Career Planning & Retention
argumentative Essay
803 words
Retaining top quality talent has become a major challenge in the modern working environment. With the average length of term in any given position being 4.4 years (U.S. Bureau of Labor Statistics, 2012) and an average cost to replace that employee being 20% of their annual salary (Americanprogress.org), many companies are simply trying to fill positions with bodies. There is a study that focused on human motivation (RSA Animate), and it found that humans are primarily driven by three things: desire to master a skill, the need to be a part of something greater than themselves, and the ability to be self directed. This study did not mention money, free lunches, or nice bosses. While we widely recognize that people are motivated differently than previously thought, employee career planning and retention strategies seldom reflect this. Through the use of employee development plans, internal training programs, formal mentoring, and dual career ladders, I will explore what changes can be made to a companies planning & retention plans using Leprino Foods, my employer as an example. Leprino Foods much like many other older family owned companies has become antiquated in many of its policies. The idea that people are lucky to work a company and that they should be silent and do their job is outdated and hurting Leprino and other like-minded companies. Recently Leprino has started to experience a mass attrition in two of its manufacturing facilities and the entire corporate office. In the past the company placed very little value on internal or external training opting for on the job learning method. They also have never had any formal mentoring programs or a clear career path for employees over time. The natural pace of things has been whe... ... middle of paper ... ... advantage. (8th ed.). New York, NY: McGraw-Hill Irwin. A case study on employee retention strategies. Retrieved , from http://www.slideshare.net/vkumarab/a-case-study-on-employee-retention-strategies Career Development: What is a “dual career ladder”? . (2012, November 27). SHRM. Retrieved , from http://www.shrm.org/TemplatesTools/hrqa/Pages/termdualcareer.aspx There Are Significant Business Costs to Replacing Employees. (n.d.). Retrieved , from http://www.americanprogress.org/issues/labor/report/2012/11/16/44464/there-are-significant-business-costs-to-replacing-employees/ Employee Tenure Summary. (2012, September 18). U.S. Bureau of Labor Statistics. Retrieved , from http://www.bls.gov/news.release/tenure.nr0.htm RSA Animate - Drive: The surprising truth about what motivates us. (2010, April 1). YouTube. Retrieved , from https://www.youtube.com/watch?v=u6XAPnuFjJc
In this essay, the author
- Advises leprino foods to implement a formal employee planning & retention strategy because of global competition for talented employees and the transient nature of employees.
- Summarizes noe, r. a., hollenbeck, j. r, gerhart, b, & wright, p. m. human resource management - gaining a complete advantage.
- Explains what a "dual career ladder" is.
- Advises leprino foods to implement a formal employee planning & retention strategy because of global competition for talented employees and the transient nature of employees.
- Summarizes noe, r. a., hollenbeck, j. r, gerhart, b, & wright, p. m. human resource management - gaining a complete advantage.
- Explains what a "dual career ladder" is.
- Analyzes how leprino foods, an older family-owned company, has become antiquated in many of its policies.
- Explains that employee recognition and team building help people feel connected to each other, and having a formal mentoring program can really help an employee be much better connected with the organization.
- Summarizes the u.s. bureau of labor statistics' employee tenure summary and rsa animate - drive: the surprising truth about what motivates us.
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- Importance Of Career Path Developmentexplanatory essayThe subject of career path development is creating a culture within the company so the employees can advance to higher position. Career path development is a very important subject to study because it helps leaders and managers get their employees to the next level. Current research into career path development is diverse and multi-faceted and ever changing. Organizations need to create comprehensive employee career path development so they can advance the more senior employees and bring in new ones that bring new ideas to the company. Every employee in a leadership position in the company should take part in career path development and make it a companywide initiative. A career is broadly defined as a lifelong process of work‐related activities
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- Explains that organizational power and influence has a big impact on career path development. a well-defined career ladder will help employees work for better positions in the company.
- Opines that leaders should research into their leadership approach and decision-making because researching the topic of career path development benefits the leader, the managers, and the whole business.
- Explains the three factors that affect career path development: internal, external, and organizational.
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1864 wordsRead More - Bubba Gump’s Employee Retention Strategyopinion essay“Culture can become a “secret weapon” that makes extraordinary things happen” (Katzenbach, J. n.d)’s In recognition of a talent retention problem, (Late 1990’s) Bubba Gump Shrimp set out to two goal’s, 1). Improving unit level management retention and 2) Increasing same store sales. (Aamondt, M. 2012) The tasks to achieve these two goals required a change for the status quo, create a culture all employees could embrace, reinvent the hiring process to attract the right individuals and empower the teams to succeed.
In this essay, the author
- Explains that the united states is nation dependent on restaurant industry. the company leveraged a brand based on the forrest gump movie.
- Explains how bubba gump shrimp set out to improve unit level management retention and increase same store sales by creating a culture all employees could embrace and reinventing the hiring process to attract the right individuals.
- Describes how bubba gump shrimp built a people-focused management-training program to achieve maximum commitment toward excellence and company success.
- Explains that the united states is nation dependent on restaurant industry. the company leveraged a brand based on the forrest gump movie.
- Explains how bubba gump shrimp set out to improve unit level management retention and increase same store sales by creating a culture all employees could embrace and reinventing the hiring process to attract the right individuals.
- Describes how bubba gump shrimp built a people-focused management-training program to achieve maximum commitment toward excellence and company success.
- Cites prewitt, m., "studies find operators create employee turnover problem."
- Analyzes berta's book, bubba gump: maintaining managers pays off in profits.
- Explains maertz, c. p., and boyar, s. l. theory-driven development of a comprehensive turnover-attachment motive survey. human resource management, 51(1), 71-98.
- Explains that a restaurant industry study in 2000 stated that employers were the reason for turnover.
- Opines that bubba gump's program eliminates points of job dissatisfaction for both the employee and management. integration of different theories can lead to a strong corporate culture.
- Opines that hiring is the most important part of reducing turnover, increasing morale and building a strong customer focused team.
- Cites campbell, d., harvard business review, what great companies know about culture, money.cnn.com, fortune 500- most bang for the buck: revenues per employee.
1223 wordsRead More - Human Resource Management Debateexplanatory essay10. Pink, Dan, “RSA Animate – Drive: The surprising truth about what motivates us,” https://www.youtube.com/watch?v=u6XAPnuFjJc, 2010.
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- Opines that companies and corporations working towards pay-per-performance have to have a management system to keep track of the compensations, rewards, and compensation budgets.
- Explains that pay per performance rewards are a tool to lure and attract the top talent in the market and to exploit it.
- Explains that performance-based compensation programs are initially supported by taxpayers, but when teachers started to qualify this system was expensive. a texas law in 1984 changed the rules and disqualified 1/3 of qualified teachers.
- Opines that companies and corporations working towards pay-per-performance have to have a management system to keep track of the compensations, rewards, and compensation budgets.
- Explains that companies experienced the recession in 2009 forced compensation planners to think about the take measures to keep the cost of compensation under control.
- Explains that performance based rewards can be dangerous for workers, especially in workplaces that require a lot of manual labour or the operation of heavy machinery.
- Explains that performance based rewards are not the most ideal way to achieve performance because everyone is motivated differently. a study about motivation was conducted at mit and replicated in madurai india.
- Explains wilms, wellford w. and chapleau, richard r., "the illusion of paying teachers for student performance," education week on the web, nov.
- Cites houtz, jolayne, "reformers should put teachers to the test," the seattle times.
- Explains that pay performance-based compensations were first started in england in 1710, with devastating results, and teachers became obsessed with the system’s financial rewards and punishments.
- Explains that compensation plans are only for getting more work done from the employee and generating more revenue from that extra work.
- Explains that rsa animate – drive: the surprising truth about what motivates us.
1297 wordsRead More - What Is Job Satisfaction?explanatory essayEmployees who participate in job training, continuing education and other types of professional development can refine and acquire new skill sets that could help advance their career Developing employees will better prepare them be successful in their roles and helps the organization become more effective and efficient (cit3). Employees that feel they have the ability to advance within the company through different positions or climbing the cooperate ladder to management have a higher job satisfaction. Developing career paths and ladders are two methods that can encourage employees to advance in their career. Career paths are characteristically seen as more horizontal movements and career ladders are viewed as more vertical movements, both options serve to help employees grow their skills and knowledge and can lead to higher levels of job satisfaction (cit3). More companies are offering internal internships to employees a way for cross training and allowing employees to try a new job before applying for it. Eighty two percent of organizations have hired at least one intern as a full-time employee after their internship ended. More organizations are recognizing the benefits of internship programs, such as gaining additional help with operations and building the talent of the future workforce
In this essay, the author
- Explains that people's social identity is tied to their occupation, but only 30 percent of workers are passionate about their work and the company they work for.
- Explains that gender differences between men and women play a role in job satisfaction. women want jobs that they enjoy doing and care less about salary.
- Explains that people who feel their work is meaningful to someone else often had the sense that they were called to do the job through a higher calling.
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- Explains that gender differences between men and women play a role in job satisfaction. women want jobs that they enjoy doing and care less about salary.
- Explains that people who feel their work is meaningful to someone else often had the sense that they were called to do the job through a higher calling.
- Explains that job security was the number one factor for job satisfaction in 2007 during the recession. in 2014, it was more important to female employees than to male employees.
- Explains that career development offers opportunities that can be jointly beneficial for both employees and employers. developing employees will better prepare them to be successful in their roles and helps the organization become more effective and efficient.
- Explains that organizations that lack trust between their employees and upper management often develop hostile working conditions.
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718 wordsRead More - Paradox Of Employee Motivation In Googleanalytical essayLack of motivation is the main cause of the turnover of employees from Google who leave despite the reputation the company possesses. The generous salaries and fringe benefits that Google workers get at their place of work is inadequate to satisfy their humanistic needs and this is a testimony to the arguments set across by Maslow and Herzberg. Diagnosis and development of a comprehensive career development program by the human resources department has the potential of improving employee retention at Google.
In this essay, the author
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- Argues that lack of motivation is the main cause of the turnover of employees from google who leave despite the company's reputation.
- Analyzes how maslow's hierarchy of needs and herzberg’s two factor theory explain the need for employees to satisfy innate desires in order to achieve satisfaction.
- Explains that google is one of the best places to work in the world. many talented employees leave google despite the perks that they get at their workplace because they are not motivated.
- Argues that lack of motivation is the main cause of the turnover of employees from google who leave despite the company's reputation.
- Analyzes how maslow's hierarchy of needs and herzberg’s two factor theory explain the need for employees to satisfy innate desires in order to achieve satisfaction.
- Explains that google employs geniuses in different fields for all the jobs that they have in the firm, including work that does not challenge them at an intellectual level.
752 wordsRead More - Career Management Processexplanatory essayCareer management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).
In this essay, the author
- Explains that career management involves taking necessary steps to reach the career plan and focusing on the ability of the organization to do for their employee to increase their career development. the four steps are self-assessment, reality check, goal setting and action planning.
- Explains self-assessment is a process to identify skills, abilities, knowledge, and behavioural tendencies of the employees.
- Explains that reality check refers to the information about the employees' skills, abilities, knowledge and experiences that employees received after evaluation process by the company.
- Explains that career management involves taking necessary steps to reach the career plan and focusing on the ability of the organization to do for their employee to increase their career development. the four steps are self-assessment, reality check, goal setting and action planning.
- Explains self-assessment is a process to identify skills, abilities, knowledge, and behavioural tendencies of the employees.
- Explains that reality check refers to the information about the employees' skills, abilities, knowledge and experiences that employees received after evaluation process by the company.
- Explains that goal setting is a process that the employees develop the short and long-term career objectives that are related to improvement and development.
- Explains that the final step of career management process is action planning, which takes place after a development plan is prepared and completed.
- Cites allen, r. (2005), waltham, antoniu, e. (2010), career planning process and its role in human resource development.
935 wordsRead More - The Definition Of Career Planning And Career Managementexplanatory essayGreenhaus, Callanan & Godshalh (2000, p.9) write that a career can be defined as a “property of an individual” instead of an “occupation or Organization”, seeing that we all “accumulate a unique series of jobs, positions and experiences”. This notion acknowledges that everyone “pursues a unique career”. Our careers need to develop or take on a unique series of experiences by going through “different phases or stages” in our careers therefore, this concept is called career development.
In this essay, the author
- Explains that supers proposes that the growth stage is from birth to the age of 14, where a child's needs are more dominant to them.
- Explains that the second life stage in supers theory is the exploration stage where a young adult has important choices to be made and "tried out in fantasy,discussions and work."
- Explains that a career can be defined as an individual's "property" instead of an "occupation or organization".
- Explains that supers proposes that the growth stage is from birth to the age of 14, where a child's needs are more dominant to them.
- Explains that the second life stage in supers theory is the exploration stage where a young adult has important choices to be made and "tried out in fantasy,discussions and work."
- Explains that a career can be defined as an individual's "property" instead of an "occupation or organization".
- States that the establishment stage occurs between 24 to 30 and the fifth stage of career development is between the age of 65 and above.
1790 wordsRead More - Talent Retentionopinion essayOne of the most important things that a company can strive toward is reducing their turnover by retaining valuable talent. The people a company retains may be the most important question, special programs to hold onto high-producing employees are a wise investment for organizations, across-the-board. Turnover cost is something that all companies need to consistently evaluate. Henemann, et, al. (2012) points out, “Although turnover is often seen as a detriment to organizational performance, there are several positives. An extremely important part of employee retention strategy and tactics, thus must involve careful assessment of both retention costs and benefits at a reasonable cost to the organization (p. 68).
In this essay, the author
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- Explains that the american red cross leader, gail j. mcgovern, has suffered widespread criticism regarding her annual salary.
- Explains that gail j. mcgovern has been with the american red cross for the past five years. she holds a bachelor of arts degree from john hopkins university and an mba from columbia university.
- Explains the importance of reducing turnover by retaining valuable talent. special programs to hold onto high-producing employees are a wise investment for organizations.
- Explains that the american red cross leader, gail j. mcgovern, has suffered widespread criticism regarding her annual salary.
- Explains that gail j. mcgovern has been with the american red cross for the past five years. she holds a bachelor of arts degree from john hopkins university and an mba from columbia university.
- Opines that successful people are rarely let go by former bosses. they question the legality and ethical implications of this practice.
- Opines that if ann madden rice is valuable enough to another academic institution they will come back with a bigger and better offer.
- Explains that the association of black nursing faculty (abnf) journal concluded that a linear method of recruitment and retention of minority nursing staff has not been enough to solve the shortage problem.
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- Explains that the nursing industry is suffering a severe nursing shortage, and it is having an effect on healthcare.
- Analyzes how the article stated the projected health care needs are slated to grow because baby boomers will leave the work force and need healthcare for themselves too.
- Opines that continuing the development, modification, and expansion of such mentoring initiatives has the potential to positively impact retention of graduate nurses and reduce the high costs associated with turnover.
- Analyzes the reasons why nurses leave their jobs, including lack of positive feedback from supervisors, feeling undervalued, and lacking inspiration.
- Explains that the mentoring program pairs experienced registered nurses with first-year nursing graduates. they state that choosing the right nurse mentor is critical.
- Opines that programs like partners in nursing are beneficial for retention of employees. the problem with mentoring programs is that it is usually a limited group of individuals who are selected by comparison to the overall workforce.
- Cites heinemann, judge, and kemmerer-mueller for their book staffing organizations.
- Cites sange, srivasatava, and ryan on gilt groupe's ceo on building a team of a players. katehi: replacing hospital ceo would cost more than raise
1689 wordsRead More - Development of sustainable career paths for employeesexplanatory essayFinding and retaining high performing employees is a challenge all business organizations face. Employees search for jobs where they can be successful, appreciated, and have the opportunity to grow and advance. Effective employers develop career plans that are easy to follow, sustainable, customizable, and provide rewards and recognition when appropriate to entice and retain high performing employees. Using competency models management and human resources can define attributes of top performers that are important to the company for short term and long term success. There are numerous variations of competency models and several methodologies to build the appropriate competency model for an organization. Input from executive management, human resources, top performing employees, and external sources will assure the ideal skills, abilities, knowledge, and personal attributes are defined for the competency model. Successful career paths follow a structure of competencies outlining the needs of each level. Through the teamwork of human resources, management, and each employee the career path will be reviewed, evaluated, and updated for the employee’s needs in line with the company’s values and goals using the defined competencies.
In this essay, the author
- Explains marrelli, tondora, and hoge's strategies for developing competency models.
- Summarizes waterman jr., j.a. and collard's work on toward a career-resilient workforce.
- Explains that finding and retaining high performing employees is a challenge all business organizations face. effective employers develop career plans that are easy to follow, sustainable, customizable, and provide rewards and recognition when appropriate.
- Explains marrelli, tondora, and hoge's strategies for developing competency models.
- Summarizes waterman jr., j.a. and collard's work on toward a career-resilient workforce.
- Explains that finding and retaining high performing employees is a challenge all business organizations face. effective employers develop career plans that are easy to follow, sustainable, customizable, and provide rewards and recognition when appropriate.
- Cites ahadzie, proverbs, olomolaiye, and ankrah, n. towards developing competency-based measure in mass house building projects in developing countries.
1644 wordsRead More - The Values And Importance Of Career Managementexplanatory essayCareer Management is sensible planning of one’s engagements and activities in the jobs a person undertakes in the course of his or her life for better achievement, growth and financial permanence and stability. Managing careers is a life-time, self-monitored way of planning one’s career goal that involves selecting one’s career aim, to set target and personal goals strategizing ways in achieving one’s career goal. It is also the process through which employee become aware of their values, interest, strengths and weaknesses, to identify one’s career goals, to obtain information about job opportunities from the company and to establish action plans to achieve one’s career.
In this essay, the author
- Explains that if an organization is fair-minded about an employee's strengths and weaknesses, they can make better use of their skills and put them at the right position. it establishes a reputation of the organization in the market.
- Describes the benefits of career development to employees, stating that it fosters better communication between the employee and the management as well as at all levels of organization.
- Explains that career planning helps to realise our ambitions and what we would like to do in our working life.
- Explains that if an organization is fair-minded about an employee's strengths and weaknesses, they can make better use of their skills and put them at the right position. it establishes a reputation of the organization in the market.
- Describes the benefits of career development to employees, stating that it fosters better communication between the employee and the management as well as at all levels of organization.
- Explains that career planning helps to realise our ambitions and what we would like to do in our working life.
- Explains that career management is a life-time, self-monitored way of planning one's career goal. it involves setting goals, setting target, and personal goals strategizing ways in achieving it.
791 wordsRead More - Today, It has become the fundamental gainsay for the organizations to retain the most talented employees. Hiring knowledgeable employees on the job is essential for an employer but keeping those employees even more important than that of hiring. There are many companies who are always searching for talented employees so such employees have no shortage of opportunities. In this era, employee retention is becoming a critical issue as the result of shortage of skilled labor, economic growth and employee turnover. Many of the companies are facing problems in retaining employees. Although it is hard to measure the exact cost of turnover because a current employee holds with him the knowledge about company, costumers and the past history so when he leaves the organization everything is gone with him, sometimes to competitors, so the exact loss cannot be realized but the industry experts often quote 25% of the average employee salary as conservative estimates. (Importance Of Employee Retention) So we need to understand that basically itself employee turnover is not a disease but it is a symptom of the disease i.e. Failure to retain employees.
In this essay, the author
- Explains that employee retention is becoming a critical issue due to shortage of skilled labor, economic growth, and employee turnover.
- Analyzes the impact of human resource practices on the retention of employees. effective employee retention is the result of systematic effort by employers.
- Opines that successful employee retention doesn't rely on a single strategy. employees' decision to stay in the organization is effected by various factors, such as age, family situation, and external job market.
- Explains that employee retention is becoming a critical issue due to shortage of skilled labor, economic growth, and employee turnover.
- Analyzes the impact of human resource practices on the retention of employees. effective employee retention is the result of systematic effort by employers.
- Opines that successful employee retention doesn't rely on a single strategy. employees' decision to stay in the organization is effected by various factors, such as age, family situation, and external job market.
- Explains that this research has been carried out under the human resource management umbrella. it analyzes human resource practices and their impact on the retention of employees.
- Opines that the retention of employees has become the major problem facing today's organizations.
- Explains the importance of employee retention. employee turnover costs add hundreds of thousands to the company's expenses, and customers share a special bond during business dealings.
- Explains that every time an employee resigns, the company has to suffer good amount of time lost in hiring new employees and then giving them sufficient training to do the job effectively and efficiently.
- Cites heathfield, s. m., top ten ways to retain your great employees, and importance of employee retention.
- Explains the importance of employee retention, citing nair and sarin.
1037 wordsRead More - Characteristics Of An Ideal Work Environmentopinion essayWith focus on training, the internal stakeholders would feel that they can achieve career growth and also make their work fun. Employees’ turn-over is reduced, and this is because one of the major complaints has since been addressed. Studies have concluded that employees complain about lack of career progress and they feel motivated to remain with an organization is progress is assured through continued training as well as emergence of opportunities right within the firm (Chen and Wang 850; Pinosova et al. 222).
In this essay, the author
- Explains that stakeholders tend to feel that there is always room for improvement in regard to achieving what could be considered to be an ideal working environment.
- Explains the distinctive features of a perfect work environment, such as open and reliable lines of communication, productive and fun atmosphere, effortless teamwork, painless work-life balance, and positive leadership.
- Explains that industrial and organizational psychologists have identified and illustrated the determining factors which help the internal stakeholders achieve placid disposition. an employee's motivation is more or less a direct result of their interactions with the management.
- Explains that stakeholders tend to feel that there is always room for improvement in regard to achieving what could be considered to be an ideal working environment.
- Explains the distinctive features of a perfect work environment, such as open and reliable lines of communication, productive and fun atmosphere, effortless teamwork, painless work-life balance, and positive leadership.
- Explains that industrial and organizational psychologists have identified and illustrated the determining factors which help the internal stakeholders achieve placid disposition. an employee's motivation is more or less a direct result of their interactions with the management.
- Opines that when communication is open, employees and internal stakeholders feel validated and taken seriously. the morale is boosted when individuals know their opinions and ideas are valued and contribute to the organization's progress.
- Opines that in an ideal work environment, the stakeholders suggest strategies for continued training. with focus on training, internal stakeholders would feel that they can achieve career growth and also make their work fun.
- Opines that organizations that work towards achieving the characteristics discussed in this paper are on course towards reaching a perfect and happy working environment.
- Opines that it is worthwhile to seek such a success as once attained, it would be mutually beneficial to all legitimate stakeholders.
- Explains that nurse educators' perceptions of caring attributes in current and ideal work environments.
- Explains chen, zhi x., and wang, hong y. abusive supervision and employees' job performance: a multiple mediation model.
- Opines that pinosova, hricova and kralikova have completed a comprehensive evaluation of the working environment.
718 wordsRead More - Career Management in the 21st Centuryexplanatory essayHall, T. Douglas (1996). Protean careers of the 21st century. Academy of Management Executive, 10(4), 8-15.
In this essay, the author
- Explains the importance of career management for the 21st century, stating that individuals should always choose a career that interests them, not one based on salary or perceived success.
- Opines that job search should be initiated as early as possible to find a job that suits one's physical and mental needs. the key to success is through networking.
- Explains that there are other agencies that assist with job opportunities, such as the state employment agencies, the internet, recruiters, career centers, and job fairs.
- Explains the importance of career management for the 21st century, stating that individuals should always choose a career that interests them, not one based on salary or perceived success.
- Opines that job search should be initiated as early as possible to find a job that suits one's physical and mental needs. the key to success is through networking.
- Explains that there are other agencies that assist with job opportunities, such as the state employment agencies, the internet, recruiters, career centers, and job fairs.
- Explains that a resume determines whether an applicant will be eligible for an interview. networking, company job searches, resume development, and the interview process are three components of career management of the twenty-first century.
- Opines that career management in the twenty-first century is a necessity because people change jobs more frequently than they used to.
- Opines that a person's "self" should be the most important aspect of job search.
- Describes carson, d. kerry, and paula phillips carson. career entrenchment: a quiet march toward occupational death?
- Explains hall, t. douglas, protean careers of the 21st century, academy of management executive.
1497 wordsRead More