Professional Documents
Culture Documents
specialized retention plans. There should be more attention given to the specialized services
when organizations are developing strategies for retaining talent.
In a recent time, a lot of energy has been spent into number of strategies retaining
employees, with most needs additional improvement Each and every organization should
concentrate on its unique circumstances and the nature of its employees, related to choosing
the suitable path to improve retention.. Therefore to formulate a strategy that will have the
greatest influence, organizations need to make a serious effort to evaluate why employees
leave, why they are not satisfied, and the degree to which discontent is most likely to reduce
turnover.
Retention Strategies
What is the best way to retain staff is the essential question for many organizations
these days. The simple answer is a better deal should be given to employees so that they
perceive they could get by working for alternative employers.
The most efficient retention strategy for retention is raising pay levels to reduce staff
turnover rate (Torrington et. al., 2005). Employers who offer the most attractive reward
packages have lower turnover rates as compared to those who pay poorly. Moreover, many
organizations use pay rate as their important weapon in retaining staff.
Pay is not usually having an effect when other elements are forcing individual towards
quitting. Job satisfaction is relating to increasing pay levels, but it will not stop unhappy
employees from leaving. Therefore, pay is more a 'hygiene factor' than a motivator, which
means that it can be a cause of unhappiness at work, but not of positive job satisfaction.
Employees may be motivated to leave an employer who is perceived as paying badly and
poorly, but once they are satisfied with their pay additional increases have little impact.
Another important retention methods is called managing expectations (Torrington et.
al., 2005). It shows that employers benefit from ensuring that talented employees gain a
'realistic job preview' before they take up a job offer. The main objective is to make sure
that new staff enter an organization with their eyes wide open and do not find that the job
fails to meet their expectations and standards, which might be a cause of dissatisfaction, thus
high staff turnover during the early months of employment. Whereas, it is important not to
mislead and cheat candidates about the nature of the work that they will be given in a
organization.
Furthermore, the effective and timely induction process is often credited with the
reduction of turnover early in the employment relationship (Torrington et. al., 2005).
Induction has a number of different purposes, all are related with preparing new employees
to work as effectively and efficiently as possible and as soon as is possible in their new jobs.
It helps new comers to adjust emotionally to the new workplace. Also, induction provides a
platform where basic information about the organization can be transmitted.
Another constraint is with why people quit their jobs is due to 'family or personal
reasons'. From the last few years, HR practices have emphasized on offering flexi-time
systems to employees, especially pregnant women, as a useful retention tool.
management of an organization can give to its employees will create a stronger level of
respect for the activities and vision maintained by the establishment.
It is essential for the company to ensure that open lines of communication are established
with the objective of listening to employees and removing their concerns - whether it is
concerned to work or of a more personal nature. The more management includes employees
in the decision-making process, especially those having a talent, the more the chances of
satisfaction and participation being reached within the workforce due to the allowing them
participating in organization.
Managers should understand the needs, wants and objectives of their subordinates
and then make the impactful motivational strategies which can be used to ensure that a fit is
reached between their needs and the organization's requirements. Giving applause on
accomplishments and other activities gives motivation to staff will help in creating a friendly
and peaceful environment that will give the worker more reason to feel as a member of a
large team, rather than simply a wage earner.
An employee's perspective at an organization is shaped by the present leadership; if
inadequate, then it may cause increase in the labor turnover rates. Therefore, more attention
needs to be given in terms of selection and training of the line managers as they represent
the top level management in front of the workers.
Retaining top employees starts from the initial recruitment and selection process. It has
great importance on the procedures being created to match an individual's capacities and
abilities to the requirement of work that they are required to perform.
Rewards and fringe benfits are considered as one of the most powerful tools in encouraging
people to stay. This includes fair compensation and significant recognition for excellent
performance.
The assessment of China presents a serious human resources challenge, especially for the
foreign corporations wanting to enter the local market, managers needs to address problems,
retention plans needs to be established that impacts each of the management areas like
culture, motivation, communication, managerial style and key HR practice areas:
recruitment and selection, reward and performance appraisal, training and development.
Recommendations:
In reference to the question under discussion in this paper, the following are
recommendations to cope with the problem of labor retention:
Selection of People
Candidates should fit the job, the organization, and the leader. It can reduce the probability
of employee unhappiness after being hired. Moreover, it is essential to analyze a candidate's
skill level, as well as the expectations that expect from the organization and their
responsibilities in it.
Compensation:
Organizations focus mostly on retention of employees by using its resources, including
opportunities for development and advancement. Compensation is not the only important
thing to satisfy employees. Therefore, establishments should understand the significance of
maintaining speed with market caps, but also focus on the other valuable and fringe benefits
that can have an effect on the satisfaction of an employee with their organization.
should be positive with their motivational communication, and use performance appraisals
as a form of outcome in the positive perceptive. The criticism should be avoided to improve
instead motivate them and use inspirational speeches.
Respect should be given to the Chinese method of communication and networking as
interpersonal relations play a pivotal role not only the Chinese working culture, but also the
general daily life. To make sure that appropriate training and career opportunities must be
given because it will provide individuals to feel as an important part of the organization, and
treat the organization as family. This provision of long-term stability is the key fact that
Chinese workers emphasize make them as part of their tradition and culture.
Whereas the new generation becomes involved in the workplace they want more modern
values, it is still difficult for organization to create a culture and maintain professionalism that is
an core concept of the more accepted standards within the society and working system.