INTRODUCTION
Many times it happens that an organization loses great
employee to a competitor for no visible reason. Companies
already know that wages and benefits are important to
employees ,but compensation alone is not enough to keep the
highly skilled and experienced workforce.
Employees are already under stress of work load, they may
feel disempowered, de-motivated and performance is likely to
suffer. The challenge before HR is to engage employees in the
organization to make them feel the part of the organization
and to help them grow.
All companies are aware that they need to do a better job of
managing their people. Organizations need employees who
are committed , flexible and ready to participate in decisions,
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To enhance good professional relationships at
work,the management should have respect for the individual,
Relationship with the immediate manager, individual
development ,recruit whole heartedly .etc.
5. SUPPORT
Lack of support from management can sometimes serve as a
reason for employee retention.supervisor should support his
subordinates in a way so that each one of them is a success.
Management can support employees by providing them
recognition and appreciation.
IMPORTANCE OF EMPLOYEE RETENTION
Why is retention so important? The answer is to hold talented
employees from getting poached. Employee retention is
critical to the long term health and success of any business
and the managers readily agree that retaining the best
employees ensures customer satisfaction , product sales,
satisfied co-workers and reporting staff .etc.
By retaining an employee organization doesn’t have to face
issues such as training time and investment, lost knowledge,
mourning, insecure co-workers and a costly canidate search
aside. The process of employee retention will benefit an
organization in the following ways:
1. THE COST OF
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7.Keep providing them feedback on their performance
8.Recognize and appreciate their achievements
9.Keep their morale high
10.Conduct various engagement activities such as humsafar,
khel, seva, manoranjan, sampadan.
These practises can be categorized in 3 levels-low, medium,
high level.
CONCLUSION
If employee engagement is not evaluated and dealt with soon,
then disengaged employees will grow and negative employee
satisfaction issues can result in major loss to an organization.
Organization should always arrange some engagement
activities to retain the employee. engagement activities and
other factors like compensation , growth , relationship ,
support and company brand name plays a dominant part in
retention.
The changing trends in the organization certainly changes the
perception of the employees towards the organization which
for sure helps in retaining the
Contents Terms of Reference 2 Procedure 2 Findings 3 Current Structure 3 New Structure 4 Employee Relationships 4 Instructing Staff 5 Contingency Variables 5 Conclusion 6 Recommendations 6 References 7 Appendix A 8 Terms of Reference I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class.
Moreover, the employee get involved more to help the organization succeed.
LEARNER’S NAME: EMMANUEL DIBIAGWU ASSIGNMENT 2 UNDERSTAND HOW TO DEVELOP AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS 1.1 Explain the benefits of effective working relationships in developing and maintaining the team (20 marks) The benefits of effective working relationship in developing a team include the following: Improved Morale Good working relationships in teams help to improve the morale of team members. When there is effective working relationship among employees as well as managers, the employees feel that they are respected, and their voice are heard, thereby fostering an enabling workplace full of energy and overall happiness. Effective working relationship between employees enables them to support each other when improvement is called for and helps to develop their esteem.
When employees see they are valuable to the company and they are secure it gives them confidence and in return they give their loyalty to the
Highly qualified employees + + + + Sustainable competitive
Vance R (2018) ‘Employee Engagement and Commitment A guide to understanding, measuring and increasing engagement in your organization’, [online] Available at: https://wwwshrmorg/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/employee-engagement-commitmentpdf. Verghese A (2015) ‘Internal Communication: Practices and Implications’, Practitionerss Perspectives SSRN Electronic Journal
Aside from an increase on health care expenditures used up by employees because of stress, disengagement is costly because disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects. In organizations with low employee engagement scores, they experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time. Importantly, businesses with highly engaged employees enjoyed 100% more job applications. Happy people are more satisfied with their jobs and report having greater autonomy in their duties (Boehm & Lyubomirsky,
New hires are critical to the organization because of their knowledge on new technologies, attitudes about the work, and career aspirations. These are the initiatives we have taken to retain new hires. 1. Adopting management style of culture in the organization 2.
The bond between the employees and the manager will improves and become more strength. This can be obtained through the teamwork in the team. For example, the relationship or connection between the nurses, physician, and other health care professional will improves as they work together to achieve the desired goal on the patient. 4) Promote safe and efficient patient care delivery.
This section reviews theories on employee retention. 2.2.1 Herzberg Two Factor Theory Frederick Herzberg (1959) two-factor theory is also known as the motivation-hygiene or the dual-factor theory. Herzberg’s theory states that certain factors in the organization related to the contentment of the job which provides satisfying experience for employees while separate set of hygiene factors cause dissatisfaction among employees in the workplace. The former factors are called motivators or satisfiers and include achievement, recognition, the work itself, responsibility, opportunity to do something meaningful, sense of importance, advancement and growth while the former factors are known as hygiene factors such as job security, fringe benefits, salary paid
Organisations have long struggled to retain employees without pouring in too many resources into incentives, however there are many other factors that influence the motivation for an employee to work for an organisation. The following factors are very important to retaining employees: ➔ Vision and Mission: Each organisation has a vision set by its leaders, a ground basis on which it stands for. This vision is the key for driving innovation, research and development for the company. Vision is also the driving force and motivation for its employees, to push their limits and to outperform the competition.
Uncomfortable / unbalanced work life , people now a days believe in doing multi- tasking which results in not maintain the work life, now a days employees want convent job a job which they are able to do other work too and also able to maintain the balance between work and life. Employee retention is the process where the organization tries to motivate the employees to stay in the organization, organization tries the level best to retain the employees for a long period of time. Any organization does not have power to stop any of its employees until or unless they have some stratify or a plan to retain the employees in the organization. Different companies have different ways of retaining the employees, but what matter is what is the plan set in the mind of the company to retain the employees.
Building good working relationships, it encourages team works well together and allows staff members to feel more comfortable in offering suggestions to solve company issues. A leader could also improve their decision-making by having a wider access to information about supply and procurement. With good relationship with stakeholders could increase the organizational effectiveness to achieve the goals. This indirectly will improve corporate reputation and the avoidance of the unnecessary negative press. Several characteristics make up good, healthy working relationships: Trust, mutual respect, mindfulness, welcoming diversity and open communication.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.
It could be applied for retaining an ageing workforce to promote continuity of care, and retain more experienced HCP in the workforce. The experienced HCP would act as role model among young HCP, and pass their knowledge and skills to them and subsequently improve the quality of healthcare services. They would decide to stay in the organization because of familiarize of working culture and appreciated, and they might not be able to get high salaries in other organizations due to high competition. However, more money does not indicate higher motivation. Therefore, additional retention strategies for HCP should be