Human Resources: Empolyee Retention Essays

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

It has been shown that employees who have a high satisfaction rate on the job or with the company that they work for, are less likely to leave the company that they work for compared to those who have a less satisfaction rate (Hellawell, 2012). As mentioned earlier, this would result not only in cost savings, but it would improve the overall relationship between the employee and the company. Employees that are committed and satisfied are not only not going to leave, they would also be able to contribute more and be more effective and efficient.

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Some feel their supervisors don’t understand them and some are just on the way to the next highest paying job. No matter the reason, the loss of staff affects the quality and quantity of service we provide to our clients. Turnover increases critical incidents with our clients by putting them in harm’s way by utilizing staff they may not have been properly trained to deal with the client and their particular needs (Wenger, 2011). Furthermore, turnover causes severe staffing shortages and increases overtime costs for additional staff to cover those vacated positions (Wenger, 2011). As an HR professional, I wanted to focus this research on finding the answers to the questions I had around turnover. My research will include the concepts of recruitment and selection in acquiring human resources as well as compensation and training and development and will be used in formulating the strategic recruitment plan.

When we experience things it can affect and mold us into what decisions we make and the ways we see the world. It can mean that your surroundings and upbringings also what we expose ourselves to. The human resource department has an important role to prevent these stereotypes in the workplace and make sure that the workplace has the right culture to help ensure people are engaged with their work. By creating an environment, the people enjoy to be in this can lower the turnover rate at the company. This relates specifically with the possibility of controllable turnover that the employer did not do enough to prevent the employee leaving. Employee turnovers can be costlier than keeping employees happy. While the employer works to keep the employees happy and committed to their work there is a contract between the two. The employer expects the employee to fit the job well and do the performance that is necessary to do the job well. A way that human resource can analyze the performance of its employees is to look at the three major factors that equate to the performance which is the individual ability to perform tasks such as their talents, the effort level expended that deals with employee motivation, and the third is organizational support that is training and development of employees. Performance (P) = Ability (A) x Effort (E) x Support

Employees are the most useful resources in every organization. They are the people who propel the organization toward achieving its objectives and goals. Employees need to be treated like the most valuable assets in the organization. For the employees to be fully optimized and work toward achieving all the organizational goals, they need to be motivated and satisfied in whatever they do.

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

Another reason job satisfaction has become increasingly important to public agencies is the increase in demands for service while relying on smaller annual budgets. Employee retention is essential if strained resources are going to suffice with the hiring

For many years, the department of Human Resources has been associated with the hiring and firing arm of a company. As the need shifted to acquiring, managing and developing the most important assets, the role and activities of the department of Human Resources has become even more important within organizations that desire to

For my research assignment I chose the topic “The Effects of Human Resource Management Practices on Employee Turnover.” I chose this topic because it is allied with an assignment

Employee turnover is one of the major concerns in the professional environment. The businesses are in need of employees who can relate with the organizations so their employee turnover rate can be reduced. Human Resources Management (HRM) suggests that managerial procedures are strengthening the relationship between the employees commitment towards organization and make it easy to understand the objectives along with mission. HRM practices and organization execution are the one that directs the employees and determine their intentions for turnover rate.

The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.

These high levels of employee turnover can implicate many issues which are transpiring within a workplace many of which will be discussed further within this assignment. Human resource managers must also find the cause of turnover rates within their personal organisation and appropriately deal with the situation to ensure stable business practices. Once managers are willing and open to making a conscious effort to lock in current employees to the company retention strategies may be discussed and implemented within workplaces to minimize employee turnover rates. But human resource managers must first recognize what causes employee turnover.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

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