...OF EMPLOYEE RETENTION PROGRAMS WINSLOW GEORGIA High employee turnover rate decreases the company’s efficiency and carries a high price tag. All of the company funds spent on employee’s training are lost when the employee resigns. Moreover, further spending is generated in order to advertise the vacancy and training for new employees. The purpose of this document is to present new methods on retaining employees to help the company alleviate the cost attributed to high turnover rates. This report introduces new programs that present opportunities to lower high employee turnover rate and therefore helps the company cut down overspending from job advertisements and employee training. The document will present how positive orientation programs, competitive compensation packages, job specific training including leadership training will contribute to lowering the employee turnover rate. Thank you for the opportunity for allowing me to be part of this program and I look forward to our company succeeding from these programs. Sincerely, Jose Baca VP Human Resources Contents List of Illustrations …………………………………………………………… 4 Executive Summary ………………………………………………………….. 5 Introduction …………………………………………………………………... 6 Project Description …………………………………………………………… 7 Proposal Scope ………………………………………………………………... 7 Impact of Positive Orientation ………………………………………………. 8 Types of Compensation Packages …………………………………………… 8 Job Training ………………………………………………………………….. 9 Conclusion ……………………………………………………………………...
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...INDUCTION AND ORIENTATION TASK 1 INDUCTION GUIDE………………………………………………………………………………………….….........................4 MENTORING SYSTEM…………………………………………………………………………………………..........…………...5 TASK 2 STUDENT ORIENTATION SURVEY....................................................................................................7 * INTRODUCTION * ORIENTATION GOOD PRACTICE PRINCIPLES * CURRENT ORIENTATION PRACTICES * CONCERNS WITH CURRENT ORIENTATION PRACTICES * IMPROVING ORIENTATION AND TRANSITION THROUGH COORDINATION TASK 3 PROBATIONARY PLAN...................................................................................................................11 TASK 4 ORIENTATION SURVEY...........……………………………………………………………………...........……….………….12 INDUCTION POLICY AND PROCEDURE..........................................................................................15 HR INDUCTION & ORIENTATION INDUCTION New staff induction guide Before Arrival | Supervisor Responsibility | HR Responsibility | | Prepares for new starter arrival using pre-arrival checklist.Schedules meetings and activities for new starters first week | Completes recruitment and selection processSends employment Offer Letter to preferred candidate | | New staff | Supervisor | HR | Starting Essentials | Begins to orient themselves to BS Training including the use of the BS Training Online Orientation resourceCollects ID / passes | Welcomes new starter and provides brief unit orientation. | Holds Welcome...
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...CONTENTS INDUCTION AND ORIENTATION TASK 1 INDUCTION GUIDE………………………………………………………………………………………….….........................4 MENTORING SYSTEM…………………………………………………………………………………………..........…………...5 TASK 2 STUDENT ORIENTATION SURVEY....................................................................................................7 * INTRODUCTION * ORIENTATION GOOD PRACTICE PRINCIPLES * CURRENT ORIENTATION PRACTICES * CONCERNS WITH CURRENT ORIENTATION PRACTICES * IMPROVING ORIENTATION AND TRANSITION THROUGH COORDINATION TASK 3 PROBATIONARY PLAN...................................................................................................................11 TASK 4 ORIENTATION SURVEY...........……………………………………………………………………...........……….………….12 INDUCTION POLICY AND PROCEDURE..........................................................................................15 HR INDUCTION & ORIENTATION INDUCTION New staff induction guide Before Arrival | Supervisor Responsibility | HR Responsibility | | Prepares for new starter arrival using pre-arrival checklist.Schedules meetings and activities for new starters first week | Completes recruitment and selection processSends employment Offer Letter to preferred candidate | | New staff | Supervisor | HR | Starting Essentials | Begins to orient themselves to BS Training including the use of the BS Training Online Orientation resourceCollects ID / passes | Welcomes new starter and provides brief unit orientation. | Holds Welcome meeting...
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...Essentials of College Writing Case Analysis COMM 215 Essentials of College Writing Case Analysis In this case study analysis of Carl Robins a number of problems related with the recruiting process transpired. To obtain a clear understanding of what went wrong and the best way to solve these problems, a case study analysis is the way to go in an attempt to identify and recommend ways to improve this process for recruiting new trainees for ABC, Inc. Furthermore, ABC Inc., made the incorrect assessment by appointing Carl Robins to the job of enlisting new hires. Mr. Robins’ had this position for only six months and was put on his own. He should have known that he needed to put more preparation and on-the-job training into this job. As a recruiter is accountable for the course of action of hiring, induction, medical screenings, and record filing to complete the hiring in many companies. With two to three weeks until orientation is to start, Carl has too much going on. This mishap causing a lack of organization, planning, scheduling, and there is a good chance the training will not be able to happen until at least the beginning of July, because the computer room was double booked. To see how this started lets go back to early April, Carl Robins was hired for ABC, Inc., to recruit new hires for the company. He had enormous strides in his efforts, in spite of employment at his new job for only six months. Robins hired 15 new trainees for Ms. Carrolls in the operations department...
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...partnership, being a parent, your political affiliation, career path or level of income can also influence your personal perspectives. These factors make us react, approach challenges and solve problems differently. CURRICULUM TOPICS • Business environment • Business strategy • People in organisations • Communication GLOSSARY When people refer to ‘diversity’, especially in a business context, they often focus on a particular set of key characteristics or differences. These are: • gender • ethnicity (which refers to colour, race and national origin) • religion • disability • age • sexual orientation. These differences are protected by law. This means staff and customers have the legal right to be treated fairly and equally in relation to these characteristics. Diversity brings real benefits to society and businesses. For society, diversity brings richness and variety. There are always new and interesting things to be learnt from each other. For a business, employing a diverse workforce enables it to use a wider range of talents and skills. These lead to creativity and innovation. Businesses need to mirror the communities and cultures they work in so they can understand and anticipate the diverse needs of their customers. In order to get the best from staff and meet the varying needs of their diverse customers, it is very important for businesses to ‘manage diversity’ in a positive way. They need to recognise, respect and value people’s differences. Political affiliation: belonging...
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...Summary ABC Inc. hired 15 new employees with the intention of starting the orientation on June 15. Carl has only six months experience and has made several critical errors. This may have been created due to lack of qualifications, training, or overstating of qualification on Carl’s resume. Due to this, certain tasks were not addressed in a timely manner. Four problems are readily apparent; employee applications are incomplete or missing documentation, lack of training manuals, no drug screenings have been administered, and the training room intended for the orientation is book for the entire month of June. Introduction Carl Robins, a newly hired campus recruiter for ABC, Inc, hired 15 new employees within his first six months on the job. These newly hired employees will be working for Monica Carrolls, the Operations Supervisor. The new employees require an orientation on company policy, manuals to learn such policies, physicals, and drug screening. Carl is behind on preparation for the orientation and has not completed the required processing for the new employees. Some of the new hires do not have completed applications or their transcripts on file, and none of them had the required drug screening. The orientation manuals were also missing pages and Carl could only locate a total of three. Carl also discovered the training room he was going to use for the orientation is booked for the entire month of June...
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...The Role of Human Resource Management in Risk Management Bernard L. Erven Department of Agricultural, Environmental and Development Economics Ohio State University Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business. Human resources include more than regular full-time employees. They include: all management and labor personnel, family and non family members, full-time and part-time people, and seasonal and year around employees. Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible. Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural...
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...Essentials of College Writing Case Analysis COMM 215 Essentials of College Writing Case Analysis In this case study analysis of Carl Robins a number of problems related with the recruiting process transpired. To obtain a clear understanding of what went wrong and the best way to solve these problems, a case study analysis is the most effective method to identify and recommend ways to improve this process for recruiting new trainees for ABC, Inc. Carl’s mishaps were caused by a lack of organization, planning, and scheduling, and there is a good chance the training will not be able to happen as currently scheduled. Furthermore, ABC Inc., made the incorrect assessment by appointing Carl Robins to the job of enlisting new hires. Carl had this position for only six months and was put on his own. He should have known that he needed to put more preparation and on-the-job training into this job. A recruiter is accountable for the course of action of hiring, induction, medical screenings, and record filing to complete the hiring in many companies. With two to three weeks until orientation is to start, Carl has too much going on. To see how this started go back to early April when; Carl Robins was hired for ABC, Inc., to recruit new hires for the company. He had enormous strides in his efforts, despite employment at his new job for only six months. Robins hired 15 new trainees for Ms. Carrolls in the operations department and ensured her everything would be taken care of. This...
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...Sink or Swim – a case study for Employee Orientation 1. What are the key Differences regarding the first day of work for these two employees? The key differences regarding the first day of work between Jill and Ben is the good introduction of the manager for Jill, which it was very professional how the meeting was, she was introduced to her office, provided with computer, stock, and supplies, later was introduced to her colleagues, Jill was fully understand her task and proper Schedule for next coming weeks, followed by series of online Orientation courses and making her known about company's values, mission and consulting methodologies. While Ben his manager didn’t come to meet him on his first day, he was not introduced to his office and colleagues, Ben's office were missing of supplies and computer. He was given a huge paper work, and then large binders, later a list of 20 online orientation courses and tasks that he should complete them within the first two weeks. 2. Are these differences really important elements for recruitment and retention of employees? Explain Yes these differences are very important elements for recruitment and retention of employees, proper introduction to the company are the key essential for the employee for making him or her feel comfortable in the first day of the job, the employee should get familiar with his colleagues, company's mission and values, these elements are potential for determine long term relation in the company. ...
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...Final Strategic Plan Beris Edwards BUS 475 May 13, 2013 Garold Cole Jean’s Rare Books is located all over the country and they provide a chain of stores with the desire and need to elevate their business to Canada and more. The location that they have chosen has a strong culture and rich history and this will have a major impact on the ethical and moral decision made by the company. The country and the personnel where the company operates, has a direct relationship with how the company should move forward ethically and morally. It’s the company desire to increase the reading ability in the area where they do business. When it comes to doing business in a foreign country, the guidelines and regulation can become a major problem and so everything must be implemented and executed in the right manner and this will ensure the company maintains a prosperous and productive business. Jean’s Rare Find Books store is awesome, the company provides unique books and has over five thousand books and the books are from rare to contemporary and for a collector of books, this book store is a dream come through. Above all the book store has an extensive amount of books that are no longer in publication. The entrance of the book store gives the appearance of an English tea house and the inside is put together like a seated room and with a quiet and study free atmosphere. To help others is the vision of the company and the company statement make it clear that, it’s their desire and need to...
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...intended to help new supervisors with knowing what is needed to be done within the company. It is set up to show them how to implement and maintain the best work place and programs as is necessary in supervisory responsibilities. This manual is aimed at turning the prevailing and standards and ethics into practical and profitable so that objectives of the organization may best be achieved. 1. Demonstrating Communication Skills. When being a supervisor or manager communication is a key role in everything that is done within the company. Supervisors must pay particular attention to building effective and efficient communication between themselves and others around them. Much of the company time is spent on communication both oral and written. Doors must be open for employees to share innovative ideas that should be freely discussed for possible utilization. A supervisor should maintain what is called an “open-door” policy. This is so all employees feel free to communicate with their supervisor and other people in management. In doing this it lets relations start among the supervisors and employees. It’s important for supervisors to communicate with their employees about things on the schedules, when meetings are going to be and other things that may be on the agenda. Feedback is another important tool as supervisors to use with their employees. A supervisor needs to offer specific and constructive feedback, this will help encourage employees to make improvements...
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...Supervisors need to be effective and efficient in their job as well as managing the employees beneath them. Supervisors have some of the greatest responsibilities in assuring that their teams are performing their task and achieving their goals to make the company successful. To have a successful team, Supervisors will need to demonstrate some best practices in certain areas to manage the team, these areas are: 1. Demonstrating Communication Skills 2. Determining Effective Orientation and Training Methods 3. Improving Productivity for Teams 4. Conducting Performance Appraisals 5. Resolving Conflict 6. Improving Employee Relations This Best Practice Manual for Supervisor will take each of these six areas and will demonstrate two best practices for each area. If a supervisor will learn from these best practices then they will become an effective supervisor for their teams and their teams will become effective and efficient. Demonstrating Communication Skills Demonstrating communication skills is a must for every supervisor. If a supervisor has poor communication skills they will not be able to communicate effectively to their teams. The two best practices for demonstrating communication skills are learning to listen, and keep written and verbal communications clear. The first best practice to communicate effectively with their team is to learn how to listen to their team. To receive good communication then teams need to learn to exchange their thoughts and ideas and...
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...POSITION DESCRIPTION: Reporting to the Human Resources Manager. Supporting human resources processes by scheduling appointments, conducting orientation, maintaining records and information. HUMAN RESOURCES ASSISTANT DUTIES: * Schedules examinations by coordinating appointments. * Welcomes new employees to the organization by conducting orientation. * Provides payroll information by collecting time and attendance records. * Submits employee data reports by assembling, preparing, and analyzing data. * Maintains employee information by entering and updating employment and status-change data. * Provides secretarial support by entering, formatting, and printing information; organizing work; answering the telephone; relaying messages; maintaining equipment and supplies. * Maintains employee confidence and protects operations by keeping human resource information confidential. * Maintains quality service by following organization standards. * Maintains technical knowledge by attending educational workshops; reviewing publications. * Contributes to team effort by accomplishing related results as needed. EQUITMENT USED: Computers (desktop and laptop), telephones, photocopier, printers, scanners, faxes. Job Ad Lucky Supermarket is a Canadian independent grocery store specializing in products from all over Asia such as Vietnam, China, Philippines, Japan, Korea, Thailand, etc. We are dedicated to providing customers with the best shopping...
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...Eventually, this serves as a basis for the feeling of the shared understanding that members have about the organisation at hand, the way in which the members are expected to behave and the way in which things are done (Lok & Crawford, 1999). Commonwealth Bank has a good employee friendly organisation culture and is more or less a blend of the seven characteristics of organisation cultures. However, it is always better to avoid the flaws in each type of culture and adapt to only the meritorious attributes of these cultures. For this purpose, it is significant to analyse one’s own corporate environment and then figure out which blend of cultures suits best to the organisation as whole. The Bank focuses greatly on the incentivising the performance of the employees, in making the organisation more people oriented, getting a perfect mix of both innovative and stable organisation, in improving the collaboration and coordination amongst employees, in getting good quality results and outcomes for their customers to ensure better engagement with customers and ensuring optimum utilisation of all their resources or factors for the smooth functioning of the organisation. The Bank has already been working towards making the employees more and more acquainted with the culture of the company to...
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...for the | |subordinates. They have flat hierarchy and horizontal structure which based on the tasks to be accomplished. There is rapid increase in the | |competition in the market. Cross culture management has emerged which has given a considerable change in the role of sex differentiation. | |Organization has more emphasis on the sound system of training. The new systems demands for more technical issues, feedback, reference | |issues, normative issues, social feedback which helps in building an ability to perform the job efficiently. It has various features as they | |have to work on different legal, political and economic system, face tough competition from multinationals as well as from the local | |industries, need to be flexible, organizational structure is flat, prefer to appoint the people with global view, need to train multi skills | |to the employees, special training in respect of cross culture and socialization, to maintain a balance between the countries to maintain | |good relations for the sake of running effective business in their country. It is very essential to maintain global culture within the | |organizations to have effective and fruitful business in various countries by creating clear and simple background which supports their | |culture and needs. They need to develop global career paths and to use cultural differences as a major asset. | |...
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