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Factors Influencing Talent Retention

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2.1.3 Talent Retention Factors Figure 1: Talent Retention Factors Source: Coetzee and Shreuder (2010). One of the talent retention is characteristics which include such things as variety and autonomy. Most employees in most organisations want to engage in challenging work such that they can utilize their talent and skills. According to Kochanski and Ledford (2001), repetitive narrow work experience which involves little individual discretion often repels employees. The work environment is considered one of the most important factors of retention (Zeytinoglu and Denton, 2005). According to Hytter (2008), work environment refers to aspect such as noise, toxic substances exposure and heavy lifts. Remuneration is another factor, money is still …show more content…

According to Grover and Crook, 2003) family benefits increase organisational commitment, and it will reduce employee turnover. The existence of family support within the organisation helps a lot in the retention of talent (Gaan, 2008). Organisations which support their employees in integrating between family responsibilities and work reduce the employee intention to leave the job (Allen, 2001). Pasewark and Viator (2006) place flexible work arrangement as a very important part of work family support that plays an important role in employees. Yanadoria and Katob, (2010) says that family supports enhances employee retention. 2.1.4 The reasons for talent retention According to Oracle (2015), Talent retention is critically important for all organisations for two main reasons. One of the reasons being that the value of turnover is very expensive and the second reason is that top performers drive business performance so losing them would adversely affect the productivity of the business. According to Ramllal (2003), excessive employee turnover often engenders far-reaching consequences and at the extreme may jeopardise all efforts by the organisation to attain objectives. Furthermore, they indicate that when an organisation …show more content…

The strategies of rethinking retention Model The Rethinking Retention Model as shown in the figure below was derived by Richard (2009). He pointed out strategies that will help retention, productivity and other important metrics as follows:- Hold supervisors accountable for achieving retention goals. Supervisors won’t achieve any of the goals you assign to them if they lose their best performers, so make sure they are accountable and give them skin in the game of retention. Develop supervisors to build trust with their terms. Communication, recognition and development all fall behind trust. Narrow the front door to close the back door, new hires must align with who you are, your job, values and standards and give them clear indications they intend to stay. Calculate turnover’s costs to galvanise retention as business issues; dollars speak louder than numbers and percentages. Hence it is essential for every organisation to calculate those costs associated with turnover currently and in the future. In addition to that having actual cost will encourage investment on retention projects which could avoid further turnovers in the

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