Table of Contents
1 Introduction 2
2 Retention and Its Significance 3
3 Organisational Retention Best Practices 5
3.1 Recruitment 5
3.2 Reward and Recognition 6
3.2.1 Compensation 7
3.2.2 Non-Monetary Recognition 8
3.3 Leadership Influence on Employee Retention 9
3.4 Organisational Culture and Retention 11
4 Conclusion 13
5 Bibliography 15
1 Introduction
The extent to which the implementation and exploitation of Human Resource (HR) strategies, tools and paradigms positively contribute to organisational productivity, is virtually undisputed. Of course, benefits can only be realised if the implemented practices are consistent with the organisational culture and if a fit between the HRM paradigm and the intra and extra-organisational environments has been attained. Assuming that both of the aforementioned conditions have been satisfied and returning to the initial contention (undisputed benefits), the question is how and why are these benefits realised?
The list of the benefits which organisations can accrue following the implementation of HR practices includes employee retention, lower absenteeism rates, higher levels of employee satisfaction and increased employee productivity and commitment, among others. The means by which to realise these benefits include employee training and development. Given the virtual impossibility of discussing all of the mentioned benefits in the allocated space and considering that each one deserves and demands attention, one area was selected for critical analysis: employee retention. Through reference to training and development, this paper will discuss four key areas of employee retention. These are retention and its significance, organisational retention best practices, leadership influence on retention and organisational culture and retention. The extent to which employee training and development practices relates to each one of these four areas and the role they play in the realisation of the benefits which employee retention promises, will be clearly articulated. Indeed, as this essay will argue and illustrate, effective and efficient people resourcing strategies may be defined as the foundations upon which profitable and productive organisations are built.
2 Retention and Its Significance
Retention strategies encompass all organisational activities that promote and encourage employee engagement and commitment to its current workplace. The Harvard Business Essentials (2002) defined retention as the “converse of turnover – turnover being the sum of voluntary and involuntary separations between an employee and his or her company” (p. 60). When non-performers leave and performers stay, retention is identified as functional, and can in fact assist organisations to increase optimal performance (Johnson et al., 2000). In direct comparison, when performers leave and non-performers stay, retention is highly dysfunctional, and damages organisational innovation and performance (Abbasi and Hollman, 2000). The implication here is that productivity and profitability are inextricably intertwined, not with retention per se but with functional retention. It is within the context of the stated that retention emerges as one of the more important of the many people resourcing activities and a key concern among human resource management practitioners.
In addition to retaining employees to sustain business operations, retention is critical to maintain an organisation’s competitive edge. In today’s economy, intellectual capital and knowledge management are significant indicators of success (Bogdanowicz and Bailey, 2002), and businesses need to retain employees with the right skills and abilities, in order to maintain their competitive advantage. Unfortunately, voluntary turnover not only causes a talent gap in an organisation, it also often results in employees moving to competing firms, and sharing their skills and knowledge with competitors (Stove1 and Bontis, 2002). Indeed, studies have indicated that nnecessary employee turnover costs organisations needless expenses, amounting to “an estimated 1.5 to 2.5 times annual salary for each person who quits” (Solomon, as cited in Rust, Stewart, Miller, and Pielack, 1996, p. 63).
Proceeding from the above stated, the fact that the management of retention is vital to organisational success is virtually uncontested. This is all the more true when considering that voluntary turnover affects organisations in a variety of subtle ways. For instance, turnover issues expended time and energy that recruiters, and in the case of small businesses, managers, were able to dedicate to moving forward with organisational objectives (Buck and Watson, 2002). This is in addition to other expenses including loss of training time, loss of human and relational capital, and other explicit and implicit costs. Added to that, not only has employee turnover been found to jeopardize the working conditions of existing employees but that “dysfunctional turnover correlates with a decline in morale and productivity among the employees who remain with the organisation” (Buck and Watson, 2002, p. 177).
On the basis of the foregoing overview of the importance of retention practices, it is evident that organisations need to adopt retention best practices’ guidelines as a strategy for accruing the said benefits and avoiding the defined costs. It is thus that the succeeding section will present a detailed analysis of retention best practices, as deduced from the academic literature on the topic, and highlight the role of training and development therein.
[To be continued...]
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Most of the cases we end up with just the person’s name and you want to find that person’s cell phone number. There could be many reasons for this. It could be that you just forgot to ask his/her number or it could be that there is a fantastic business opportunity you don’t want to miss on and all you have is a name. There are many ways you could go about finding the person’s number and some of them are free while some are not. In this article we will take a look at both the different methods.
In order to find a person’s cell phone number, the simplest way to do it would be to pick up the telephone directory, look up the name in the directory and find the number. This would be about the easiest way you could go about finding a person’s cell phone number. If you do not find the particular person’s number you could look up the white page, which is a telephone directory over the web. If the person you are looking for is into any kind of business, his/her name would be most likely listed in the website. However, it is not necessary that person you are looking for is into business and you won’t find the number. There are other ways to find a person’s cell phone number.
Another method to find a person’s cell phone number is to make use of a website that specializes in listing peoples names and their phone numbers. There are 2 kinds of sites that offer these kinds of services and both of them for free. One kind is the private websites like searchdetective.net that allow you to find a person’s phone number for free. Mostly, these are networking sites and you could find a person’s number. The second kind is a government website that is actually a database of all the phone numbers in a particular country. One such new website is National Registry of Cellular phone numbers or NRCPN that contain all the cell phone users in US and Canada. One can avail this service for free and get authentic, fool-proof data for free.
If these above mentioned methods fail and you still want to find the person’s cell phone number you could use a paid service, but be ready to pay a hefty amount as these site sometimes charge up to $175 just to find out the person’s number. Although, these sites can find a person’s number be sure to evaluate the various services and choose the best one. A good service will not only allow you to search unlisted cell phone numbers, but also provide access to wide national records database that include house checks, marriage records and will review all other kinds of information in order to provide a complete and thorough background check.
So these are the various methods you can use to find a person’s number. Anyone can use these methods and almost certainly find a person’s cell phone number.
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To put things in perspective the human resource department is plagued by a multitude of tasks and responsibilities. It would be best to say that they are the busiest work group in a company. They handle the creation and implementation of policies and regulations that comply with labor laws, recruitment of manpower, organizational structure and development, management of performance and conduct, employee relations, employee records filing and confidentiality, compensation and benefits, training and development and employee retention.
Companies today face a great challenge in attracting the talent pool they desire because of a highly competitive and dynamic market place especially in such a time where businesses have expanded solely to the web and e-commerce. But the power of the web need not be a nemesis as it can make it easy to reach out to the highly-skilled individuals you would like to employ. It is, in fact, a valuable tool. Companies have recognized this because the time of employee referrals, walk-in applicants and job ad postings on newspapers have just become extinct.
Recruitment and onboarding software is exactly what you need to be able to face to the current trend of employment. Although it was not created intentionally for this specific purpose, it addresses exactly what the human resource needs are today. That is, people. Not only is the internet the only place where job seekers find employment vacancies nowadays, it is also where they apply directly online. Imagine having to pour over thousands of resumes online.
Recruitment software takes care of this by using an applicant tracking system stream lined to your company goals. It attracts exactly the right candidate with the use of online exams and assessments that can effectively identify your ideal employee amidst masses of applicants. Standardized online exams are an option you may utilize for this process but to further tackle the issue of a qualifications and capability, you are also given the opportunity to align and customize the sets of assessments given to your own standards. This allows you to cut down on the time you look at profiles of top talents in half and fill in the job vacancy quickly signifying huge savings on your recruitment budget. An added convenience in using an online tool for you HR needs is that these are accessible on the go especially in today’s mobile influence where one of the standards set for smart phones is internet access.
A successful recruitment process can be finished with onboarding. Onboarding is the process where in a new hire employee is inducted and welcomed to the organization, usually on the first few days of work. It makes or breaks an employee’s perspective of the company he joins and will create a lasting impression he or she will ever have of your organization. This is the point where he decides on the longevity of the term he or she plans to serve you and realizes if he or she fits in socially. It is vital that an organization makes this experience unforgettable as it ensures your return on investment by reducing rehiring costs, maximizing productivity and increasing initiative.
The beauty of using onboarding software for this purpose is the customization it allows, eliminating the unnecessary cost of office supplies and the amount of time that can be saved pouring over manuals alone. It ensures that every tool an employee needs on his or her first day at work is prepared, such as online company manuals, logins to various programs they may need, employee access cards and a work station. Software helps in decreasing information overload as you can use more visual data for easier and better understanding in processes and tasks an employee needs to know. In the same way, the simplest method a new employee can enter his or her information in various legal forms just once through the use of software will always be greatly appreciated. No one wants to manually go through a bunch of papers signing all day. This allows for more time to better understand the work environment, explore the office grounds and engage with his or her co-workers. Always remember that impressions and relationships made on the first day are forged in stone. Why this is crucial is just never stressed enough.
Your human resources needs are answered with the use of a perfect onboarding and recruitment software. You never know, you might be looking at your next CEO.
Kathryn Dawson writes articles about how the outcome of your business will rely on the effectiveness of your human resources department. Many companies spend thousands of dollars each year but are still unable to hire the right person for the right job. Hiring decisions made by recruitment software can help you whittle down the pile of applications to a handful of potentials, where the onboarding process will take over once a candidate is hired.
In the profitable world of business, companies should not neglect their social responsibility. This should form part of the integral function and duties of a company. The societies in which companies operate have the right to a healthy environment, a risk free community, a safe place for people. It is with this passion that companies should have policies that safeguard the welfare of the environment. Specific policies can be on minimizing air pollution, recycling, reducing power usage, proper waste management and disposal, and hygienic water system.
Manufacturing companies should focus on policies that promote clean air. Amidst the need for proper production, these companies could use alternative solutions to use in running machines. A cleaner gas or oil could be used to avoid the black smoke usually seen in manufacturing plants. Perhaps companies can come up a more ecology friendly way of operating their huge machines.
Recycling is becoming prevalent. This is a good indicator that people and companies are becoming aware of the hazards that are at hand. This can cut down the number of timber and trees being used for the production of paper, pencils, and even plastics.
Reduction in power consumption is also vital. This helps power plants to maintain required power reserves. This also minimizes the harmful emissions from lights and power operated machines.
Proper waste management and disposal is everybody’s concern. People would want to live and work in a healthy and clean environment. This also minimizes the spread of diseases and water contamination. Proper sewerage systems must also be given attention.
Given these threats in the environment, companies are aware that they should act accordingly and consider using the expertise of an environmental consultant. Health and safety consultancy services also play a role in consultancy for business in ensuring a safe working environment for employees. Consultancy services offer a wide range of options for companies. They help assess and manage the problems of a company. They also assist in the formulation of policies that would address such problems accordingly. The expertise of the consultants makes a great difference. They have the appropriate skills and proper knowledge on how to execute plans. It is also important that companies consider the ISO 14001 environmental management system certification. This magnifies the reputation of a company. Thus making them trustworthy and reliable.
Hiring consultants is a process that should not be overlooked. It should consist of screening both the consultant and the company he represents. They should be able to innovate plans and strategise actions to address the needs of the company. Expectations should be clearly defined. This will foster a more effective way of planning and implementing.
Companies would also want vibrant and aggressive consultants. They are most likely the ones who are energetic enough to deliver innovations. Good communication skills are also a leverage. Communication keeps a project in its proper track. Knowing the needs and wants of the client company will give better results.
Assessment of previous projects of a consultant is also important. Most consultants would boast of their merits and credentials. This is a good measure to undertake. This will help a company determine the level of a consultant’s expertise. For environmental consultancy, a consultant who is also an environmentalist is a great advantage. The passion to make better policies, plans, and strategies is embedded with his goals.
In this fast paced business world change is unavoidable. The environmental problems that arise also differ in time. This signifies that policies and environmental strategies are also constantly revised and improved. This is done to keep up with the changes. Companies play a very vital role in keeping and sustaining the healthy welfare of the society and environmental consultancy can help these companies in attaining goals. Health and safety consultancy services can help with ensuring a safe secure workplace and ISO 14001 environmental management system advice is invaluable when seeking to comply with company environmental responsibilities.
Kathryn Dawson writes articles about PosiSure, an environmental consultancy company you can count on. PosiSure has many years of experience representing businesses, both large and small, in the complex fields of employment law, health and safety and environmental compliance. Their iso 14001 environmental management system and health and safety consultancy services can provide numerous benefits to your business as well as protecting people at work.
The Fair Pay Debate, what does “fairness” really mean in the context of pay ?
The interim report on Fair Pay by Will Hutton was published last month. Initial interest was mostly focussed on the potential use of a pay multiple or maximum pay ratio. It was easy to overlook some interesting views on what “fairness” really means in the context of pay.
Hutton’s starting point is clear. He notes that pay in the UK is unevenly distributed. He lays out evidence that “unfairness” in senior executive pay in increasing. The gap between the top one per cent and the rest of the population has been widening steadily over the last decade. He states, “Substantial and growing pay inequality poses a serious challenge to society and Government.”
However, what does “fairness” mean? The standard dictionary definition is something along the lines of “the condition of being just or impartial”. Clearly, it can have several dimensions.
Hutton argues that, in terms of pay, fairness should not be just about equality of outcomes. He feels that people should get their “due desert” according to their differing contributions. He also argues that fairness inherently requires fair processes to operate. Fair pay must therefore be proportional to individuals’ contributions and be determined fairly.
Hutton goes on to say that, the value of individuals’ contributions should be reflective of both the size of job and the individual’s contribution at work.
Hutton is very definite when it comes to the benefits of achieving fairness in reward. “As well as being morally desirable,” he argues, “Fair pay brings instrumental benefits to organisations, by supporting greater employee engagement and morale, and to society as a whole by helping to avoid inequality traps and assisting social mobility and incentives to productive work.”
The fair pay debate has well and truly been kicked off. Watch this space…
Paul A Hajduk is the Managing Director of PAYdata Ltd which offers a range of creative solutions to meet a company’s unique reward requirements. Visit http://www.paydata.co.uk to discover their complete range of services including help on managing your pay review.
Most employers train their employees on sexual harassment and most employees have been educated on what constitutes bad or illegal behavior in the workplace. But, with the explosion of social networking there is a new area that needs to be included in harassment training. Facebook alone has 500 million members and it is likely that co-workers are friends on these sites. The potential for damaging harassment claims from employee’s actions on these sites has become greater than ever.
When an employee uses a social networking site they may feel that they are in a private, social world apart from work, however if they are friends of others at work, what they write and say on their account is broadcast among co-workers. As an example one employee may make a comment of a sexual nature about a co-worker on another co-workers page. Depending on the privacy measures that this co-worker has on his/her site, this comment could be broadcast amongst hundreds of people. The potential that the co-worker who had comments made about them would see this broadcast are extremely high. Not to mention the potential for other co-workers being offended by the comment. Unlike a comment made verbally which could be overheard by just a few people, a comment made on a social networking site can be seen by hundreds if not thousands of people. Imagine the potential for harassment claims.
The potential for cyber-stalking and unwanted sexual advances on social networking sites is also high. Employees may see these sites as a world outside of work, however if these advances are unwanted and they are between co-workers, harassment claims could arise.
The courts will undoubtedly begin to hear numerous harassment claims arising out of social networking. How they determine illegal behavior has yet to be determined, but to be sure the potential for a catastrophic lawsuit is immense. Protect your company with proper training on online harassment and make sure they are aware of what constitutes appropriate behavior.
Charlie Bentson King is a writer and producer of training videos for TrainingABC. TrainingABC is a distributor of sexual harassment video and sexual harassment DVD training programs.
A job interview should not be underestimated as it has the power to change the life lying ahead of you either in a positive or negative way depending on how you handle the episode. Although the interview can be a bit nerve wrecking especially if it is your very first interview, knowing what to do and what to avoid can turn things to your advantage landing you that great opportunity you have been hit with.
The first thing that you should always avoid when faced with an interview is being backward. This goes for your dress code as well as how informed you are with simple current affairs as different interviewers choose different interviewing skills to determine how good you are for the post. It is also important to avoid complaining about past jobs or talking ill of colleagues as this could change the interviewer’s perspective of you.
Always avoid looking distracted and afraid during the interview as this could mean that you are not ready for the job. How you handle yourself during the interview will have a lot to say about your personality and it is therefore very important to put a firm physical posture during the interview. Be positive in everything you do and say during the interview.
Lying is a no in any kind of interview. Although we all look for ways to impress potential employers in giving us the job, never allow yourself to succumb to the temptation of lying as this could blow out any hopes you had of landing the job. Always be honest in your qualifications and skills and the things you can handle as this can even make it easy for the employer in determining where to place you in the organization.
Being over informative is another thing to avoid during an interview. As excited and dedicated you may be in getting the job, keep your answers clear, short and to the point and avoid going on for long around one issue which could be a bore. Avoid trying to be funny when answering questions or asking questions as you could end up laughing at your own joke and fail to make that impression on the interviewer.
Looking to attract quality candidates in and around the Kent area, New Jobs in Kent can help you find these Kent Jobs faster, easier and cost-effectively. Advertisers, small and large, are turning to New Jobs in Kent not just because that’s where the job seekers are, but also to address many of today’s recruiting challenges – from smaller budgets and time sensitive requirements, to increased competition for the best candidates.
IRCA (the Immigration Reform and Control Act) made it illegal for any employer to knowingly hire persons who did not have authority to work in the United States. My concept of illegal immigration and how that concept applies to HR and business is pretty straightforward. Each employer must verify identity and eligibility to work of every new hire. At that point, it seemed pretty obvious that the federal government was putting the monkey of illegal immigration on the back of employers …
I was fairly new to personnel work (what we called it in those days) when IRCA was enacted in 1986. I was working at a large hardware company (200+ people) in one of the mid-Atlantic states. We didn’t really have a lot of “illegals” apply to work for the company. At least not that we knew about …, but there was a lot of gnashing of the teeth anyway. You know, ‘the federal government’s getting into our business, how can we operate with all these regulations’, and so on. Because of the type of experience we required and the market we were in, it was unlikely that undocumented aliens would be a fit for our openings anyway.
Regardless, I completed the Form I9 for each new hire to ensure that we weren’t being infiltrated by an alien element, foreign agents, people who would ultimately end up on the public dole, or whose children might be educated at taxpayer cost, … No one within the company ever asked to see the forms. No one outside of the company (i.e. the Feds) ever asked to see the forms. But my personnel files got fatter and fatter.
My next job was with a manufacturing company. As you might imagine, that was an entirely different ballgame. The company had facilities stretching across the country. Each respective facility’s IRCA-related issues would depend upon that facility’s location in the country. Again, I consistently followed the law or tried to. The company would have issues here and there, depending upon the specific facility’s location. Many of the company’s personnel managers became overly wound up about review of the I9 documents. It always seemed easy for personnel people to forget that the government’s intention was that the employer make a “good faith” effort to ensure that the documents were legitimate. Like with so many other issues, they tended to over-intellectualize. We weren’t attorneys, or FBI document specialists …, we were personnel people.
Let’s face it, this isn’t rocket science. Upon date of hire and within the first three days of employment, the following must occur: 1) the new employee completes Section 1, including name, address, birth date, citizenship status, etc. and signs the section (must be completed day one); 2) within the first three days of employment, the employer examines documents presented by employee indicating identity and eligibility to work and signs Section 2 attesting to the legitimacy of the documents and that the employee is authorized to work in the United States. The form must be completed by Day 3 of employment, unless there are mitigating circumstances. Retention requirements can be confusing, but they’re not that bad in the context of an overall records retention program. A reasonable HR solution that any company can put into place.
My most recent position was in construction, one of the industries targeted by ICE (Immigration and Customs Enforcement) for special enforcement efforts. An extremely large portion of our field work force was Hispanic. With 50-70 ongoing projects at one time and onsite superintendents responsible for hiring and the employment verification process, it could be interesting to say the least.
Superintendents dealt with the applicants and applications in the field and sent them in to the main office to be processed. We set up special procedures to ensure that a superintendent wouldn’t go all the way through the application process with an applicant only to find out on the day the new hire started he couldn’t produce legitimate documentation. It took a while, but the people in the field came to realize that the process had to be based on discipline – everyone was treated in the same manner.
Currently, that “monkey” is back where it was in 1986 – on the back of American businesses. The federal government failed from the beginning to enforce essentially any of the immigration laws on the books. Over the years, starting in 1986, it has actually passed laws that have amnestied over 5,000,000 illegal aliens while the states struggle to finance education and other services. (Almost 3,000,000 immigrants were given amnesty when IRCA was passed in 1986 – part of a compromise) The government has alternately raided businesses and arrested suspected illegal workers and, most recently, arrested the owners and managers of businesses that intentionally employ illegal workers.
Human resource practitioners can’t solve the issues related to illegal immigration. However, we can follow the laws that are on the books (regardless of whether the government enforces them or not). A large part of our responsibility has always been compliance. A big part of that is assisting the owners and managers with whom we work to comply with those same laws.
Tom Stables has been in industry, HR and general management for over 20 years. For more information on this topic and others, please go to Grayhill HR Solutions.com.
With enormous sales forces, companies depend on sales trainers to train their employees. Different companies have different policies for hiring personnel for sales trainer jobs. Some prefer training experts and some insist on hard core sales professionals. But there are solid reasons why sales people are clearly a better choice.
Firstly, a trainer can only convey as much as people can understand. If you want the trainer talking the language of your employees, get a person from the same line of work. A person who can talk about tried and tested practical approach will definitely win over a guy who only talks about the theoretical approach.
Secondly, the initial credibility of a sales person teaching selling will be higher. This will make for a conducive training environment. The learning will be better and the results faster. The trainer because of his/her experience can also help the sales-force troubleshoot if the techniques taught in the training do not work. After all, no sellers are the same and neither are two customers.
Thirdly, the company which hires a non sales person for sales trainer job , ends up spending considerable amount of time and efforts training the trainer. If this is not the case, the trainer learns by trial and error and wastes considerable time of the trainees and company resources. Due to the intrinsic competency of selling, learning to train takes less time for a sales person than vice a versa.
If as a company, you want best of both the worlds, the best approach is to select one of your good sales representative who is inclined to train and coach and groom him/her to take up the job of a sales trainer. This will not only help the sales training function, but also contribute in internal employee development. It’s a win-win-win for everybody.
Don’t be fooled by outstanding training experience. Experience in selling is what counts when selecting people for Sales Trainer Jobs
Neha is an Industrial Psychologist and an independent training consultant. She also writes Management and Training related articles on her website The Smart Trainer.
According to our research report “Global Biofuel Market Analysis”, the biofuel industry has substantially grown across the world on the back of strong demand (both ethanol and biodiesel) for road transport. We have also found that governments of both the developing and developed nations are supporting biofuel developments for the diversification of energy sources and the improvement of environment. Thus, the global ethanol and biodiesel production is expected to grow at a CAGR around 5% and 4% respectively between 2010 and 2019.
The report has examined the biofuel industry at the regional level. The Americas (US, Canada and Brazil) dominate the global ethanol market and accounts for around 90% of the world total ethanol production. However, the EU has a strong foothold on the biodiesel market and accounts for over two-third of the total biodiesel production in the world.
Our report gives a deep insight into the trends prevailing in different regions of the world. Apart from the Americas and EU, we have also covered the Asia-Pacific biofuel market. India and China are the emerging biofuel markets both in terms of production and consumption.
“Global Biofuel Market Analysis” provides an extensive research and rational analysis of the global biofuel market. The report contains thoroughly analyzes current market trends in both developed and emerging economies in context of statistical data. The report also covers the government initiatives which help to increase demand for biofuel.
We have also provided the industry forecast based on correlation of past drivers, challenges and opportunities for expansion. The report includes forecast analysis of ethanol production and consumption as well as biodiesel production and consumption. We have studied the cost involved in biofuel production for major biofuel producers worldwide.
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