...Improving Organization Retention Paper Tina M Link PSY 435 Feb 2, 2015 Christopher Reid Improving Organization Retention Paper JC’s Casino is the biggest casino’s that has full service and a great casino in Las Vegas, Nevada. Many business in the area has acknowledged JC’s Casino as a welcoming and accommodating work environment; with excellent wages, generous benefits, and a dedication for advancement for the employee’s. Lately JC’s Casino has come across some problems with the housekeeping staff, and casino dealers. JC’s Casino has hired on a consultant to assist with retention and work problems. This consultant will focus on both areas by pointing out all the problems and work stressors. They will make suggestions, and apply new job motivation strategies to assist with the retaining of employees and recruitment procedures. The consultant will assist by teaching group management to help highlight job gratification by decreasing all the counterproductive actions, and assist them by supporting productive ones. By gathering all information from HR (human resources), and housekeeping director it has been confirmed that JC’s casino’s main issues is employee related. An elevated retention level for both of these areas has decreased amount of workers, and has caused problems amongst employees and managers. To further investigate the problem the consultant has reviewed the exit interviews, done interviews with the housekeeping, and casino dealers to find out what problems...
Words: 1758 - Pages: 8
...Delirium can be caused by of exposure to toxins, use of or withdrawal from drugs or alcohol, electrolyte imbalances, high body temperatures, or medical illness (Hansell & Damour, 2008). Individuals that are delirious can forget who another person is and lose track of their surroundings. In addition people who have delirium changes in cognitive capacity such as memory loss, disorientation, or language problems (Hansell & Damour, 2008). This disorder can sneak up on a person as well as be short lived. Dementia usually involves a gradual and permanent decline in cognitive functioning. Dementia unlike Delirium is permanent and get worse over time Dementia is loss of memory. Memory impairment usually increases as dementia worsens over time: in the early stages of dementia, a person might not remember events from the last year, but in the later stages he or she might not recall what happened during the last 10 years (Hansell & Damour, 2008). Amnesia is a disorder where a person cannot remember what happened before the event that caused amnesia. A person that gets amnesia can have trouble learning new things as well. In contrast to dementia and delirium, organic amnesia involves memory impairment that occurs in the absence of other cognitive impairments (Hansell & Damour, 2008). Delirium and Dementia happens at an older age unless the individual has had mental disorder. Delirium can also occur in young children that have extremely high fevers certain medical illnesses...
Words: 282 - Pages: 2
...1. Abstract Managing retention and absenteeism is an important task for every company or employer. It can be assessed as a process with few stages. This paper will look at identifying the cost of employee turnover, importance of understanding why employee leaves, retention strategies and how they should be implemented. The first step of an effective attendance management program is to identify specific areas which are affecting attendance. Some general causes of absenteeism will be mentioned later in this paper. 2. Background The importance of this briefing paper is to summarize all gained information, knowledge and facts regarding to issues in Managing retention and absenteeism in business, preparation to write an individual academic paper and to give a brief idea how it will be approached. In Managing retention and absenteeism is necessary to cover following areas: • Absenteeism • Sickness absence • Employee turnover • Staff retention strategies • Staff retention and management of knowledge • Benefits of staff retention 3. Findings 3.1 What the assignment is asking me to do The definition of absenteeism according to Mathis and Jackson (2005) is any failure to report for work as scheduled or to stay at work when scheduled. They divide absenteeism into 2 groups: voluntary, that is unavoidable and voluntary, avoidable. The sickness absence can be short - term (repetitive) or long term illness. CIPD’s Absence Management Survey (2011) revealed for the first...
Words: 1589 - Pages: 7
...Retention Plans in Talent Management: Corporate practices in Bangladesh The Reason of Research:- Focusing in HRM for the betterment of production is not in lag behind in recent times. With the course of time, it is being the centre of the organization that some revolutionary steps are being preference for updating status. Retention plans is one of them. Not only this, those sectors which are in mainstreaming stair of an organization-such as marketing, finance and accounting, HRM is also involve within those hand and globes. Consequently, the recruitment and selection, compliance, labor market, wage and salary, retirement, organizing, required skills and attitude to meet current and future organizational needs are not the main elements rather developing and retaining people is the significant and sophisticated issues for moving ahead at the plot of HR. Surely, this trend pushes us to elaborate discussion about it later on. But that does not mean that rest others are least importance. Basically, above all important issues make HR effectively. Nevertheless, in some vital organizations cannot judge retention plan very sincerely. Despite having lots of prosperity why retention plan cannot reach their exemplary and satisfactory threshold in our country I will also give preferences in our term paper for understanding in depth in the part of limitations. Why do we Select retention plan for managing talents for doing Research:- Before going to the deep look of the topic now we...
Words: 1514 - Pages: 7
...important and crucial for any organization trying to make a mark in this global set up. The evolution of the organization follows a very similar pattern to the evolution of the humankind and the only organizationwhich can upkeep and survive the competition intrigues will be able to survive. Of all the resources, Human resource would play a pivotal role providing for a perfect Launchpad and a base upon which...
Words: 2251 - Pages: 10
...Chambers of Commerce: Their role and areas of opportunity White Paper Study: Summer 2011 Business Assistance Services Offered by Chambers of Commerce Overview Addressing Congress on December 7, 1911, President William Howard Taft expressed the need for a “central organization throughout the country that [would be] able to keep American interests in closer touch with different phases of commercial affairs.” Over the years, Chambers have been portrayed as the “voice of business” and as a central, local source of business services, advocacy and information. Chambers are also key coordinators in providing community events and activities. Scope of Study This white paper examines the range of business information and economic development services offered by local Chambers of Commerce. The data for this White Paper comes from a scientific web-based survey of 1,265 Chambers of Commerce nationwide.1 Chambers were randomly selected from those organizations that are active members of the United States Chamber of Commerce. The study examined five (5) components: 1. 2. 3. 4. 5. Organizational Structure Services Provided Data & Information Hospitality, Conventions and Tourism Professional Association Participation Key TAKeAWAyS: • Both perceived and real value is the basis of membership development and retention. Utilizing plant/site visits, coordinating them with local elected officials is a key method of establishing an understanding of the...
Words: 2063 - Pages: 9
...Employee Retention Executive Leadership BY: Michael D. Jackson Assistant Fire Chief Department of the Air Force Mercury NV An applied research paper submitted to the National Fire Academy as part of the Executive Fire Officer Program March 1999 2 ABSTRACT Over the last five years (1993-1998), twenty-one members of the Range Complex Fire Department (RCFD) have left for various reasons. The problem is that because of a reduced personnel budget the department has not been allowed to replace all of the members that have left. The ensuing reduction in staffing has resulted in a fire station closure and a reduction in customer service. Operationally this reduction has resulted in increased response times, reductions of vehicle staffing and increases in overtime. The purpose of this paper was to identify why personnel were leaving the department and to suggest ways to improve employee retention. Descriptive and evaluative research methods were utilized to answer the following research questions: 1. 2. 3. Why have members left the Range Complex Fire Department? In general, why do employees leave the fire organizations they work for? What does the upper management team of the RCFD believe are the reasons personnel are leaving the department? 4. What retention programs are used by other federal fire departments? To identify why employees were leaving the RCFD nine interviews were conducted with former employees that had left the department in the last five years. A literature...
Words: 5356 - Pages: 22
...UNLV Theses/Dissertations/Professional Papers/Capstones 5-1-2007 Manager retention and the Steamboat Ski Resort Michael D. Gumbiner University of Nevada, Las Vegas Follow this and additional works at: http://digitalscholarship.unlv.edu/thesesdissertations Part of the Hospitality Administration and Management Commons, and the Work, Economy and Organizations Commons Repository Citation Gumbiner, Michael D., "Manager retention and the Steamboat Ski Resort" (2007). UNLV Theses/Dissertations/Professional Papers/ Capstones. Paper 481. This Professional Paper is brought to you for free and open access by Digital Scholarship@UNLV. It has been accepted for inclusion in UNLV Theses/ Dissertations/Professional Papers/Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact marianne.buehler@unlv.edu. MANAGER RETENTION AND THE STEAMBOAT SKI RESORT by Michael D. Gumbiner Bachelor of Arts California State University Fullerton 1987 A professional paper submitted in partial fulfillment of the requirements for the Master of Hospitality Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas May 2007 1 PART ONE Introduction The material for this paper centers on the Steamboat Ski Resort Corp. The ski resort was chosen for this study because of its need for a management retention plan. Steamboat was ranked as a top 10 international ski resort in North...
Words: 9335 - Pages: 38
...54654165TermPaperWarehouse.com - Free Term Papers, Essays and Research Documents The Research Paper Factory * Join * Search * Browse * Saved Papers ------------------------------------------------- Top of Form Bottom of Form * Home Page » * Business and Management Customer Value Management at Tata Steel In: Business and Management Customer Value Management at Tata Steel PERSPECTIVES presents emerging issues and ideas that call for action or rethinking by managers, administrators, and policy makers in organizations Understanding the Process of Transitioning to Customer Value Management B Muthuraman, Anand Sen, Peeyush Gupta, DVR Seshadri, and James A Narus Executive Summary Customer Value Management (CVM) has emerged as an important vehicle for customer retention in business markets. Supplier firms under increasing pressure from relentless competitive forces are seeking to retain and grow the share of business from profitable existing customers as a means of finding a way out of downward spiralling price pressures. While a lot has been written in academics about the importance of CVM, several gaps remain on understanding how a large company actually undertakes this journey. Crafting competitive value chains and focusing on streams of competition are also emerging as important agenda for supplier firms since, increasingly, the end customer is no longer willing to pay for inefficiencies in the value chains. In this context, the challenge...
Words: 980 - Pages: 4
...Process Management (Evaluate) Please use the following 6 criteria to evaluate the attached paper on Human Resource and hiring process at HFHS. Also check for grammar and punctuation including structure of the paper. Corrected grammar and punctuation in original document I attached. I am using that to enter the evaluation information you requested. 1) Provide background information on the organization, why the process was selected for study, and the approach used to complete this assignment Covered 2) Describe, Document and Flowchart the existing process. You may use a software tool for flowcharting (see information on flowcharting in the Course Content area). The paper describes the recruitment process but you need to detail the flowchart. If you look up flowcharts, you will find a flow chart more like this one that you can find at the following web location: http://www.kusd.edu/departments/human_resources/appl_process/applicationprocess.html The following is an example of a detail of the Application Process in HR. 3) Identify performance measures that you would use to determine the baseline performance for the current process in order to assess any improvements. Covered very well. 4) Research the Web and other sources for benchmark information (best practices) on the selected process and/or similar processes. Summarize your research findings. Identify the sources and best practices found that could be transferred to your redesigned process in Item...
Words: 3880 - Pages: 16
...of nursing leadership, problem solving and decision making. Cody (2003), also states that “nursing practice will be transformed to the betterment of humankind when all nursing practice is fully autonomous and guided predominantly by nursing theory” (pg. 230). For many years nursing practice has found its foundations from nursing theories. Understanding how nursing knowledge within healthcare organizations influence patient and organizational outcomes are discussed in the middle range theory of nursing intellectual capital (Covell, 2008). Intellectual capital is defined as the combination of collective knowledge of individuals and structures in an organization or society. The theory consists of two concepts of nursing which includes human capital and nursing structural capital. According to (Covell & Sidani, 2013) “Intellectual capital theory defines human capital as the knowledge, talents and experience of employees. Human capital resides within the employee and is loaned to the organization by the employee. It leaves the organization when the employee separates from the organization”. For nursing, structural capital is the structural resources that contain nursing knowledge and are used to support registered nurses in the application of their...
Words: 1758 - Pages: 8
...Running head: EMPLOYEE RETENTION AND TURNOVER ANALYSIS Employee Retention and Turnover Analysis Sonja Mason-Vidal Southern New Hampshire University QSO-510 X 3154 March 28th 2015 Prof. Ware 1 EMPLOYEE RETENTION AND TURNOVER ANALYSIS 2 Abstract One of the most valuable assets of a company are the employees. In order for the company to do well and maximize its performance, it needs to recruit and retain good employees. In other words, having an appropriate employee retention program will be essential for the success and sustainability of the company. This is why the National American Society of Animal Safety (NASAS) has decided to conduct a study to address the issue of employee retention. The goal of this study is to find a way to attract and retain good employees. Some key factors that will be investigated will be stress management, employee training, mentoring, supervisor support, recognition and reward, performance appraisals with feedback, work-life balance, career development, job security and sense of belonging. The study will seek to determine the relationship of the various interrelated employee retention variables by analyzing the factors as a main method of research. A sample size of 60 respondents from 200 employee was used for the study. The data was collected mainly from a survey and exit interviews, then the results were compiled using excel. The results show that overall job security, employee empowerment, worklife balance and training...
Words: 2045 - Pages: 9
...COMPENSATION AND OTHER EMPLOYEE RETENTION STATEGIES Abstract There are three human elements that are important to any organizations success - good leadership at the top, effective management at all levels, and personnel who possess the knowledge and skills to get the job done. Retaining effective employees is a challenge, and replacing employees who leave an organization is extremely expensive. Roger E. Herman’s book Keeping Good People – Strategies for Solving the Dilemma of the Decade discusses five strategies that an organization can implement, and which will aid in retaining top talent. This paper discusses those five strategies. Compensation strategies are those which ensure top talent can be recruited, and retained due to competitive compensation from an organization. Environmental strategies involve efforts that address 1) ethics and values, 2) organizational policies that interpret values and translate them into action, and 3) the physical environment that a company’s employees occupy. Relationship strategies are the actions of how an organization treats its people, as well as how they treat each other. Support strategies are those that equip employees with the resources that they require to complete the job. People growing strategies are actions that organizations can practice that contribute to the professional and personal development of their employees. For most organizations to be successful there are three human elements which are crucial...
Words: 2886 - Pages: 12
...------------------------------------------------- Information Lifecycle Management From Wikipedia, the free encyclopedia | This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (January 2008) | Information Lifecycle Management (sometimes abbreviated ILM) refers to a wide-ranging set of strategies for administering storage systems on computing devices. ILM is the practice of applying certain policies to effective information management. This practice has been used by Records and Information Management (RIM) Professionals for over three decades and had its basis in the management of information in paper or other physical forms (microfilm, negatives, photographs, audio or video recordings and other assets). ILM includes every phase of a "record" from its beginning to its end. And while it is generally applied to information that rises to the classic definition of a record (Records management), it applies to any and all informational assets. During its existence, information can become a record by being identified as documenting a business transaction or as satisfying a business need. In this sense ILM has been part of the overall approach of ECM Enterprise content management. However, in a more general perspective the term "business" must be taken in a broad sense, and not forcibly tied to direct commercial or enterprise contexts. While most records...
Words: 1273 - Pages: 6
...Running Head: REFLECTIVE PAPER 1 BUS 303 Human Resources Management Reflective Paper Instructor: Volante Henderson August 12, 2013 REFLECTIVE PAPER 2 Reflective Paper The function for the human resource management is to increase the effectiveness of the employees to achieve the goals of the organization. The areas of focus should be EEO and Affirmative Action, human resources planning, recruitment and retention, human resources development, employee compensation and benefits and labor relations. The Human Resource Management (HRM) plays an important role in every organization to meeting the goals of the business. The HRM affects every employee. This paper will discuss these areas that are listed above and how the role of the HRM can be effectively optimized for shaping the organization and the employee’s growth and working behavior. EEO and Affirmative Action Human Resource Planning Human Resource planning is how an organization makes an assessment and plans for the future of the company. Simply, the plan of what the company needs and how it is going to get it done. For the company to achieve this goal a strategic plan is needed. HRM department is the key player in the business achieving this goal through the strategic plan. Most banks require businesses to...
Words: 322 - Pages: 2
