...Assignment #1 – Problems and Best Practices in Retention Employee and Labor Relations HRM 534/Jamie Davis Smith, Esq. January 22, 2012 What three problems might an organization have with the issue of employee retention? Three Problems an organization might face with employee retention could be identifying the problem for turnover, employees facing heavier loads which could cause more turnover, and financial burden due to high turnover rates. First, identifying the reasons for employee retention can be difficult especially in large companies. There could be ample stipulation regarding the reasons for turnover however, until the true reasons are identified, the problem can not be resolved. There are many employers in the medical field who believe pay is the biggest reason for turnover yet many don't offer basic perks. A "survey from 110 healthcare organizations--finds that 42% of health care organizations offer total reward strategies, such as retirement plans and vacation, compared to 70% of other industries" (news-medical.net). It is old news for all of us in the medical field, retention is a big problem. Many employees feel overworked and under rewarded in the medical field and this is a huge problem when there are other organizations where nurses, billing clerks, and even physical therapists can find jobs. For example, nurses and billing clerks can easily find a job at a big insurance company, especially if they have prior experience at a clinic or other medical...
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...Problems and Best Practices in Retention Strayer University HRM534, Employment and Labor Relations 1/23/2011 What three problems might an organization have with the issue of employee retention? Explain why they could be problems. When an organization loses employees, they also lose skills, experience and corporate memory. The magnitude and nature of these losses can be critical problems for and organization. It is no doubt that over the years, the employment relationship has undergone a number of changes that impact attraction, motivation and retention of talented employees. This has brought to the forefront the need to understand the individual/organizational relationship, namely the psychological contract. This is the employee’s interpretations and evaluation of their deal with the organization (Dietz, 2009). Past research has shown that in order for retention management to be effective, the employee’s and the organization’s expectation must be in line. Also job satisfaction, loyalty, and commitment can cause problems in relation to employee retention. Employees are no longer looking to work for one place for the rest of their life and make an average wage. They are always looking for ways to advance in their careers. If these needs are not met by the organizations, this will lead to turnover. Individual employee performance can also lead to problems in retention. Motivation is the key. When employees have insufficient support to get tasks accomplished...
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...CHAPTER 1 The Problem and Its Setting Introduction Bachelor of Science in Accountancy (BSA) has been one of the most in demand courses in the Philippines nowadays. Last May 2015, the Professional Regulation Commission (PRC) announced that 2,132 out of 5,959 passed the Certified Public Accountant Licensure Examination given by the Board of Accountancy in the cities of Manila, Baguio, Cagayan de Oro, Cebu, Davao, Iloilo and Legazpi. In order to meet this demand, universities and colleges must create a program that would meet the standards and retention in the BSA program. Admission to the BSA program should be restricted to students who can demonstrate a high probability of success in the study of accounting through satisfactory academic performance, a qualifying examination, an interview, and/or other appropriate means. The school is given the privilege to require standard admission requirements to the program as reflected in its manual of regulations for students (CHED, 2007). The Accountancy program is presently known for its tough retention policy which becomes a challenge to prospective students. A retention policy is a set of guidelines in which a certain school follows a minimum grade for accountancy students in order for them to advance in the next level. Today, retention policy is a common practice in most colleges/ universities. With the increasing pressure to meet the minimum proficiency level, students who are developmentally unprepared to handle the curriculum...
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...15 Chapter - I Introduction and Research design Introduction Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problems that plague companies in the competitive marketplace .Replacement costs usually are 2.5 times the salary of the individual. The costs associated with turnover may include lost customers and business and damaged morale. In addition there are the hard costs of time spent in screening, verifying credentials, references, interviewing, hiring and training the new employees. (Workforce Planning for Wisconsin State Government, 2005).” “Cost control is the top benefit objective for employers in the...
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...Better Practices for Retaining Organizational Knowledge: Lessons from the Leading Edge David W. De Long and Thomas Davenport n 1998, after significantly downsizing for ten years, the Tennessee Valley Authority (TVA) realized that the median age of its 13,000 remaining employees was 48. Because most of its workers retired well before age 60, this meant that over the next ten years the TVA, the largest electrical utility in the United States, was bound to lose many of those it depended on to run its nuclear, coal-fired, and hydroelectric power plants efficiently and safely. Those employees, and the knowledge they embodied, would be hard to replace. Changing workforce demographics, marked by an aging labor force, more competitive recruiting, and faster turnover among younger employees, are creating unprecedented knowledge-retention problems in many industries, threatening to reduce the capacity for innovation, growth, and operational efficiency. A recent study of 26 firms conducted by the Accenture Institute for Strategic Change documented the danger lost knowledge poses for organizational performance in the global chemical industry.1 But, of course, operational and institutional amnesia imperil more than just the chemical industry. This article outlines a set of “better practices” that organizations currently are implementing to address these concerns. The practices shared here are not claimed to be “best in class,” because the challenges of knowledge ...
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...Term Paper Employee Retention In IT Industry Submitted by:- Deepti Sangal A3906413295 BBA (G) C-08 Research objective • To know what are the reasons of employees for leaving the organization. • To validate weather compensation is the central aspect behind employee retention or any other reason. • To study which are the factor which cause employee turnover. • To study what are the methods which are adopted to retain people. Literature review Retention is an obscure notion & there would be not any single recipe for observance employees with a company. Employees who are satisfied have...
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...RECRUITING AND RETAINING QUALIFIED EMPLOYEES Name: Institution: Introduction Recruiting is the procedures involved in finding as well as employ a well-qualified individual. The recruitment progression involves scrutinizing the necessities of a job, hiring, assimilating the novel workers to the organization as well as choosing the applicants (Rouse, 2015). Consequently, this research paper on human resource management shall attempt to explain more concerning recruiting and retaining qualified employees. One of the most basic as well as extremely significant functions when it comes to administering the human resource is recruitment. By recruiting the precise candidate for the job offers one with the right blend of fresh ideas. So as to conduct effectual recruiting studies done by “Pavitra Menon” showed that. It is vital to employ reliable etiquettes that all managers comprised in the recruitment process are in accord with. The job depiction should be revisited as well as amended as essential before recruitment activity starts. All people implicated in the recruitment procedure need to recognizable with what is invariable for a candidate to have to be triumphant in the position. The employer needs to augment their candidate pool. It is good for the employer not to discount home trained candidates other identified guidelines to engage...
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...| Wal-Mart Employee Retention | What can be change? | 5/3/2013 Contents Abstract 2 Introduction 2 Factors that make employees leave and organization 3 Factors that can retain employees within an organization 4 Wal-Mart 4 Strategies to help with Retention 6 Conclusion 7 References 8 Abstract Employees are valuable assets and retaining employees can be challenging and is a critical issue. Employee retention is a very important part of any organization. There are many problems that cause the turnover rate in the Wal-Mart organization to be very high. This document will show the different factors that cause the turnover and why they leave to seek other employment. It will also provide methods that will improve and lessen the high levels of turnover in this organization. By improving the retention of the organization, in turn it will obtain the employee satisfaction, increase performance, productivity, and quality of work and increase the brand recognition. Introduction Employee retention is a major issue within many organizations that the human resources have to deal with on a daily basis. It is both beneficial to the organization as well as the employee. “Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time.” (Management Study Guide) Many organizations invest time and money to train employees. Whenever an employee decides to leave an organization...
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...TASK 4 Explain how you would present the research outcomes: * Use an agreed format and appropriate media to present the outcomes of the research to an audience: Manager Part in Retention: When asked about why staffs leave, low pay comes out to be a common excuse. Though, research has shown that people join businesses, but leave because of what they managers’ do or don’t do. It is seen that superiors who have high opinion and rate workers’ capability, pay care to their ambitions, assure stimulating work, value the excellence of work life and providing chances for learning have faithful and engaged staffs. Consequently, managers and supervisors play an active and vital part in worker retention. Creating a Motivating Environment: Supervisors who create motivating surroundings are possible to keep their team members together for a lengthier period of time. Retaining does not automatically have to derive through fun events such as, celebrations, parties, team excursions etc. Extra Responsibility: Giving extra duty to staffs is an extra way to get them involved with the company. Though, just giving the extra duty does not help. How to Improve Worker Retention: Individuals want to enjoy their work so creating work fun and enjoyable. Comprehend that staffs need to balance life and work so offer flexible starting times and core hours. Rewards and Recognition: Staffs want to be acknowledged for a job well done. Rewards and recognition react to this need...
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...Table of Content 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 2.1 Advantages will benefit the company when the retention rate of the company is high 4 2.2 The activities that the company provides to their employees --------------5 2.3 The problems or barriers that company faced to ensure the higher retention rate---------------------------------------------------------------------------------------------8 2.4 The factors that will affect employees to retain--------------------------------9 2.5Relationships between retention rate and performance of the company-10 3.0 OBJECTIVE OF THE STUDY 13 4.0 METHODOLOGY 15 5.0 FINDINGS 17 6.0 DISCUSSION 28 7.0 LIMITATION 33 8.0 RECOMMENDATION 35 9.0 CONCLUSION 37 10.0 REFERENCES 38 11.0 APPENDIX 39 1. INTRODUCTION Human resources are comprised of individuals in the workforce of an organization. In the article by Rishma Vedd, and Reza Kouhy. (2001), Management Accounting & Strategic Human Resource Management, Wright & McMahan (1992) had defined human resources as the pool of employees under the firm’s control in a direct employment relationship. In a more simple word, human resources also known as labors, which is one of the four factors of production. An organization’s human resources should be managed to maximize return on investment in the organization’s human capital and minimize financial risk by aligning skilled and qualified individuals to the organization’s ongoing and future business plans. ...
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...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 #5 Your process needs to be detailed in a flowchart and then according to research – define what you could change or redesign in your present process. 5) Identify and discuss opportunities for improving the present process and flowchart your new process. Identify the sources and best practices found in Item #4 that could be transferred to the redesigned process. Explain why your proposed...
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...SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES Retaining A Guide to AnAlyzinG And MAnAGinG eMployee turnover Talent SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES REtaininG talent A GuiDe to AnAlyzinG AnD MAnAGinG eMPloyee tuRnoveR by David G. Allen, Ph.D., SPHR i REtaininG talent This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2008 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in any form or by any means, electronic, mechanical...
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...Retention and Separation Dawn Cooper HRM/322 Susan Plotts April 2, 2012 Retention and Separation Retention pertains to ensuring that employees are active and productive within the organization. Separation occurs when an employee leaves on his or her own accord and is known as voluntary separation, or when an employee is asked to leave and is known as an involuntary separation. Either one requires a specific process. The issue here is to determine how to cope with a somewhat disgruntled employee named John. John is highly skilled and a hard working individual who has become disruptive to his teammates, among other things, and termination is inevitable. The Issue John has been working for the organization for two years, is highly skilled, and performs well. Although John has been recognized for his specific talents, he has developed some issues that must be addressed immediately. John is late for work every day, has become unmotivated, is disrespectful to coworkers and supervisors, and occasionally disappears for any length of time. These actions are affecting his teammates as well as the organization itself and can no longer be tolerated. Up to this point, John has been an excellent employee with satisfactory to above-average performance reviews. However, John has become discontent with his environment. Recently John was approached by a supervisor named Bill about such issues as hiding in closets when he should be working. John became...
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...Discussion of Instructional Problem 3 Differences between Current and Desired State 4 Current Conditions 4 Desired Conditions 4 Data Collection Processes 5 Data Collection Instruments 5 Discussion of Data Collection Instruments Used 5 Sources of Data 5 Discussion of Sources of Data 5 Table 1 – Training Survey 6 Table 2 – Exit Interview Survey 6 Data from Other Sources 7 Summary of Results 7 Data Analysis Techniques 7 Data Results 7 Table 3 8 Table 4 8 Findings of Needs Analysis 9 Goal Statement 10 Appendix A 10 References 10 Discussion of Instructional Problem In my corporate training environment, I have the privilege of training a racially diverse population. The hiring practices of Williams-Sonoma, Inc (hereinafter WSI) provides for a diverse group of people in every training class. Like many companies WSI does not discriminate on the basis of color, gender, ethnicity, religion or sexual orientation. Our company philosophy is to hire new employees every season for our peak sales period. Of the new employees hired, we retain approximately 10-25% as permanent employees. During the on-boarding we train over 500 new employees every season in a fast-paced hands-on instructor-led training environment. I am one of several trainers that deliver on-boarding training for the new hires. Our training gives each employee the tools to navigate the computer system to take sales calls and to service existing customers with issues on their purchases or...
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...human resource executives are also faced with the challenge as business strategist to work out a plan with their hospital to recruit and retain talented physicians. In 2006, the Association of American Medical Colleges (AAMC) requested an increase of 30 for U.S. medical school enrollment and for growth within Graduate Medical Education (GME) positions. Even a request of such measure would not solve the problem with physician shortage. Assistance from international countries like Canada with a surplus of physician is welcomed; however as a country we cannot depend on other national to resolve United States physician shortage. It is predicted that we will have a “shortage of 85,000 to 200,000 physicians in 2020 unless action is taken soon to increase the number from 25,000 physicians who graduate from United States medical schools annually. Also “shortage of physicians in rural areas will present an even greater challenge than for metropolitan areas, as fewer and fewer physicians” entering the medical profession is choosing a rural location for their practice. (Stanley, 2009) Problem Statement Physician supply is decreasing at a time when the demand for quality healthcare along with the number of aging patients is increasing. Hospitals and health care organizations are experiencing an increase in physician attrition rates that is expected to grow through 2020. How do you attract and retain talented physicians? Suggestions The healthcare facility or hospital should create a recruiting...
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