Managing Employee Retention and Turnover Essays -- Human Resource Mana

Managing Employee retentivity and TurnoverEmployee retention has always been an important focus for man resource managers. Once a company has invested time and money to recruit and wagon train a total employee, it is in their own best stakes to retain that employee, to further develop and motivate him so that he continues to provide lever to the disposal. But, employers must in like manner 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 nearlything is not right in the employee environment. We exit look at the differences between retention and turnover, why employees stay, reasons why they commit, and what bed be done to save them. We will also examine some external factors that will make employee retention and turnover reduction hi ghest priorities for human resource professionals.Basically, employee retention is measured by an employees longevity with a company, and is the sought after outcome of a company hiring workers it wants and needs. Many organizations find it more nut-bearing and profitable to redirect resources formerly allocated to recruiting, hiring, orienting, and training of new employees and use them or else toward employee retention programs. Such programs identify good performers who are likely to leave the company and work proactively to retain them. Although there is no tried-and-true prescription for retaining good employees, there are five factors that have a proven confirmative impact on retention and they should be taken into consideration when developing an employee retention programSupervisor/Employee relationship - Immediate supervisors who are also leaders of plurality will be the most important people in the workplace of the future... (Jamrog, 2004) Todays supervisor is expec ted to be a coach, a trainer, and a mentor. Foremost, he must be able to communicate wellhead up and down the organization. Employees who have honest, open relationships with their supervisors feel a smell of commitment to them. Employee engagement - The best employees are motivated by tasks that are intellectually stimulating and provide variety and challenge while lend value. Studies from the Gallup organizat... ...and preparation will help employers more readily adapt.ReferencesAARP. 2002, Staying Ahead of the wind up The AARP Work and Career Study. Wahington, D.C. AARPRetention rodeo.Buhler, Patricia M. The exit interview a goldmine of informationSource Supervision v. 63 no4. (Apr. 2002) p. 15-17. Database WilsonSelectPlus.Ceridian Employee Services, http//www.ceridian.com/myceridianChristian & Timbers, www.ctnet.com Frank, Fredric D. The Race for Talent Retaining and piquant Workers in the 21st Century. Source Human Resource intend v.27 no3 (2004) p. 12-25. Database Wilso nSelectPlus Jamrog, Jay. The stark(a) Storm The Future of Retention and Engagement. Source Human Resource Planning v. 27 no3 (2004) p. 26-33. Database WilsonSelectPlus. Society for Human Resource Management (2003). Older Workers Survey.U.S. section of Labor, Bureau of Labor Statistics (2003) Customized Data Compilation, November 20.Demographics and Destiny Winning the War for Talent, Watson Wyatt Worldwide, Bethesda, doc 301.581.4600http//www.hermangroup.com/retentionconnection/http//www.capitalhgroup.com/weAre/research/KeepingTopTalentSurvey.pdf