he says.
although strong co–worker relations are important, the relationship an employee has with their direct line manager is central. Trust, honesty and
confidence all must be instilled in order to ensure performance. 2. Define Yourself Before You Hire , The Hiring Process Should Reflect Your Culture
– an often overlooked element of a business can be its cultural environment. Having a healthy and happy workplace is also a large contributor to talent
retention. Prioritizing your employees' needs (not just extracting value from them) signals you care, which in turn will help increase engagement and
retention. According to recent research, the leading career need is related to development and growth. Consider the fact that 58 percent of millennials
cite career growth and professional development as their primary career goal. Further, a lack of growth is the leading reason employees leave their
current

Major Factors Of Employee Retention
1.3Statement of the Problem
Employee retention refers to policies and practices organizations used to prevent valuable employees from leaving their jobs (Ahlrichs, 2000).Knowing
employee perception and appraising their retention factors are very important to an organization's achievement. Conversely, each employee in an
organization constructs his or her own understanding of an event and assumptions (Argyris and Schon, 1978). It is the understanding of the situation
that provokes an action (Weick, 1979; 1995).
Retention of employees is becoming a real challenge in today's operating environment as employers begin to realize the value of people that make up
the bank. According to results of a recent nation–wide employee survey (Kenexa, 2011).the ... Show more content on Helpwriting.net ...
To identify the major factors that influence employee retention
1.6Definition of Terms
For clarity and understanding throughout this thesis the following terms were defined.
Bank: – is an establishment authorized by a government to accept deposits, pay interest, clear checks, make loans, act as an intermediary in financial
transactions, and provide other financial services to its customers.
Compensation:–Refers to all the extrinsic rewards employees receive in exchange for their work.
Employee Retention: –refers to policies and practices companies use to prevent valuable employees from leaving their jobs. It involves taking measures
to encourage employees 'to remain in the organization for the maximum period of time.
Employee Turnover:–This term is used to describe the ending of a relationship between an organization and a person who received monetary
compensation from the organization.
Employee:–refers to a person working in Development bank of Ethiopia rendering professional

Essay Managing Employee Retention and Turnover
Managing Employee Retention and Turnover
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and
train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value
to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a
company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an
organization is a prime indicator that something is not right in the employee environment. We will look at... Show more content on Helpwriting.net ...
A recent survey by The Society for Human Resource Management ranked tuition reimbursement programs and vacation/holiday time as the top two
retention initiatives being offered by employers. In addition, instant recognition programs, such as spot bonuses, are being used to reward excellence
in performance as it occurs. Such programs give employees immediate gratification for their efforts rather than delaying it until annual reviews. Also,
flexible work hours and telecommuting programs that allow employees to better balance their work commitments with their family duties are
becoming more common. According to Ceridian Employer Services (2004), "90 percent of companies with more than 5,000 employees allow
telecommuting.... And ... 52 percent of large companies use virtual teams." Organizations must continually search for innovative ways to retain their
best employees. Fortunately, the costs of these efforts are low in comparison to the high costs of turnover. Turnover of employees can be involuntary
or voluntary. When a company "lets go" of an employee who has been a bad performer, has violated company policy, or broken a law it is usually
considered involuntary turnover. So are layoffs. More often we speak of turnover in the context of being voluntary, or the unplanned loss of employees
who leave on their own accord, but that the

Employers Can Increase Employee Retention
Thesis Statement Research indicates that employers can increase employee retention, increase employee productivity, and reduce employee healthcare
costs by implementing a workplace wellness program. Introduction America has a bleak outlook towards the costs associated with employee turnover,
productivity decline, and increased employee healthcare costs due to chronic health care conditions. The cost of healthcare is increasing, and employers
typically bear the brunt of these costs. Employers also face financial loss in regards to productivity decline and retention. In a Rand report,
commissioned by the U.S. Government and compiled, by Matke and others, showed that the cumulative losses of all three domains associated with
chronic ... Show more content on Helpwriting.net ...
When an employee must leave, the employer encounters substantial costs in relation to hiring new employees to replace those who have left.
Additional costs such as temporary employees can also accrue, when there is an immediate need for replacement, and training for new hires is
significant. One way employers are attempting to retain employees is job perks. Employee perception of the benefits they receive can impact how
long they stay with a particular employer. According to the Aflac Workforce Report, employee perception of wellness programs can lead to employee
retention through job satisfaction and morale (Aflac, 2012). Additionally a report compiled by Dr. Dursi of the University of Rhode Island showed that
health promotion programs positively impact employee retention. Her research was able to show that employees who participated in wellness
activities, sponsored by an employer, had longer employment tenure than those employees who did not participate (Dursi,2008). Employers today come
up against many obstacles regarding employee productivity. Some of those concerns include health related absenteeism and presenteeism.. Matke and
others observed there is a shift in burden to employers due to Americas aging workforce that results in loss of productivity brought on by illness related
absenteeism and presenteeism (Matke and others, 2013). A report by Berry, Mirabito, and Baun show that absenteeism and presenteeism account for
lost productivity costs that are

Employee Retention In Jc's Casino
Well–functioning organizations usually have quality employees who work hard to accomplish the organizations mission statement and goals.
However, organizations on occasions face issues as for retaining these employees, subsequently failing to fill these positions and fulfilling their
organizational goals. Due to the importance of retention, organizations may hire industrial/organizational psychologists to resolve retention issues in
order to remain competitive in their field. At JC's Casino, improving retention is an issue not only for the owner but also for the employees as well as
the patrons that frequent the casino. The pay is reasonable but employees are still unhappy and resorting to leaving the organization. Some issues can
be found with the employees working at the casino, but others can be attributed to the lack of professionalism and leadership within the different
leaders and management of the casino. For example, it was mentioned several times during exit interviews that Joe, the pit boss, was toxic,
overbearing, evil, and incompetent. The human resources director, Tom Sneed, is afraid of doing what is necessary due to the fact that Joe is the
owner's stepson. This increases the amount of work for the employees ... Show more content on Helpwriting.net ...
There are many factors that can be considered stressful to employees in an organization. Some of the main ones are the existence of conflicts
between coworkers and supervisors, and also heavy workloads, or when employees are being worked over their capacity. This is also a stressor for
the managers of several departments at the casino and their employees who also help to cover housekeeping duties. Being overworked can lead to
employees suffering from anxiety or other mental health problems, which when combined with frustration and job dissatisfaction will most likely
result in leaving the

Dissertation on Employee Retention Techniques
EMPLOYEE RETENSION AND HUMAN RESOURCE MANAGEMENT A CASE STUDY OF ICELAND UNITED KINGDOM, ENGLAND,
LONDON (STORES: LAYTONSTONE & GANTS HILL). By MBA STUDENT ADNAN USMAN STUDENT NUMBER: 109811 A
DISSERTATION PRESENTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE MASTER OF BUSINESS
ADMINISTRATION (MBA) UNIVERSITY OF SUNDERLAND SEPTEMBER 2011–––––––––––––––––––––––––––––––––––––––––––––––––
Declaration The work I have submitted is my own effort. I certify that all the material in this Dissertation, which is not my own work, has been
identified and acknowledged. No materials are included for which a degree has been previously conferred upon me. MBA STUDENT ADNAN
USMAN Date: 18/01/2012... Show more content on Helpwriting.net ...
It has also now term as the key strategic parameter for any organization to keep their employee motivated in order to survive and running all the other
organizational activities such as restructuring, re–engineering, reorganizing and more (Clark; 2001). Skilled staff should be given importance as an
strategic tool because it help company to retain the skilled employees who can not only respond to the dynamism but also are able to help organization
to achieve its pre set objectives (Whitener; 2001). The key parameters of the employee retention are the major activities & functions of Human
Resource Management Department of any company, so, it can be said that the role of HR Department in any company is of very crucial nature and the
key requirement. Human Resources department operational in current scenario is continuously engaged in preparing and implementing strategies to
retain talented individuals with the company. Whereas the major issue in employee retention is their expectations and rapidly growing market with
more lucrative and competitive offerings. Therefore, it can be easily noted the recruitment and selection of skilled individuals is a same level equal
challenge as the retention of those employees with the company. It is now very important for the companies specially the multinationals and global

Sports Employee Retention
Volunteers are unpaid, free participation in the organisation in order to gain benefit to others, environment and their self. (Hoye, 2008) Volunteers are
the important and valuable part in many aspects of the society. (Bang & Ross, 2009) In addition, volunteers are an initial part of sports service
delivery and sports event management. (Giannoulakis et al., 2007) Cnaan & Goldberg–Glen (1991, p.270) noted that "volunteers enable administrators
to sustain current services and expand both the quantity and diversity of services without exhausting the agency's budget." In order to make the event
be successful, volunteers are the indispensable part of the event.
As Cuskelly et al. (2006) stated that between 8.2% and 10% of Australians and about 15% of the English population are participating in sports
volunteers. In regard to volunteered time per year, Australians contributed 98 pervolunteer per year as well as English volunteers are 208. (Cuskelly et
al. 2006) Therefore, sports organization and ... Show more content on Helpwriting.net ...
In addition, it will lead to the high cost of recruitment and training (Pauline, 2011) so that understanding of how to retention of sports volunteers is very
crucial to sports organisers and organisations. In terms of retention of sports volunteers, three elements were identified such as motives, meaningful
work and satisfaction. (Hoye, 2008) Many researchers have been investigated the relationship between motivation, satisfaction and retention in other
countries but a little research about this in Hong Kong. Furthermore, this type of research in other countries may not apply in the situation of Hong
Kong because of culture difference. As Hofstede (1994) indicated that Masculinity is high in Australia as well as Hong Kong in a middle position. This
difference may result in the different motivation of sports

Employee Retention
INDEX 1. Introduction. 2. What is Employee Retention? 3. Importance of Employee Retention. 4. What makes employee leave? 5. Retention Myths.
6. Benefits of Attrition. 7. Employee Retention strategies. * Low Level * Medium Level * High Level. 8. Manager's Role in Retention. 9.
Bibliography Introduction Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum
period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an
employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are... Show more content on
Helpwriting.net ...
2. Growth and Career Growth and development are the integral part of every individual's career. If an employee can not foresee his path of career
development in his current organization, there are chances that he'll leave the organization as soon as he gets an opportunity. The important factors
in employee growth that an employee looks for himself are: Work profile: The work profile on which the employee is working should be in sync
with his capabilities. The profile should not be too low or too high. Personal growth and dreams: Employees responsibilities in the organization
should help him achieve his personal goals also. Organizations cannot keep aside the individual goals of employees and foster organizations goals.
Employees' priority is to work for themselves and later on comes the organization. If he's not satisfied with his growth, he'll not be able to contribute in
organization growth. Training and development: Employees should be trained and given chance to improve and enhance their skills. Many employers
fear that if the employees are well rained, they'll leave the organization for better jobs. Organization should not limit the resources on which
organization's success depends. These trainings can be given to improve many skills like: * Communication Skills * Technical skills * In–house
processes and procedures improvement related skills * C or customer satisfaction related skills *

Employee Engagement : Measuring Retention
Employee Engagement
An additional factor to be considered is when measuring retention is employee engagement. Employee engagement is the degree to which a worker
believes in, or is committed to their work, field, and place of employment (Maslach, C. 2003; Harter, J., et al. 2006). The higher degree to which an
employee is engaged, the more likely they are to retain their position.
There are three levels of engagement in which an employee can be measured at (Catado, P. 2011); fully engaged, disengaged, and actively disengaged.
A fully engaged worker takes it upon themselves to stay relevant and up–to–date in company's and their professional field and take on additional
responsibilities as the opportunities arise. They also show respect towards their fellow colleagues, are willing to put in more effort than is expected,
and exhibit high levels of enthusiasm.
One who is disengaged see their work as time exchanged for a paycheck. These employees fulfill their essential duties but contribute nothing more.
They come on time and leave on time, and rarely if ever volunteer for extra responsibility. The third level at which How actively disengaged employees
differentiate themselves is they regularly voice their dissatisfaction with their positions and undermine their fellow colleagues. While the Institute for
Employment Studies found actively disengaged employees make up only about 15–18% of the work force (Catado, P. 2011), the negativity they bring
to the environment can affect

Employee Retention Paper
Employee retention is a critical issue for all organizations and the increasingly competitive labor market will make hiring qualified candidates even
more difficult in the future. Employee retention is an important step in building a successful ambulatory surgical center business (Regentsurgicalhealth,
2015). According to Medical Group Management Association (MGMA) twenty percent of receptionist and medical records staff and fifteen percent of
nursing staff turn over each year. This turnover affects healthcare organizations in many different ways including customer satisfaction, quality of
service, workplace productivity, employee morale, workflow efficiency and the organizations finances. Organizations that invest in their human capital
and... Show more content on Helpwriting.net ...
Less absenteeism and tardiness will help the operating room schedule stay on time, which also makes patients and surgeons happy." (Linder, March
2013). The importance of having an experienced, full–time core staff in an ambulatory surgical center is what surgeons will rely on (Rienzo & Nelson,
2009). However, maintaining an adequate per diem staff in all job categories is important to cover the regular days off, vacation time, and sick calls of
the full–time staff, ensuring your ASC is never left shorthanded (Rienzo & Nelson, 2009). "Flexible schedules for staff members should include both
paid and unpaid options, as well as time off for reasons other than vacation or sick days. This will build employee loyalty and can make up for the
days when staff members are sent home early without pay for scheduling compression" (Linder, March

Employee Retention Culture
Despite fluctuating economic times and increased globalization of American jobs, most employers are finding it hard to keep good workers. The
reality of today's job market is that workers are expecting more from their employers and are not afraid to move on if their needs are not met by your
organization.
Based on compelling data from the Society for Human Resource Management and others who study workforce trends, leading organizations must take
time to analyze their retention realities and ensure that the valuable employees they currently have are not seeking greener pastures.
How do great organizations maintain low levels of turnover and high levels of employee satisfaction? The answer is found in one word: culture.
Organizations with high rates of employee retention concentrate on creating four distinct cultures that keep people focused on the organization and its
goals. The purpose of this article is to explore these four cultures and to recommend practical strategies for developing these cultures in your workplace.
Effective retention cultures include an intense focus on choice, balance, development and care.
The Culture of Choice
Donald N. Smith, the president of Burger King said, "The individual choice of garnishment of a burger can be an important point to the consumer in
this day when individualism is an increasingly ... Show more content on Helpwriting.net ...
High rates of retention are clearly linked to the amount of attention the employee gets in terms of their professional development and growth. When
employees feel that their career goals have been acknowledged and that they are continuing to be challenged on the job, they are likely to stick
around. Employees who feel stagnated, ignored, or bored will likely start to look for other opportunities. So how do great organizations create cultures
of

Employee Retention Analysis
|
List of Contents
|1. |Executive Summary |
| |About company |
|2. |Company profile |
|3. |Jindal group profile |
|4. |JSPL awards & recognitions |
| |Literature Review |
|5. | HRD at JSPL ... Show more content on Helpwriting.net ...
Mergers and acquisitions are also very common in steel industry. The need for a better and improved system is a must for any industry.
INDUSTRY PROFILE
[pic]
An overview: The steel industry
The Indian Steel industry is almost 100 years old now. Till 1990, the Indian steel industry operated under a regulated environment with insulated
markets and large–scale capacities reserved for the public sector. Production and prices were determined and regulated by the Government, while
SAIL and Tata Steel were the main producers, the latter being the only private player. The industry took its first faltering steps in 1907 with the setup
of the first integrated steel plant in Jamshedpur by TISCO. Since then the Indian steel industry has emerged as one of the core sectors in the Indian
economy with a very significant impact on economic growth.
The 90's were a very tumultuous time for the Indian economy 1992 saw India takes its first steps towards economic liberalization. Along with the
opening up of the economy Indian Steel also saw the entry of a number of domestic players. Private investment flowed into the industry adding fresh
capacities. The major growth came after economic liberalization in 1992. Steel production and consumption, which were earlier controlled by

government, were liberalized. This encouraged the growth of private enterprises that were further responsible for the growth of the industry, especially

Managing Employee Retention and Turnover Essay
Managing Employee Retention and Turnover
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and
train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value
to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a
company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an
organization is a prime indicator that something is not right in the employee environment. We will look at... Show more content on Helpwriting.net ...
В· Training – Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's
workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study
conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to
leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"
В· Recognition – According to Roger Herman, chief executive officer of The Herman Group, a management–consulting firm in Greensboro, N.C., "you
need to show [your employees] that you appreciate them, that you value their opinions––and show them in a lot of ways." Care and concern for
employees on a personal level means more to many employees than compensation.
В· Balance – "Management's recognition of the importance of personal and family life remains the top driver of employee loyalty. Employees who
spend a moderate amount of time each week attending to personal matters while at work have a higher level of commitment to their employer than
those who spend no time." (America @ Work 1999," Aon Consulting, Chicago, Illinois; 312.701.4844) Employers who provide a work/life/family
balance

Employee Retention At Walmart
INTRODUCTION Wal–Mart is the highest revenue generating organisation in the world (Forbes, 2014). According to WalMart's annual report (2014),
the company owns 6,100 stores in 27 countries. It employees 2.2 million people around the globe. Wal–Mart is the third largest employer in the world
with US Department of Defence and Chines Army being first and second biggest respectively (Alexander, 2012). Wal
–Mart employees 2.2 million
people globally (Wal–Mart, 2014). Despite its size and global presence the company has not been able to create its image as a good employer. Hence
the employee retention rate is very low. The purpose of this report is to propose a research to find out the reasons behind the poor employee retention
rate. PROBLEM... Show more content on Helpwriting.net ...
7. Wal–Mart has to provide great customer service. It can only be made possible if the reward system of the company encourages the same. The
research will align the reward system and ultimate goals of Wal–Mart. 8. The overall market position of Wal–Mart will also improve as a result of all
the above. LITERATURE REVIEW: Human resource professionals and academics can be broadly divided into two groups. The first group advocates
that only monetary benefits would motivate and ultimately retain employees whereas the second group considers intrinsic motivators more important
than salary, bonus and other monetary perks. Michael Armstrong in his book 'Human resource management practice' discusses that reward system must
encourage employees to achieve corporate objectives (Armstrong, 2003, pp. 613–630). The writer believes that employees remain motivated if they are
rewarded to achieve goals of a company. And when they are motivated they will stay with a company. Taylor and the Instrumentality theory also support
Armstrong's approach (Armstrong, 2003, pp. 217–230). According to both of these theories 'people only work for money' and 'one action gives rise to
another'. That means if people are rewarded they will be motivated and if they are motivated they will not leave a company. However Taylors
completely ignores social needs of human beings and confuses them with machines. Other academics hold completely different view about retention and

Theories Of Employee Retention
Here in the United States, there has been an emerging issue that has challenged management within the workforce. That issue is simply put is employee
retention. With so many at will employment options out there, fierce competition amongst business and those businesses looking to operate more
efficiently with less staff, employee retention has become an issue. So we have to ask ourselves how do we combat this issue? This issue is a very
complex one here in America because of the melting pot we are with cultures, beliefs, structures, restrictions, affirmative action and etc. Throughout our
studies the research has shown that thriving organizations will be the ones that adopt and emplace an organizational behavior model that focuses on
being... Show more content on Helpwriting.net ...
Fourth would be how to overcome low motivation. With these factors, ideas of how to communicate the plan within the organization must be
implemented. The Sheriff has hired an expert advisor in the field of "Effective law enforcement organizational planning when understaffed" to achieve
the aforementioned. For the purpose of this paper let's say that I will be this expert.
One of the key factors for retention strategy and hiring of new employees goes far and beyond a competitive benefits package and salary. However
the latter is very much so important and would need to be addressed. After brief study of surrounding law enforcement agencies I have come to the
conclusion that MCSO is behind a little when it comes to compensation and benefits. The neighboring county of Palm Beach has a starting salary of
$47,220 for law enforcement positions (Sentinel, A. R. 2014). This is approximately a full $7,000 more than MCSO's starting salary. Not to mention
the Fire Department within Martin County has a starting salary around $48,000. In my professional opinion public service is public service and both
the fire department and sheriff's office fall under this umbrella. There needs to be more parity here because it seems to be a common complaint
amongst the employees of the sheriff's office which negatively affects motivation and morale.
Research suggest that employees rank recognition, flexibility and training as top priorities for prolonging

Improving Employee Retention At Tuality
The second pillar, destination healthcare employer, aims at recruiting high performers and improving employee retention. The current rate of turnover
at Tuality is high compared to other Portland Metro counterparts and training is expensive. Other plans for retention include providing a market
competitive wage and benefits package. High visibility recognition will be seen featured more in the coming years with the initiation of the
President's Award and other programs aimed at ensuring employees feel valued. Mr. Berman strongly feels that Tuality employees are its most valued
resource and it is apparent in his first years as the CEO that he wishes to improve employee satisfaction. On the other side of high performers, however,
low... Show more content on Helpwriting.net ...
Currently, 79% of the workforce of 1320 employees are Caucasian and the other 21% can be broken down into minority groups of 10% Latino, 7%
Asian, 1% Black, and 3% Native American/Pacific Islander (Ratliffe, February 2014). Current initiatives that Tuality has in the works for 2015 is to
improve diversity of its workforce and, therefore, improve its service to the minority population in the area. Based on the Community Health Needs
Assessment Report, the population configuration of whom Tuality serves averages roughly 25% Latino patients (Tuality Healthcare, 2014). To better
serve those patients, Tuality must attract, hire and retain more minority employee in direct patient care professions such as physicians and nurses that
will reflect a better match to the patient base.
The third pillar, community reputation for unparalleled value, is perhaps the largest hurdle to overcome. It is hard to expect patients to use Tuality if
they do not believe they will get good value for their money and have positive health outcomes. Because of being a small organization, Tuality has to
work harder to achieve similar outcomes of patient satisfaction than its larger Portland area counterparts. Tuality serves a smaller number of patients,
and when mistakes happen it increases the percentage of bad experiences for patients and lowers the HCAHPS scores. The HCAHPS

Employee Retention And Turnover Rate
Employee Retention and Turnover
Employee retention could be described as the efforts by any business or organization to develop strategies and initiatives that support current staff into
remaining with the organization. Retention is "the ability to hold onto those employees you would want to keep for longer than your competition"
(Johnson, 2000). Success or otherwise of an organization in retaining its employee's is measured in terms of Employee Retention Rate (ERR) or
through assessment of the Employee Turnover Rate (ETR).High employee retention rate means that employee turnover rate has been low and vice
versa. Companies today are interested in retaining valuable employees and good employees are increasingly becoming more difficult ... Show more
content on Helpwriting.net ...
Similarly, Silverthorne (2004) notes that, "turnover causes significant expense to an organization," including direct costs of replacing an employee and
indirect cost related to loss of experience and lowered productivity. These costs have important implications for an organization, notes Silverthorne, and
anything that can be done to reduce turnover will lead to significant benefits to an organization.
Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012). Organizational performance can be credited with the
identification and selection of the most talented individuals. An employee with high potential suggests that there is a future viability that is not present
in the existing workforce (Yarnall, 2011). An appropriately structuredrecruitment strategy is essential for the future success of an organization and at
times can determine whether that organization will grow or recede during a particular economic period. A successful recruiting strategy can improve
recruiting effectiveness by 30% and reduce the time to fill that position by 28% (CEB, 2012). It is clear that whatever recruitment strategy is being
used, the desired outcome has not been reached. This study examines recruitments strategies and their correlation on retention with the desire of finding
the method

Need And Disadvantages Of Employee Retention

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