Major Factors Of Employee Retention

Major Factors Of Employee Retention
1.3 Statement of the Problem
Employee retention refers to policies and practices organizations used to prevent valuable
employees from leaving their jobs (Ahlrichs, 2000).Knowing employee perception and appraising
their retention factors are very important to an organization's achievement. Conversely, each
employee in an organization constructs his or her own understanding of an event and assumptions
(Argyris and Schon, 1978). It is the understanding of the situation that provokes an action (Weick,
1979; 1995).
Retention of employees is becoming a real challenge in today's operating environment as employers
begin to realize the value of people that make up the bank. According to results of a recent nation–
wide employee survey (Kenexa, 2011).the ... Show more content on Helpwriting.net ...
To identify the major factors that influence employee retention
1.6 Definition of Terms
For clarity and understanding throughout this thesis the following terms were defined.
Bank: – is an establishment authorized by a government to accept deposits, pay interest, clear
checks, make loans, act as an intermediary in financial transactions, and provide other financial
services to its customers.
Compensation:–Refers to all the extrinsic rewards employees receive in exchange for their work.
Employee Retention: –refers to policies and practices companies use to prevent valuable employees
from leaving their jobs. It involves taking measures to encourage employees 'to remain in the
organization for the maximum period of time.
Employee Turnover:–This term is used to describe the ending of a relationship between an
organization and a person who received monetary compensation from the organization.
Employee:–refers to a person working in Development bank of Ethiopia rendering professional
... Get more on HelpWriting.net ...

Employee Retention Paper
Employee retention is a critical issue for all organizations and the increasingly competitive labor
market will make hiring qualified candidates even more difficult in the future. Employee retention is
an important step in building a successful ambulatory surgical center business
(Regentsurgicalhealth, 2015). According to Medical Group Management Association (MGMA)
twenty percent of receptionist and medical records staff and fifteen percent of nursing staff turn over
each year. This turnover affects healthcare organizations in many different ways including customer
satisfaction, quality of service, workplace productivity, employee morale, workflow efficiency and
the organizations finances. Organizations that invest in their human capital and ... Show more
content on Helpwriting.net ...
Less absenteeism and tardiness will help the operating room schedule stay on time, which also
makes patients and surgeons happy." (Linder, March 2013). The importance of having an
experienced, full–time core staff in an ambulatory surgical center is what surgeons will rely on
(Rienzo & Nelson, 2009). However, maintaining an adequate per diem staff in all job categories is
important to cover the regular days off, vacation time, and sick calls of the full–time staff, ensuring
your ASC is never left shorthanded (Rienzo & Nelson, 2009). "Flexible schedules for staff members
should include both paid and unpaid options, as well as time off for reasons other than vacation or
sick days. This will build employee loyalty and can make up for the days when staff members are
sent home early without pay for scheduling compression" (Linder, March

A Study on Employee Retention
A STUDY ON EMPLOYEE RETENTION TABLE OF CONTENTS CHAPTER NO. TITLE PAGE
NO. 1 INTRODUCTION 1.3 INTRODUCTION TO THE STUDY 1.3.1 Objectives of the study
1.3.2 Need of the study 1.3.3 Scope of the study 1.3.4 Limitations of the study 2 REVIEW OF
LITERATURE 3 RESEARCH METHODOLOGY ... Show more content on Helpwriting.net ...
stem followed in the company | | |4.1.16 |Whether company welcomes new ideas and innovation
from the employees | | |4.1.17 |Employees satisfaction level regarding superior subordinate
relationship | | LIST OF CHARTS |S.NO | TITLE |Page No | | 4.1.1 |Position category of the
employees | | | 4.1.2 |Years of experience of the employees | | | 4.1.3 |Employees satisfaction towards
work environment | | | 4.1.4 |Employees satisfaction towards incentives provided by the organization
| | | 4.1.5 |Opinion about management's interest in motivating employees | | | 4.1.6 |Employees
opinion about opportunities for growth and promotion | | | 4.1.7 |Employees

Managing Employee Retention and Turnover Essay
Managing Employee Retention and Turnover
Employee retention has always been an important focus for human resource managers. Once a
company has invested time and money to recruit and train a good employee, it is in their own best
interest to retain that employee, to further develop and motivate him so that he continues to provide
value to the organization. But, employers must also recognize and tend to what is in the best interest
of their employees, if they intend to keep them. When a company overlooks the needs of its
employees and focuses only on the needs of the organization, turnover often results. Excessive
turnover in an organization is a prime indicator that something is not right in the employee
environment. We will look at ... Show more content on Helpwriting.net ...
· Training – Employees want to increase their skills, knowledge, and abilities to remain marketable.
It gives them a sense of job security. In today's workplace, the more training employees get, the
more likely the employer will retain them. "According to a 1999 Emerging Workforce Study
conducted by Interim Services and Louis Harris and Associates: Among employees who say their
company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those
who rate training opportunities as excellent. (Business Week, March 1, 1999)"
· Recognition – According to Roger Herman, chief executive officer of The Herman Group, a
management–consulting firm in Greensboro, N.C., "you need to show [your employees] that you
appreciate them, that you value their opinions––and show them in a lot of ways." Care and concern
for employees on a personal level means more to many employees than compensation.
· Balance – "Management's recognition of the importance of personal and family life remains the
top driver of employee loyalty. Employees who spend a moderate amount of time each week
attending to personal matters while at work have a higher level of commitment to their employer
than those who spend no time." (America @ Work 1999," Aon Consulting, Chicago, Illinois;
312.701.4844) Employers who provide a work/life/family balance

Dissertation on Employee Retention Techniques
EMPLOYEE RETENSION AND HUMAN RESOURCE MANAGEMENT A CASE STUDY OF
ICELAND UNITED KINGDOM, ENGLAND, LONDON (STORES: LAYTONSTONE &
GANTS HILL). By MBA STUDENT ADNAN USMAN STUDENT NUMBER: 109811 A
DISSERTATION PRESENTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR
THE DEGREE MASTER OF BUSINESS ADMINISTRATION (MBA) UNIVERSITY OF
SUNDERLAND SEPTEMBER 2011 –––––––––––––––––––––––––––––––––––––––––––––––––
Declaration The work I have submitted is my own effort. I certify that all the material in this
Dissertation, which is not my own work, has been identified and acknowledged. No materials are
included for which a degree has been previously conferred upon me. MBA STUDENT ADNAN
USMAN Date: 18/01/2012 ... Show more content on Helpwriting.net ...
It has also now term as the key strategic parameter for any organization to keep their employee
motivated in order to survive and running all the other organizational activities such as restructuring,
re–engineering, reorganizing and more (Clark; 2001). Skilled staff should be given importance as an
strategic tool because it help company to retain the skilled employees who can not only respond to
the dynamism but also are able to help organization to achieve its pre set objectives (Whitener;
2001). The key parameters of the employee retention are the major activities & functions of
Human Resource Management Department of any company, so, it can be said that the role of HR
Department in any company is of very crucial nature and the key requirement. Human Resources
department operational in current scenario is continuously engaged in preparing and implementing
strategies to retain talented individuals with the company. Whereas the major issue in employee
retention is their expectations and rapidly growing market with more lucrative and competitive
offerings. Therefore, it can be easily noted the recruitment and selection of skilled individuals is a
same level equal challenge as the retention of those employees with the company. It is now very
important for the companies specially the multinationals and global

Employee Retention
INDEX 1. Introduction. 2. What is Employee Retention? 3. Importance of Employee Retention. 4.
What makes employee leave? 5. Retention Myths. 6. Benefits of Attrition. 7. Employee Retention
strategies. * Low Level * Medium Level * High Level. 8. Manager's Role in Retention. 9.
Bibliography Introduction Employee Retention involves taking measures to encourage employees to
remain in the organization for the maximum period of time. Corporate is facing a lot of problems in
employee retention these days. Hiring knowledgeable people for the job is essential for an employer.
But retention is even more important than hiring. There is no dearth of opportunities for a talented
person. There are ... Show more content on Helpwriting.net ...
2. Growth and Career Growth and development are the integral part of every individual's career. If
an employee can not foresee his path of career development in his current organization, there are
chances that he'll leave the organization as soon as he gets an opportunity. The important factors in
employee growth that an employee looks for himself are: Work profile: The work profile on which
the employee is working should be in sync with his capabilities. The profile should not be too low or
too high. Personal growth and dreams: Employees responsibilities in the organization should help
him achieve his personal goals also. Organizations cannot keep aside the individual goals of
employees and foster organizations goals. Employees' priority is to work for themselves and later on
comes the organization. If he's not satisfied with his growth, he'll not be able to contribute in
organization growth. Training and development: Employees should be trained and given chance to
improve and enhance their skills. Many employers fear that if the employees are well rained, they'll
leave the organization for better jobs. Organization should not limit the resources on which
organization's success depends. These trainings can be given to improve many skills like: *
Communication Skills * Technical skills * In–house processes and procedures improvement related
skills * C or customer satisfaction related skills *

Employee Retention Essay
EMPLOYEE RETENTION STRATEGIES: Abstract: Every organization invests time and money to
groom a new joinee, train his employee's & make ready material competent with the existing
employees. All organizations aim to serve the needs of the people. All organizations are not only run
by employees, but also it is the employees in it at various levels who bring success to the
organization in these modern times. Hence retention of the employees within the system is
necessary. The organization is completely at loss when the employees leave their job once they are
fully trained. Thus recruitment of qualified employees, training and maintaining them becomes
important. Employee turnover reduces the organizational productivity and also ... Show more
▪ Every individual needs time to adjust with others: One needs time to know his team members well,
be friendly with them and eventually trust them. Organizations are always benefited when the
employees are compatible with each other and discuss things among themselves to come out with
something beneficial for all. When a new individual replaces an existing employee, adjustment
problems crop up. ▪ It has been observed that individuals sticking to an organization for a longer
span are more loyal towards the management and the organization: They enjoy all kinds of benefits
from the organization and as a result are more attached to it. They hardly badmouth their
organization and always think in favor of the management. For them the organization comes first
and all other things later. ▪ It is essential for the organization to retain the valuable employees
showing potential: Every organization needs hardworking and talented employees who can really
come out with something creative and different. No organization can survive if all the top
performers quit. It is essential for the organization to retain those employees who really work hard
and are indispensable for the system. The management must understand the difference between a
valuable employee and an employee who doesn't contribute much to the organization. Sincere
efforts must be made to encourage the employees so that they stay happy in the current

Employee Retention Case
reference to her lack of time management, detail and initiative as it related to her position. This
occurred in early 2009 prior to the assault. Ms. Nelson was granted leave after requesting the time
off to care for her daughter as well as time for herself due to lack of energy and concentration.
During the time that Ms. Nelson was away, there was evidence that surfaced that indicated that
inaccurate timesheets were submitted. When said employee returned to work, she also brought her
daughter with her. At this time, her employer gave an ultimatum that she had to make a choice
between caring for her daughter or continue to have a job. No employee should have to make this
choice; especially with the circumstances presented. This employer should ... Show more content on
Helpwriting.net ...
Having any type of sympathy or empathy for an employee may be shown, but it will not be done in
a high regard. Being able to separate business from personal feelings has been known to be
indicative of a highly successful organization. On the other hand, if an employer shows that they
have some type of heart when it comes to the concerns of their employees, they will have a lower
turnover than other organizations because employees will want to keep their jobs. Employment is
still low but there are those that will leave a job because of situations like these. The Nelson case
shows that employers cannot be so quick to terminate an employee simply because they request to
use FMLA leave. This is also a lesson for employees to learn from. If they are experiencing some
issues, whether they are business related or personal related, it should be communicated to their
employer

Improving Employee Retention At Tuality
The second pillar, destination healthcare employer, aims at recruiting high performers and
improving employee retention. The current rate of turnover at Tuality is high compared to other
Portland Metro counterparts and training is expensive. Other plans for retention include providing a
market competitive wage and benefits package. High visibility recognition will be seen featured
more in the coming years with the initiation of the President's Award and other programs aimed at
ensuring employees feel valued. Mr. Berman strongly feels that Tuality employees are its most
valued resource and it is apparent in his first years as the CEO that he wishes to improve employee
satisfaction. On the other side of high performers, however, low ... Show more content on
Helpwriting.net ...
Currently, 79% of the workforce of 1320 employees are Caucasian and the other 21% can be broken
down into minority groups of 10% Latino, 7% Asian, 1% Black, and 3% Native American/Pacific
Islander (Ratliffe, February 2014). Current initiatives that Tuality has in the works for 2015 is to
improve diversity of its workforce and, therefore, improve its service to the minority population in
the area. Based on the Community Health Needs Assessment Report, the population configuration
of whom Tuality serves averages roughly 25% Latino patients (Tuality Healthcare, 2014). To better
serve those patients, Tuality must attract, hire and retain more minority employee in direct patient
care professions such as physicians and nurses that will reflect a better match to the patient base.
The third pillar, community reputation for unparalleled value, is perhaps the largest hurdle to
overcome. It is hard to expect patients to use Tuality if they do not believe they will get good value
for their money and have positive health outcomes. Because of being a small organization, Tuality
has to work harder to achieve similar outcomes of patient satisfaction than its larger Portland area
counterparts. Tuality serves a smaller number of patients, and when mistakes happen it increases the
percentage of bad experiences for patients and lowers the HCAHPS scores. The HCAHPS

Need And Disadvantages Of Employee Retention
2.0 A thorough description and discussion of the topic in study. Employee Retention means that to
encourage the employees to remain with the organization for the maximum period of time or until
the completion of the project. The organization and the employees will be benefit for the employees'
retention. Robert, Mathis, John, Jackson (n.d) found that most of the employees leave an
organization because of the frustration and constant friction with their supervisor or other team
members. There are some other factors occur the turnover of the employees which are low salary,
lack of growth prospects and motivation. The management must try to retain the employees who are
really important to the organization. It was efficiency the organization performance ... Show more
(Need & Importance of Employee Retention, n.d) Employees retention will bring impact to an
organization either advantages or disadvantages. When the employees resign, the organization need
to hire a new employees inside. The hiring is not an easy process, it take time and cost to interview
the large pool of talent. The HR manager need further judge on the talent which is fit to the
organization or not. To the new joiner, the organization need invest the time and money to train him
and make sure that he ready for work and understand the organization culture. Besides that, if the
employees resign from the present organization, it may join to the competitor organization. In this
case, the previous organization strategies, important data and some more the important data was
explore to the new organization. The organization should retain the employees who work for a long
period and the valuable employees. It was because; they were familiar with the organization's
policies, and the process of work. They also perform better than the new joiner as they are fully
understood about the organization. The organization work flow and process become more efficiency.
Based on the information, it is important to retain the

Employee Retention Culture
Despite fluctuating economic times and increased globalization of American jobs, most employers
are finding it hard to keep good workers. The reality of today's job market is that workers are
expecting more from their employers and are not afraid to move on if their needs are not met by
your organization.
Based on compelling data from the Society for Human Resource Management and others who study
workforce trends, leading organizations must take time to analyze their retention realities and ensure
that the valuable employees they currently have are not seeking greener pastures.
How do great organizations maintain low levels of turnover and high levels of employee
satisfaction? The answer is found in one word: culture.
Organizations with high rates of employee retention concentrate on creating four distinct cultures
that keep people focused on the organization and its goals. The purpose of this article is to explore
these four cultures and to recommend practical strategies for developing these cultures in your
workplace. Effective retention cultures include an intense focus on choice, balance, development
and care.
The Culture of Choice
Donald N. Smith, the president of Burger King said, "The individual choice of garnishment of a
burger can be an important point to the consumer in this day when individualism is an increasingly
... Show more content on Helpwriting.net ...
High rates of retention are clearly linked to the amount of attention the employee gets in terms of
their professional development and growth. When employees feel that their career goals have been
acknowledged and that they are continuing to be challenged on the job, they are likely to stick
around. Employees who feel stagnated, ignored, or bored will likely start to look for other
opportunities. So how do great organizations create cultures of

Relationship Between Employee Satisfaction And Employee...
What is "Motivation" and why it is crucial to understand its influences? According to Robbins &
Judge's Essential to Organizational Behavior textbook, motivation is defined as "the processes that
accounts for an individual's intensity, direction and persistence of effort towards attaining an
organizational goal." (Robbins 128)
What inspires an individual to run 20K a week? What pushes one to finish a novel in one sitting?
What draws a person to achieve his goal? What motivates one may not necessary be the same for
another individual. It is a "need" factor that is different for everyone. In the context of organizational
behavior, this complex human behavior is one of the most important and yet challenging factor to
determine. Smart ... Show more content on Helpwriting.net ...
Because this impacts organization's overall success–productivity, revenue and customer satisfaction,
it is imperative that business leaders and management teams focus on improving their employee's
engagement and finding out what motivate them to help change this outlook. Increasing workplace
engagement is fundamental to achieving sustainable growth for all affected. (slide 2) So, the big
question would be, what do they "need" to get them there?
For centuries, behavioral and social scientists have studied the concept of motivation in hopes of
finding a right formula for success. Years of research poured into understanding motivation have
come up with numerous theories, both favorable and unfavorable. Hence, advice on how it's applied
in today's workforce and organizations are abundant.
During the early 1950s, four popular theories of motivations were introduced: Maslow's Hierarchy
of Needs Theory, McGregor's Theory X and Theory Y, Herzberg Two–Factor Theory and
McClelland's Theory of Needs. Although these theories have long thought been embraced by many
businesses, researchers in the '80 raised questions about their validity. At most, these four introduced
a foundation for many and their terminology are still popularly used today. (slide 3)
The best–known theory was introduced by Abraham Maslow in 1954, Hierarchy of Needs
(Maslow). Maslow published "Motivation and Personality," which introduced

Essay Managing Employee Retention and Turnover
Managing Employee Retention and Turnover
Employee retention has always been an important focus for human resource managers. Once a
company has invested time and money to recruit and train a good employee, it is in their own best
interest to retain that employee, to further develop and motivate him so that he continues to provide
value to the organization. But, employers must also recognize and tend to what is in the best interest
of their employees, if they intend to keep them. When a company overlooks the needs of its
employees and focuses only on the needs of the organization, turnover often results. Excessive
turnover in an organization is a prime indicator that something is not right in the employee
environment. We will look at ... Show more content on Helpwriting.net ...
A recent survey by The Society for Human Resource Management ranked tuition reimbursement
programs and vacation/holiday time as the top two retention initiatives being offered by employers.
In addition, instant recognition programs, such as spot bonuses, are being used to reward excellence
in performance as it occurs. Such programs give employees immediate gratification for their efforts
rather than delaying it until annual reviews. Also, flexible work hours and telecommuting programs
that allow employees to better balance their work commitments with their family duties are
becoming more common. According to Ceridian Employer Services (2004), "90 percent of
companies with more than 5,000 employees allow telecommuting.... And ... 52 percent of large
companies use virtual teams." Organizations must continually search for innovative ways to retain
their best employees. Fortunately, the costs of these efforts are low in comparison to the high costs
of turnover. Turnover of employees can be involuntary or voluntary. When a company "lets go" of
an employee who has been a bad performer, has violated company policy, or broken a law it is
usually considered involuntary turnover. So are layoffs. More often we speak of turnover in the
context of being voluntary, or the unplanned loss of employees who leave on their own accord, but
that the

Employee Engagement : Measuring Retention
Employee Engagement
An additional factor to be considered is when measuring retention is employee engagement.
Employee engagement is the degree to which a worker believes in, or is committed to their work,
field, and place of employment (Maslach, C. 2003; Harter, J., et al. 2006). The higher degree to
which an employee is engaged, the more likely they are to retain their position.
There are three levels of engagement in which an employee can be measured at (Catado, P. 2011);
fully engaged, disengaged, and actively disengaged. A fully engaged worker takes it upon
themselves to stay relevant and up–to–date in company's and their professional field and take on
additional responsibilities as the opportunities arise. They also show respect towards their fellow
colleagues, are willing to put in more effort than is expected, and exhibit high levels of enthusiasm.
One who is disengaged see their work as time exchanged for a paycheck. These employees fulfill
their essential duties but contribute nothing more. They come on time and leave on time, and rarely
if ever volunteer for extra responsibility. The third level at which How actively disengaged
employees differentiate themselves is they regularly voice their dissatisfaction with their positions
and undermine their fellow colleagues. While the Institute for Employment Studies found actively
disengaged employees make up only about 15–18% of the work force (Catado, P. 2011), the
negativity they bring to the environment can affect

Sports Employee Retention
Volunteers are unpaid, free participation in the organisation in order to gain benefit to others,
environment and their self. (Hoye, 2008) Volunteers are the important and valuable part in many
aspects of the society. (Bang & Ross, 2009) In addition, volunteers are an initial part of sports
service delivery and sports event management. (Giannoulakis et al., 2007) Cnaan & Goldberg–Glen
(1991, p.270) noted that "volunteers enable administrators to sustain current services and expand
both the quantity and diversity of services without exhausting the agency's budget." In order to make
the event be successful, volunteers are the indispensable part of the event.
As Cuskelly et al. (2006) stated that between 8.2% and 10% of Australians and about 15% of the
English population are participating in sports volunteers. In regard to volunteered time per year,
Australians contributed 98 per volunteer per year as well as English volunteers are 208. (Cuskelly et
al. 2006) Therefore, sports organization and ... Show more content on Helpwriting.net ...
In addition, it will lead to the high cost of recruitment and training (Pauline, 2011) so that
understanding of how to retention of sports volunteers is very crucial to sports organisers and
organisations. In terms of retention of sports volunteers, three elements were identified such as
motives, meaningful work and satisfaction. (Hoye, 2008) Many researchers have been investigated
the relationship between motivation, satisfaction and retention in other countries but a little research
about this in Hong Kong. Furthermore, this type of research in other countries may not apply in the
situation of Hong Kong because of culture difference. As Hofstede (1994) indicated that Masculinity
is high in Australia as well as Hong Kong in a middle position. This difference may result in the
different motivation of sports

Herzberg's Theory Of Employee Retention
Employee retention refers to the ability of an organization to retain its employees. Employee
retention can be represented by a simple statistic (for example, a retention rate of 80% usually
indicates that an organization kept 80% of its employees in a given period). However, many
consider employee retention as relating to the efforts by which employers attempt to retain
employees in their workforce. In this sense, retention becomes the strategies rather than the
outcome. A distinction should be drawn between low–performing employees and top performers,
and efforts to retain employees should be targeted at valuable, contributing employees. Employee
turnover is a symptom of deeper issues that have not been resolved, which may include low
employee morale, absence of a clear career path, lack of recognition, poor employee–manager
relationships or many other issues. A lack of satisfaction and commitment to the organization can
also cause an employee to withdraw and ... Show more content on Helpwriting.net ...
The theories have overlap, but the fundamental nature of each model differs. While Maslow's
Hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the
employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are
separate from factors leading to poor job satisfaction and employee turnover. Herzberg's system of
needs is segmented into motivators and hygiene factors. Like Maslow's Hierarchy, motivators are
often unexpected bonuses that foster the desire to excel. Hygiene factors include expected
conditions that if missing will create dissatisfaction. Examples of hygiene factors include
bathrooms, lighting, and the appropriate tools for a given job. Employers must utilize positive
reinforcement methods while maintaining expected hygiene factors to maximize employee
satisfaction and retention (Breaugh, J., and Mary S.

Employers Can Increase Employee Retention
Thesis Statement Research indicates that employers can increase employee retention, increase
employee productivity, and reduce employee healthcare costs by implementing a workplace
wellness program. Introduction America has a bleak outlook towards the costs associated with
employee turnover, productivity decline, and increased employee healthcare costs due to chronic
health care conditions. The cost of healthcare is increasing, and employers typically bear the brunt
of these costs. Employers also face financial loss in regards to productivity decline and retention. In
a Rand report, commissioned by the U.S. Government and compiled, by Matke and others, showed
that the cumulative losses of all three domains associated with chronic ... Show more content on
Helpwriting.net ...
When an employee must leave, the employer encounters substantial costs in relation to hiring new
employees to replace those who have left. Additional costs such as temporary employees can also
accrue, when there is an immediate need for replacement, and training for new hires is significant.
One way employers are attempting to retain employees is job perks. Employee perception of the
benefits they receive can impact how long they stay with a particular employer. According to the
Aflac Workforce Report, employee perception of wellness programs can lead to employee retention
through job satisfaction and morale (Aflac, 2012). Additionally a report compiled by Dr. Dursi of
the University of Rhode Island showed that health promotion programs positively impact employee
retention. Her research was able to show that employees who participated in wellness activities,
sponsored by an employer, had longer employment tenure than those employees who did not
participate (Dursi,2008). Employers today come up against many obstacles regarding employee
productivity. Some of those concerns include health related absenteeism and presenteeism.. Matke
and others observed there is a shift in burden to employers due to Americas aging workforce that
results in loss of productivity brought on by illness related absenteeism and presenteeism (Matke
and others, 2013). A report by Berry, Mirabito, and Baun show that absenteeism and presenteeism
account for lost productivity costs that are

Employee Retention In Jc's Casino
Well–functioning organizations usually have quality employees who work hard to accomplish the
organizations mission statement and goals. However, organizations on occasions face issues as for
retaining these employees, subsequently failing to fill these positions and fulfilling their
organizational goals. Due to the importance of retention, organizations may hire
industrial/organizational psychologists to resolve retention issues in order to remain competitive in
their field. At JC's Casino, improving retention is an issue not only for the owner but also for the
employees as well as the patrons that frequent the casino. The pay is reasonable but employees are
still unhappy and resorting to leaving the organization. Some issues can be found with the
employees working at the casino, but others can be attributed to the lack of professionalism and
leadership within the different leaders and management of the casino. For example, it was
mentioned several times during exit interviews that Joe, the pit boss, was toxic, overbearing, evil,
and incompetent. The human resources director, Tom Sneed, is afraid of doing what is necessary due
to the fact that Joe is the owner's stepson. This increases the amount of work for the employees ...
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There are many factors that can be considered stressful to employees in an organization. Some of the
main ones are the existence of conflicts between coworkers and supervisors, and also heavy
workloads, or when employees are being worked over their capacity. This is also a stressor for the
managers of several departments at the casino and their employees who also help to cover
housekeeping duties. Being overworked can lead to employees suffering from anxiety or other
mental health problems, which when combined with frustration and job dissatisfaction will most
likely result in leaving the

Employee Retention
Employee Retention
PSY 435
University of Phoenix
May 4, 2014
Employee retention is an essential part of any company. Lack of employees is essentially, an
incomplete business. When a business has issues with employee retention, they are typically left
with individuals who are not cut out for the job and lack any experience. Not only that, but, high
turn over costs business owners time, as well as, productivity. For an organization to continue
running properly they must implement programs that will keep their employees around. Attracting,
retaining, developing, utilization, and equitability, are all essential areas of programs that should be
implemented. JC's Casino should begin working towards these types of programs in order to ...
The housekeeping department makes attempts at obtaining new employees, however, the attitudes of
the current employees needs improvement. In order to provide excellent service and continue this
trend with their new employees, there should be some rewards introduced. Simple things such as
coupons, movie tickets, or even a day off could really change the moral around the office.
Occupational Stressors/Alleviations
"A job stressor is a condition or situation at work that requires an adaptive response on the part of
the employee (Jex & Beehr, 1991). Being Occupational Health Psychology reprimanded,
having too little time, and being told about the possibility of being fired are all examples of job
stressors (Spector, 2012, p.307). A job strain is a negative reaction of an employee to a stressor, such
as anxiety, anger, or physical symptoms such as a headache. Conflicts between employee's and their
supervisors can cause especially stressful situations within the workplace. "The severity of job stress
depends on the magnitude of the demands that are being made and the individual's sense of control
or decision–making latitude he or she has in dealing with them (American Institute of Stress, 2014,
para.3)."
Lets begin with the dealers inside JC's casino. As mentioned before, their supervisor is overbearing,
toxic, and evil. Based on that alone,

Effects of Retention Strategies on Employee Turnover
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RESEARCH PROPOSAL THE EFFECT OF ORGANIZATIONAL RETENTION STRATEGIES
ON EMPLOYEE TURNOVER (A Case Study of the Kenyan Courts–Mombasa Law Courts)
PRESENTED BY NAME: SUPERVISED BY: DATE PRESENTED: ABSTRACT This paper
presents some of the existing institutional retention strategies and tries to point out their effect on
employee turnover. The study intends to establish how recognition and rewards, induction
programmes, the working environment and training and career management opportunities influence
... Show more content on Helpwriting.net ...
The turnover of key employees will mean loss in productivity, loss of customers, damaged morale,
damaged organization image, destabilized business and incurring costs associated with separation,
hiring and training, all which will affect the organization's overall performance. Powerful leaders
know that the success of their company is built on the quality of their people (Cheryl Cran,
http://www.cherylcran.com/). Thus retaining top or key performers is critical to the long term health
and success of the business. To counter turnover and its resulting effects, concerted action is
required to retain talented people. Organizations must therefore work on their employee value
proposition. An organization's employee value proposition consists of what an organization has to
offer that prospective or existing employees would value and which would help to persuade them to
join or remain with the business (Armstrong 2009). It will include remuneration – which is
important but can be over–emphasized compared with other elements that are non–financial in
nature. These non–financial factors may be crucial in attracting and retaining people and include the
attractiveness of the organization, the degree to which it acts responsibly, respect – diversity and
inclusion, work–life balance and opportunities for personal and professional growth. The aim is to
become an employer of choice, a firm people want to work and stay with. The study will analyse the
effects of some of the

Employee Retention At Walmart
INTRODUCTION Wal–Mart is the highest revenue generating organisation in the world (Forbes,
2014). According to WalMart's annual report (2014), the company owns 6,100 stores in 27
countries. It employees 2.2 million people around the globe. Wal–Mart is the third largest employer
in the world with US Department of Defence and Chines Army being first and second biggest
respectively (Alexander, 2012). Wal–Mart employees 2.2 million people globally (Wal–Mart, 2014).
Despite its size and global presence the company has not been able to create its image as a good
employer. Hence the employee retention rate is very low. The purpose of this report is to propose a
research to find out the reasons behind the poor employee retention rate. PROBLEM ... Show more
7. Wal–Mart has to provide great customer service. It can only be made possible if the reward
system of the company encourages the same. The research will align the reward system and ultimate
goals of Wal–Mart. 8. The overall market position of Wal–Mart will also improve as a result of all
the above. LITERATURE REVIEW: Human resource professionals and academics can be broadly
divided into two groups. The first group advocates that only monetary benefits would motivate and
ultimately retain employees whereas the second group considers intrinsic motivators more important
than salary, bonus and other monetary perks. Michael Armstrong in his book 'Human resource
management practice' discusses that reward system must encourage employees to achieve corporate
objectives (Armstrong, 2003, pp. 613–630). The writer believes that employees remain motivated if
they are rewarded to achieve goals of a company. And when they are motivated they will stay with a
company. Taylor and the Instrumentality theory also support Armstrong's approach (Armstrong,
2003, pp. 217–230). According to both of these theories 'people only work for money' and 'one
action gives rise to another'. That means if people are rewarded they will be motivated and if they
are motivated they will not leave a company. However Taylors completely ignores social needs of
human beings and confuses them with machines. Other academics hold completely different view
about retention and

Employee Retention Techniques
Chapter – i INTRODUCTION OF THE STUDY 1 CHAPTER I INTRODUCTION OF THE
STUDY 1. Introduction The project work titled, "A Study on Employee Retention Techniques
among employes in Salem District Milk Producers Union Limited". The main objective of this study
is to evaluate the employee turnover level of the company. Employee is not an economic factor but a
total personality having his own feelings and a sense of responsibilities towards his family, the
industry and the nation. The worker has a vital role in increasing productivity and management has
to create conditions in which worker can make their maximum contribution towards the objectives
of fulfilling the essential ... Show more content on Helpwriting.net ...
Chapter–III The third chapter deals with the research methodology that contain the research design,
sampling detail, data collection details, tools which is used in the study. Chapter–IV The fourth
chapter deals with the analysis and interpretation of data. Chapter–V The fifth chapter highlights the
findings, suggestions, recommendation and conclusion. CHAPTER – II CONCEPTS AND
REVIEW 7 CHAPTER II Concept and review of literature 2.1. Concept of employee retention
techniques Retention will be a challenge, according to a recent study. Retention requires a
competitive salary and great benefits. However, retention of your best requires a whole lot more.
Employee involvement, recognition, advancement, development and pay based on performance just
get you started in your quest to retain your best. An employee retention program boosts the bottom
line and improves customer Satisfaction. Employers know only too well the tightening effect that
continued growth has had on the labor market. Human resources publications constantly are regaling
employers with tales of employers competing for scarce employees using techniques like allowing
employees to bring their pets to work or hosting job fairs for convicts. Losing key employees

Employee Retention Program Analysis
& Hacooun, 2015, p.7). Adding this type of program can help increase satisfaction from patients,
increase effectiveness of practices used within the hospital, and hopefully increase employee
retention.
In addition, there are multiple benefits to the employees that undergo proper training with their
workplace. The first are intrinsic benefits which are when employees result in having better
knowledge and more developed skills which improve their work overall (Saks & Hacooun, 2015,
p.10). Next are extrinsic benefits which include being rewarded by the organization for having a
higher degree of knowledge and abilities and applying them to their work. This can also result in
more job security and more opportunities for promotions (Saks & Hacooun, 2015, p.10). ... Show
more content on Helpwriting.net ...
By creating more training opportunities within the organization for employees, the hospital is
offering the society more opportunities to be more educated and skilled, which employees can then
use within their personal lives as well. Furthermore, by education the population, the hospital is
giving their employees the opportunity to improve their living standards through higher wages and a
better economy (Saks & Hacooun, 2015, p.11).
Modestly as training can benefit a hospital, if it is not done properly it can also be detrimental.
Employees that are trained improperly can result in bad work, more errors, requiring more
supervision, less positive attitudes, and this could create a bad image of the overall organization
(Saks & Hacooun, 2015, p.8). Implementing an ineffective training program can create a decrease in
satisfaction from patients which could create less patient flow for the hospital and decrease its

ABSTRACT
Employee Retention is the biggest challenge that Human Resource Management is facing today. The
uncertainty of a changing economy, increasing competition and diversity in the workplace has
compelled the organizations to hold on to their top performers at whatever cost they have to pay. It
is a very difficult task for the recruiters to hire professionals with right skills set all over again. Thus
the focus has shifted from numbers' to 'quality' and from 'recruitment' to 'retention. So for his
companies
The two telecommunication service providers selected for this study are BSNL and VODAFONE.
The aim of the research is to provide an insight into the rapidly emerging issue of employee turnover
in the telecom sector of India, ... Show more content on Helpwriting.net ...
61
5.1 Conclusion........................................................................................61
5.2 Limitation of study..............................................................................62
5.3 Scope for Future work.........................................................................62
REFERENCES....................................................................................63
APPENDIX I.......................................................................................65
APPENDIX II......................................................................................67
List of Figures
Figure 1– BI Enviornment.........................................................................24
Figure 2– Broad concept of the term BI.........................................................26
Figure 3– Business Intelligence Stages..........................................................29
Figure 4–Benefits of Business Intelligence.....................................................35
Figure 5– Business Intelligence maturity Level of BSNL....................................59
Figure 6– Business Intelligence maturity Level of VODAFONE............................60
List of Tables
Table 1– Description and Definition of Retention Factors..................................13
Table 2– The TDWI institute (2005) proposes a six–stage BI maturity model.............28
Table 3–Advance Opportunities analysis in BSNL.............................................44
Table 4–Advance Opportunities analysis in

Casino Employee Retention
Casino Employee Retention
Successful employee retention is one of the most important and challenging jobs of a manager in
any business. Skilled professionals are in high demand, hiring and keeping talent can be difficult for
many businesses including casino industry. As someone who worked in a casino business for 26
years, I have witnessed the repercussions of employee turnover. Casino employee turnover costs
company money, time, and productivity, hence the managers seek to meet workers expectations in
terms of schedule, compensation, and overall job satisfaction.
Problems of High Turnover
According to Robinson & Associates, Inc., a gaming industry consulting firm, casino executives
struggling with a high level of employee turnover (Annapolis). ... Show more content on
Helpwriting.net ...
It is often an internal issue, as some people may leave one department to work in another with better
compensation. Casinos employ a range of positions, all with pay starting at minimum wage and
rising to six figures. A lower compensated employee will see an opportunity and move to another
department with higher pay. For example, cash operations personnel can leave to become dealers.
Thus, cash operations department has a high turnover rate while the retention of higher paid dealers
is not an issue for the table games department. This can be addressed my compensating lower paid
employees with better benefits packages or end of the year bonuses. Casinos must be one of the few
businesses where subordinates earn more money than their supervisors or managers. In most casinos
dealer's salary is minimum wage, however, most of their earnings come from gratuities. In contrast,
supervisors and managers have salary or wages and are not allowed to receive gratuities. To close
the gap in earnings management usually gets end of the year bonus that consists of 10–15% of their
annual salary. However, having a good salary isn't always a deciding factor if the employee stays
with the company. Additional components of good compensation package

Employee Retention And Turnover Rate
Employee Retention and Turnover
Employee retention could be described as the efforts by any business or organization to develop
strategies and initiatives that support current staff into remaining with the organization. Retention is
"the ability to hold onto those employees you would want to keep for longer than your competition"
(Johnson, 2000). Success or otherwise of an organization in retaining its employee's is measured in
terms of Employee Retention Rate (ERR) or through assessment of the Employee Turnover Rate
(ETR). High employee retention rate means that employee turnover rate has been low and vice
versa. Companies today are interested in retaining valuable employees and good employees are
increasingly becoming more difficult ... Show more content on Helpwriting.net ...
Similarly, Silverthorne (2004) notes that, "turnover causes significant expense to an organization,"
including direct costs of replacing an employee and indirect cost related to loss of experience and
lowered productivity. These costs have important implications for an organization, notes
Silverthorne, and anything that can be done to reduce turnover will lead to significant benefits to an
organization.
Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012).
Organizational performance can be credited with the identification and selection of the most talented
individuals. An employee with high potential suggests that there is a future viability that is not
present in the existing workforce (Yarnall, 2011). An appropriately structured recruitment strategy is
essential for the future success of an organization and at times can determine whether that
organization will grow or recede during a particular economic period. A successful recruiting
strategy can improve recruiting effectiveness by 30% and reduce the time to fill that position by
28% (CEB, 2012). It is clear that whatever recruitment strategy is being used, the desired outcome
has not been reached. This study examines recruitments strategies and their correlation on retention
with the desire of finding the method

Dissertation on Employee Retention Techniques
EMPLOYEE RETENSION AND HUMAN RESOURCE MANAGEMENT A CASE STUDY OF
ICELAND UNITED KINGDOM, ENGLAND, LONDON (STORES: LAYTONSTONE &
GANTS HILL). By MBA STUDENT ADNAN USMAN STUDENT NUMBER: 109811 A
DISSERTATION PRESENTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR
THE DEGREE MASTER OF BUSINESS ADMINISTRATION (MBA) UNIVERSITY OF
SUNDERLAND SEPTEMBER 2011 –––––––––––––––––––––––––––––––––––––––––––––––––
Declaration The work I have submitted is my own effort. I certify that all the material in this
Dissertation, which is not my own work, has been identified and acknowledged. No materials are
included for which a degree has been previously conferred upon me. MBA STUDENT ADNAN
USMAN Date: 18/01/2012 ... Show more content on Helpwriting.net ...
Challenging Work Assignment and Opportunities (CWAO): 55 5.3.4 Remuneration and Recognition
(RR): 56 5.3.5 Intent to stay (IS): 58 5.4 Summary of Descriptive Analysis: 58 5.4.1 Inferential
Analysis: 59 5.4.2 Explanation of Questionnaire and Coding of Data for Correlations

Benefits Of Employee Satisfaction And Retention
Employee Satisfaction and Retention
Maintaining employee satisfaction is an important part of running a successful organization in
today's fast paced economy. Satisfied employees bring innovative ideas spurring growth for
companies. Without a content and motivated workforce companies face stagnation and are at risk of
being out–performed by their competitors. In the modern workplace employers must invest in more
than just salary to ensure employee satisfaction and retention, studies show that employees are
looking for positions in companies that provide family benefits, job enrichment programs and
workplace flexibility.
Many companies are finding that family benefits are an important factor in employee satisfaction
and retention. This trend did not go unnoticed by the mail order and steaming movie company
Netflix. Netflix recently announced changes to their benefits packages as a result of this trend. The
changes to Netflix's benefits package now allow employees to take up to a year of paid parental
leave while maintaining full benefits. According to Netflix's Chief Talent Officer Tawni Cranz,
"Netflix's continued success hinges on us competing for and keeping the most talented individuals in
their field. Experience shows people perform better at work when they're not worrying about home".
(as cited in Miller, Netflix 's Year–Long Paid Paretnal Leave Sets New Bar, 2015). As new
employees join the workforce they are looking for positions in organizations that provide

Key Factors For Employee Retention
Talent Retention Means Profit Maximisation Today, profit maximisation is the aim of every
commercial organisation which can be achieved only through its people. High turnover in the sales
and account department is always a reason to proud for businesses, contrary to this, high turnover of
employees is a big concern which requires immediate attention of the HR managers, particularly in
the small and midsized companies. High employee turnover rate severely affects the performance as
well as the reputation of a firm in the long run, it inflicts unnecessary cost burden and retards the
overall growth of an organisation. Low investment and high productivity is the success mantra of
present times people centric organisations in both service and manufacturing ... Show more content
on Helpwriting.net ...
Build An Exciting Company That Does Something Big Attracting top talent starts with building a
business that people want to be part of, says Robert Hatta, talent partner at Drive Capital, which
invests in Midwest companies. Everything else, including where a startup is located, is secondary,
he says. although strong co–worker relations are important, the relationship an employee has with
their direct line manager is central. Trust, honesty and confidence all must be instilled in order to
ensure performance. 2. Define Yourself Before You Hire , The Hiring Process Should Reflect Your
Culture – an often overlooked element of a business can be its cultural environment. Having a
healthy and happy workplace is also a large contributor to talent retention. Prioritizing your
employees' needs (not just extracting value from them) signals you care, which in turn will help
increase engagement and retention. According to recent research, the leading career need is related
to development and growth. Consider the fact that 58 percent of millennials cite career growth and
professional development as their primary career goal. Further, a lack of growth is the leading
reason employees leave their current

Training Managers to Improve Employee Retention
Training Managers to Improve Employee Retention
The goal of virtually every business operating today is essentially the same: to make money. When it
comes to the fine art of turning a profit, there are as many different factors that influence whether or
not a company makes money as there are ways to make it. All successful companies begin by hiring
people who best fit the position, and in the modern–day world of business, a considerable amount of
time, effort, or money is invested in this endeavor. Once a stellar candidate has been hired, however,
it does the company no good if, six months down the road, they quit because the working
environment turned out not to be the right fit for them. Employees may leave a company for many ...
Employees were asked to rank certain aspects of their jobs from 1 to 10 by importance. Managers
were then asked to rank the same job aspects according to what they thought was most important to
their employees. The results show that discrepancies between manager opinion and employee fact
have existed for decades (Employee Retention Headquarters, 2001).
Tools of the Training Trade
Clearly, there is a need for managers to become more involved in retention, and fortunately there is
hope for companies that are struggling with high rates of turnover related to management problems.
A variety of organizations offer training that is designed to help managers perform better, in the
form of seminars, multimedia training presentations, and in–house training programs, to name a few.
Some companies also offer training that can be done exclusively online, mitigating such costs as
travel, lodging, lost productivity, and other expenses that are inherent in sending employees away to
a training seminar. Management training can also be tailored to meet the specific needs of a business
to maximize its benefits. Federal Express, the global shipping company, found that training oriented
toward empowering their front line managers to meet the needs of subordinates themselves without
turning to the HR department, best meshed with the business model of their operations in Asia.
(Cafolla, Every manager is an HR manager,

Employee Retention, Employee Performance Management
Abstract
Effective staff management is essential to ensuring your workplace runs smoothly and efficiently,
and that the right employees are in the right positions (McQuerrey, 2015). This research looks at the
top five staffing issues companies have when looking for potential employees. Through the research
process I used several qualified articles, journals, books and websites. I will discuss topics such as
employee retention, employee performance management, employee training and development,
outsourcing and termination of services. I will also include a recommendation based from the
research provided. All the human resource activities are dependent on the cost–benefit analysis
whereby the employment and retentions of the employees ... Show more content on Helpwriting.net
...
Performance management is collaborative such that the expectations of the management of a certain
employee have to be set by discussion and consultation between the organization 's management and
the worker such that the performance standards are set and attainable according to the capabilities of
the employee (Mondy, Noe & Gowan, 2005). Performance management consists of a cycle of
interrelated activities. The first stage of the cycle is the clarification of expectations. Employees
have to be involved at this point since it is the main determinant of their actions. This stage focuses
on the setting of the goals and standards of the evaluation of performance that are both attainable
and realistic according to the capabilities of the employee. The second stage in the performance
management cycle is the planning and development of the performance. The stage concerns itself
with the actual actions that the employees will undertake in order to reach their key performance
indicators in their respective result areas. The performance management planning acts as the basis of
control on the performance. The third step is the monitoring of the performance. Performance
management has to be conducted as an ongoing case for the attainment of the overall goals of the
organization. Current performance management helps in the creation of the right information
concerning the performance of a certain group. It is also the primary basis for the evaluation of the

Literature Review On Employee Retention
Literature review
Compensation and employee retention
Employees always want to be paid well for the job they do, both for their self–esteem and as a
practical means to living. The importance of compensation in employee retention depends on the
type of job they do and field of employment they are in. Compensation does not only include the
basic salary, but also some benefits and other remunerations.
In her article, Barbara Bean (2017) gives an insight on how to retain employees like nurses into their
jobs. She further explains that to get employees retain their job positions and even improve their
service deliver, compensation should be considered. Keeping the salaries competitive with those
performing similar work regardless of their fields ... Show more content on Helpwriting.net ...
R. (1989). Personnel management in critical care nursing. Baltimore: Williams & Wilkins.
Creasia, J. L., & Parker, B. (2001). Conceptual foundations of professional nursing practice. St.
Louis, Mo: Mosby.
How Does Compensation Affect Employee Retention?. (2017). Smallbusiness.chron.com. Retrieved
24 May 2017, from http://smallbusiness.chron.com/compensation–affect–employee–retention–
61399.html
Herzberg – Motivation–Hygiene Theory. (2017). Netmba.com. Retrieved 25 May 2017, from
http://www.netmba.com/mgmt/ob/motivation/herzberg/
Salary Structures: Creating Competitive and Equitable Pay Levels. (2017). SHRM. Retrieved 25
May 2017, from

Essay On Employee Retention
RECRUITING AND RETAINING EMPLOYEES IN A SEASONAL ENVIRONMENT November
1, 2011 Many organizations do not have the luxury of having a constant demand in their businesses.
Some companies face a large increase in business for the holiday season, summer vacation, or for a
major event throughout the year. These predictable trends allow many businesses to hire additional
employees to help with the demand. The organizations are then forced to lay several employees off
when the demand returns to a normal level. This paper focuses on where organizations with a large
increase in seasonal demand can recruit new employees and what programs they can create to help
increase employee retention. Solutions include working with temporary ... Show more content on
Helpwriting.net ...
Timing and the duration of the exchange also need to be similar to other companies that participate
in the program. Employees need to be willing to work the entire duration of the assignment.
Interviews between the employees and the participating companies need to take place along with a
tour and preview of the facilities. Contractual agreements are drafted and signed by all parties
involved. The agreements prevent companies from hiring employees on a full–time basis and are
designed to prevent litigation caused by the Employee Exchange Program. After the exchange,
employee evaluations are conducted at the partnering companies. Finally, interviews take place with
employees to assess where improvements can be made in the Employee Exchange Program. The
evaluations and interviews provide an open form of communication between the managers of each
company. It gives a good understanding of how employees and the effectiveness of the program are
working (Employee Exchange, 2011, p. 3–5). J–1 Visa Program Many seasonal companies use
foreign employees to fill jobs on a seasonal or temporary basis. Foreign workers are perfect for
many different types of companies and industries. A foreign labor market can be highly skilled,
technically trained, involved in a post–secondary education, or can provide a highly productive
labor–intensive workforce. "An alien employee is any employee working in the United

Employee Orientation And Training For Employee Retention...
Learning objectives– Effectively their new employee orientation and training can pay big dividends
in employee retention, employee engagement, corporate culture and customer satisfaction. Worth
just to start taking customer service training. Employees who received the right customer training
and welcomed at the beginning of his career on the choice of employer feel a good feeling to serve,
pass quickly with colleagues and peers, and easy to carry new ideas. team right direction will also
talk about your business to your family and friends. They will show more confidence in customers,
business partners and suppliers. Those who do not have the right to start not tend to stay long, either.
High staff turnover means that you always have to rent geared to recruit and train new employees.
The turnover rate also takes a high toll on the morale of those who remain behind. When people
leave your organization who they will inevitably ask remain when they have to find a new job, too.
A guidance training program and customer service solid customer can reduce turnover. Learning
sequence Training session Safety in the SESSION SUGGESTED CONTENT OF SESSION Week
Introduction to the Dominos Person Responsible store Manager–Mr Roy at head quarter Mission,
Vision, Objectives of work area 1st week Introduction to other members of staff Person Responsible
store manager–Mr Roy at head quarter Go through organisation chart Discuss roles and
responsibilities of staff in general

Theories Of Employee Retention
Here in the United States, there has been an emerging issue that has challenged management within
the workforce. That issue is simply put is employee retention. With so many at will employment
options out there, fierce competition amongst business and those businesses looking to operate more
efficiently with less staff, employee retention has become an issue. So we have to ask ourselves how
do we combat this issue? This issue is a very complex one here in America because of the melting
pot we are with cultures, beliefs, structures, restrictions, affirmative action and etc. Throughout our
studies the research has shown that thriving organizations will be the ones that adopt and emplace an
organizational behavior model that focuses on being ... Show more content on Helpwriting.net ...
Fourth would be how to overcome low motivation. With these factors, ideas of how to communicate
the plan within the organization must be implemented. The Sheriff has hired an expert advisor in the
field of "Effective law enforcement organizational planning when understaffed" to achieve the
aforementioned. For the purpose of this paper let's say that I will be this expert.
One of the key factors for retention strategy and hiring of new employees goes far and beyond a
competitive benefits package and salary. However the latter is very much so important and would
need to be addressed. After brief study of surrounding law enforcement agencies I have come to the
conclusion that MCSO is behind a little when it comes to compensation and benefits. The
neighboring county of Palm Beach has a starting salary of $47,220 for law enforcement positions
(Sentinel, A. R. 2014). This is approximately a full $7,000 more than MCSO's starting salary. Not to
mention the Fire Department within Martin County has a starting salary around $48,000. In my
professional opinion public service is public service and both the fire department and sheriff's office
fall under this umbrella. There needs to be more parity here because it seems to be a common
complaint amongst the employees of the sheriff's office which negatively affects motivation and
morale.
Research suggest that employees rank recognition, flexibility and training as top priorities for
prolonging

Chapter 1 Introduction 1.1 INTRODUCTION In these changing times both the employee &
employer are under tremendous pressure to perform. There is fierce competition not only in the
industry but also across categories. This new liberalized cutting edge technology driven environment
has made employee retention mind–boggling. The fast pacing change across the globe has made the
new employee & employer relationship irreversible. However all corporations not only in IT sector
but also traditional manufacturing sector are attempting to stem attrition. This paper attempts to
unravel this paradox & study the various facets that surround this burning issue i.e. * factors that
make employees stay in a organization * reasons why they leave ... Show more content on
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This in turn helps the management to formulate suitable policy to maintain longer and more fruitful
relationships with its employees. The study is directly beneficial to the researcher in developing the
ability to apply multidisciplinary concepts, tools and techniques to reach the findings of the study
1.4 Limitations of the study The limitations of the study are the following * The data was collected
through questionnaire. The responds from the respondents may not be accurate. * The sample taken
for the study was only 50 and the results drawn may not be accurate. * Since the organization has
strict control, it acts as another barrier for getting data. * Another difficulty was very limited time–
span of the project. * Lack of experience of Researcher. * Environmental factors, such as
socioeconomic status and work attendance were not controlled, and that created many variables
within the research. 1.5 Research Questions Specifically this study will address the following
questions: 1. What significant causes of high staff turnover in Jindal Power Limited were
determined? 2. What specific alternatives or retention strategies can be done to help lower the staff
turnover in the organization? 1.6 Assumptions The research was based on the following
assumptions: (a) all participants were utilizing the correct procedures as outlined in the guidelines
for the specific methodology employed, and (b) all participants will answer questions honestly to the

Benefits And Benefits Of Employee Retention
Employee Retention: Employees subject to an employer restructuring process may become stressed
or distrustful of their employer, its management and their coworkers. Restructuring may cause
sudden departures of coworkers and management. Human Resources Management is responsible for
convincing remaining employees to stay with the organization. Employee retention efforts may
include bonuses, employee training, internal promotion opportunities and improving workplace
policies and procedures. Although restructuring resulting from falling profits are unlikely to provide
salary increases, such restructuring may provide employees with incentives such as additional time
off, flexible work schedules or on–site amenities. Human Resources Management is accountable for
researching, recommending and implementing employee retention strategies during restructuring.
Compensation Benefits: Human Resources Management is responsible for designing a well–planned
compensation system during restructuring that would benefit the employee and the organization. An
effective compensation benefit package consist of base compensation which is fixed pay received on
a weekly or monthly regular basis; an incentive pay is for job performance; benefit or indirect
compensation which include health benefits , vacation, and privileges. Outplacement Services:
Emotional support. This service is available to employees to help cope with the emotions of job loss,
shock, anger, denial, and lowered

Employee Retention Analysis
|
List of Contents
|1. |Executive Summary |
| |About company |
|2. |Company profile |
|3. |Jindal group profile |
|4. |JSPL awards & recognitions |
| |Literature Review |
|5. | HRD at JSPL ... Show more content on Helpwriting.net ...
Mergers and acquisitions are also very common in steel industry. The need for a better and improved
system is a must for any industry.
INDUSTRY PROFILE
[pic]
An overview: The steel industry
The Indian Steel industry is almost 100 years old now. Till 1990, the Indian steel industry operated
under a regulated environment with insulated markets and large–scale capacities reserved for the
public sector. Production and prices were determined and regulated by the Government, while SAIL
and Tata Steel were the main producers, the latter being the only private player. The industry took its
first faltering steps in 1907 with the setup of the first integrated steel plant in Jamshedpur by TISCO.
Since then the Indian steel industry has emerged as one of the core sectors in the Indian economy
with a very significant impact on economic growth.
The 90's were a very tumultuous time for the Indian economy 1992 saw India takes its first steps
towards economic liberalization. Along with the opening up of the economy Indian Steel also saw
the entry of a number of domestic players. Private investment flowed into the industry adding fresh
capacities. The major growth came after economic liberalization in 1992. Steel production and
consumption, which were earlier controlled by government, were liberalized. This encouraged the
growth of private enterprises that were further responsible for the growth of the industry, especially

Employee Retention : Employee Management
Employee Retention Chapter 1: Introduction This research design is about employee retention.High
employee turnover cost businesses times and productivity.This paper covers the reasoning behind
employee turnover.It also covers methods and strategies to prevent and reduce a high turnover. After
all employees can make or break a company. Problem: High Employee Turnover Questions: What
keeps employees satisfied? What causes employees to leave? What does it take to keep employees?
This study is important because employee turnover cost time,productivity and money. Delimitation:
An example of the outcomes of one of the strategies used.I did not because there are a variety of
different strategies and one outcome works best depends on the ... Show more content on
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" 1. We need to develop a "retention mindset": employee mobility is here to stay, and we must learn
to manage it, not resist it. 2. No "strategy" can make people stay. 3. People stay where they feel at
home. 4. Effective retention strategies focus on building a welcoming environment where people
want to stay."(leslie 23) The following are fundamentals needed to retain employees; They have a
need to feel worthy and respected, there is a need for trust, there is a need for hope, the need to feel
worthy and respected and the need to feel competent as their skills build. They need to feel that they
can grow with the company professionally. Salary increases over time are very important to workers
and other benefit perks. Being assured that your hard work, dedication and commitment are
appreciated is important to retain employees. Having a job that you are able to utilize your skills to
handle the challenges that the company faces is important to employees. One of the biggest
challenges in a company is defining the best in human resource structures. Before the recruitment
starts there needs. It is important to look

Major Factors Of Employee Retention

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