Talent retention refers to the ability and the efforts of a company to keep with top performance employees in their workforce, in other words, avoid turnover. Over the last decades talent retention has become a main concern for companies, as a shortage cause by different factors struck the market. While companies struggle not to suffer the setbacks of turnovers, employees benefit from the new practices applied for talent retention. Further, this pursuit to improve talent retention on the 21st century
personal lives into our professional lives, forcing examination of the quality of our connections, focusing us less on the quantity. Citing examples from Facebook where people employ thousands of ‘friends’ lends merit to evolutionary psychologists research indicating a smaller circle is perhaps more effective; further proving technology cannot make lasting connections. This article is relevant to my paper because it asserts that through the use of technology, the quality of interpersonal relationships
Introduction 3 2 Literature Review 3 3 Reasons/ Factors for the Attrition 5 2.1 Changing Life Style 5 2.2 Labor Mobility between different sectors/ industry- Transferable Skill sets 5 2.3 Increased competition for labor 5 2.4 Salaries and benefits: 6 2.5 Lack of opportunities for personal and career development 6 2.6 Ineffective Leadership 6 2.7 Workplace Relationship 6 2.8 Ineffective Recruitment 7 2.9 Vicious Circle of Attrition 7 4 Possible Retention Strategies 8 3.1 Well defined Turnover Cost
at a rather exponential rate, rapport between customers and front line employees did not get its due attention especially in the context of banking service in traditional, developing economies. This has delimited the efficacy of the established relationship theories in explaining the antecedent effect of trust, commitment, service quality and involvement for developing rapport leading to overall client (customer) satisfaction. The focus of this research, thus, is rapport. This chapter acts as a preamble
behavior affects not only the nurse but patient care as well. The nurse might be intimidated by peers, patients or physicians. Intimidating behavior is not healthy and should be addressed. In this paper the issue of nurse intimidation will be discussed. The discussion will include definitions of intimidation, the impact of intimidation on the nursing profession, the impact of intimidation on patient care, solutions for handling intimidation, implications for nursing curriculum, and future research possibilities
continues to state that this is not palpable and is difficult to replicate, therefore it is the responsibility of the manager to control high turnover. Firth et al (2007) tries to examine the underlying causes of turnover, he puts forth a range of factors like Stress at work, dearth of employee commitment, Job dissatisfaction which cause the employees to leave. Wanous(1992) showcases that new employees leave the company because their expectations are not fulfilled which nullifies the psychological
1. OVERALL IDEA Topic: The influence of psychological sense of community on mobile game loyalty: a case study research Why this topic: Carlson et al. (2008) found that the existence of sense of community does not depend on either acknowledged group membership or social interaction. Instead, it is driven by 2 psychological factors: identification with the brand and identification with the group. Due to the psychological nature of sense of community, the researchers called this perceived feeling “psychological
Abstract Research has shown consistently that there are different factors which predicts turnover, so this study investigates that what factors, cause employees to leave one organization and join another. Second, to find out the significant impact of each variable on turnover. It is hypothesized that human resource management practices are negatively correlated with employee turnover. In this study multiple regression analyses will be run to test a model that included the above mentioned independent
demand for new and better products and services as the demand for it increases. Entrepreneurs are quick to exploit market opportunities and its potential. A successful entrepreneur considers the chances of success within the economic context. More factors such as culture, labour, work force, infrastructure and trade regulations are also considered when exploiting an opportunity. Entrepreneurs are people with lot of qualities such as creativity, the ability to keep going in the face of hardship and
strategy. [S.l.], Harvard Business Review WEBSTER, F. E. (1994). Market-driven management using the new marketing concept to create a customer-oriented company. New York, Wiley. http://catalog.hathitrust.org/api/volumes/oclc/29224849.html. What are Economic Factors - Definition [Accessed Dec. 4, 2013] from: www.businessdictionary.com/definition/economic-factors ZOOK, C. (2004). Beyond the core: expand your market without abandoning your roots. Boston, Harvard Business School Pub.