As soon as they dissatisfy with the current organization or the job, they switch over to the next job. It is the duty of the organization to keep their paramount employees (Phillips and Connell, 2003). Employee retention concerns taking measures to convince employees to remain with the organization for the most period of time. Today employees’ retention has become the major issue for organizations. Hiring knowledgeable workers for the job is essential for an organization.
C. (2013) he have similar ides with Micheal J.Pires he believe that the employee development may be especially likely to lead to turnover when the employee believes that career opportunities in his or her organization are a poor match to his or her career goals (Bambacas, 2013). However, Bambacas and Kulik mentioned in his article that if there are no career opportunities for the employee to develop himself by training and have good goals to reach their performance. According to Erin Palmer, (2012) there is a strong bond between career development plan and employees turnover. Creating a career development plan helps to keep the employees in the organizations through providing true career path in order to show employees that you value them for the career advancement that will make the employees feel happy and take care more about the company success (Palmer, 2012). In my opinion, organizations should understand the need of their employees and implement a clear career development plan to keep their employees commitment to the
Introduction: 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.
Administrative Science Quarterly, 22(1): 46-56. Cited in Brum, S (2007) - What Impact Does Training Have On Employee Commitment And Employee Turnover? Retrieved 20th March from http://www.uri.edu/research/lrc/research/papers/Brum-Commitment.pdf Sauer, N (2010). The Contribution of Human Resource Management to Organisational Performance. Retrieved 21st March from http://voices.yahoo.com/the-contribution-human-resource-management-organisational-5580683.html?cat=3 Wall, T, Wood, S, (2005) The romance of human resource management and business performance, and the case for big science.
(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). Your everyday employee is not the only consideration for retention, Chief Executive Officers are expensive to replace, and their departure can influence employee morale and upset stability. Big money is involved in recruiting and retaining the right leader who will fit an organization, its people, its mission, and its values—and stay with it long term. Our leader of the American Red Cross, Gail J. McGovern, has suffered widespread criticism regarding her annual salary.
In contrast, a dysfunctional leader’s poor behavior would indirectly lead to poor customer relationship held by employees and this can ultimately increase loss of company profits. A major role is held by leaders in empowering their customer facing employees to reach or exceed any customer’s needs and expectations. In addition, any good leader should always be the cheerleader, supporter, and encourager to their subordinates through any situations. A good leader must also lead by example by practicing good customer service traits for the employees to follow along. Leaders always remember to deliver access to information and provide training that gives employees the right start when first joining the company and this helps them to mature.
Motivation and Job Satisfaction Theories The idea of motivation applies to internal elements that coerce action and external elements that can function as stimuli to perform. There are several characteristics that can be affected by motivation such as intensity and persistence. Moreover, motivation goes beyond affecting the procurement of individuals’ skills, and plays a part in the magnitude which they use their skills and abilities. The belief is an organization that has excessive quantity of turnover and absenteeism is the consequence of poor job satisfaction. Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line.
"Congressional Speech." Washington D.C. Reed, B.N. (1998, December 30). States meeting standards of welfare law. The Milwaukee Journal Sentinel: Retrieved October 16, 2000 from the World Wide Web: http://www.jsonline.com/w2/welfare/stories/develop/1230welf.stm Regan, R. (1981).
By enforcing appropriate HR practices and policies, organization can instigate this feeling amid their employees.” To me this shows that there is more to retaining employees than just money or benefits, as this explains the nature of the job and type of employees you have will really dictate to you and the company what type of programs or recognition you should be doing because it is right for your company and your employees. If you give your employees a voice where they can feel heard and you can honestly attempt to keep them satisfied through their suggestions as a leader and as a corporation you will successfully see your turnover/ attrition rates drop and your retention rate rise. When this occurs you have achieved your goal and the company becomes more profitable.
Employees at the top level tend to work harder because they are perceived as role models by others in the organization. Criticism is an inevitable part of life but one should know the right way to handle it. Managers are taking out time from their busy schedule to review employee’s performance indicates that they care and value their employee’s inputs. Managers wish to contribute to the growth and trajectory of their employee’s career. Feedback is not about personal attacks, it is about improvement.