Give suggestions on their efficiency and admire their work and preserve their morale high. Create a comfortable and healthful environment.Employee retention is significant for the lengthy-time period, development and success of the corporations. So, eventually if we truly respect, appreciate, and treat the staff proper we can never lose them. Employee retention could be very beneficiary for the organization as well as the worker. It is the sole responsibility of the management to keep the best expertise.A single resignation saved is a profit
According to Keininham & Aksoy(2009), success of any enterprises in long term is heavily depend on the quality and loyalty of its employee. Loyal employees are assets to an enterprise, the key for its success is their retention; for one, their loyalty can attract customers for enterprise. Given their significance, employers need to find out how to identify and keep loyal employees. The truth that an employee who has been working in an enterprise for many years does not mean that he or she is loyal to the enterprise. For example, he or she may lack of skills to get a better job or he or she just think this job is enough for live but no motivation to improve.
Employee enragement is directly linked with the employee performance Not only the monetary benefits but the opportunities ,motivation, family friendliness makes the employees feel valued and satisfied with the job Employees re the asset of the organization wherein they should be given their own space through which they can come out with effective output Suggestions There are few suggestions in relation to employee engagement and for the organization to make a better place to work: Conducting regular employee engagement activities is required Improving the quality of work life through various activities which includes their family. Activities to develop culture of the organization Fair rewards and recognition and being competitive with salary Showing more concern for employees and their family well being as they would feel valued Activities to enhance the culture of the organization and conducting team building activities.
Thus, retention is more economic than recruiting new employees. Organizations should have an effective retention policy to retain the existing employees. Retention management is the process of retaining the existing manpower specifically the competent & talented one and also to encourage others to join the organization. Though, there are no fixed practices that show the relevance and significance as to how to retain employees and keep them committed towards the organization because employers lay different emphasis on different variables depending on what suits their organization best. Hiring employees is just the beginning to creating a strong committed work
Employee productivity is a major concern for the corporations worldwide. Because it is a determinant factor of success of any organization. Few measures that can potentially increase employee productivity are: -Improving employee skills with training: A well trained employee is asset of the concerned industry. With on the job and off the job training, the employees become efficient and their effectiveness starts to spike up. -Encouraging autonomy and discouraging micromanaging: While it is essential to have manager, it is also needed to have some own space to do the work in his/her own way utilizing their own time and resources.
2.6 RETENTION STRATEGIES The human aspect is fundamental to the achievement of organisational objectives. As a result, it becomes necessary that organisations have to set in place strategies to preserve their labour force. As stated by Peterson (2005), “it is incredibly frustrating to go through a long hiring process, employees training, providing uniform and other necessities and then have the employee to quit after a period of time. Then you start over again.” Below are the three main reasons about why an effective retention strategy is important: To extend an employee’s stay in the business and reduce employees turnover levels To raise satisfaction levels and consequently increasing productivity and profitability To develop an employer
Chapter one 1.0 INTRODUCTION in general, employee retention is when employees are remain to stay in the organization for a long period of time because of several factors. As stated by Zachariah (2012), Get Les Makeown said that employee retention can be defined as an effort by organization or employer to build an environment that encourage current employee to remain employed in the organization by having the policies and practices needed by the employee. According to Haider (2015), employee retention consist of procedure whereby the employees usually will become the member of organization for a longer period untill retired or until their works or projects were done. Retention is actually more on the efforts done by the organization
When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010). These empowering features in the workplace will potentially promote job satisfaction, create greater productivity, and most importantly promote retention of valuable employees. The key to retention is creating and keeping an environment where all of the generations feel welcome and valued. There have four important things to staff retention in organizational is relationships, value, eengagement and health care organization policies. 2.1 Relationship The important of staff retention is relationship with manager.
Many aspects are required to be considered while developing a strategy for attracting and maintaining worthy employees. There are various communication and behavioral issues that may happen during the process of hiring a new employee. Communication and Behavioral Issues
In this conceptual paper, the author has attempted to bring out some employee retention approaches, which have developed over a period of time, in the industrial and Internet era. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. In the concluding part, some critical guidelines for developing a retention strategy by an organization are mentioned.” “Mullich and Joe (2005), has reported on the human resource strategies employed to retain employees and reduce training cost. It is found that establishment of employee engagement teams plays an important role in employee