Essay about Interclean-Envirotech Merger

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of

The retention of employees basically refers to different procedures and practices that help retain employee for a much longer period of time. The following issues should be taken under consideration if they want their employees retained for a longer time period: management, communication, salaries, decision making, perks, career development, recruitment, understanding and appreciation (Belanger and Caron, 2005).

Riordan's annual employee satisfaction survey results indicated a strong trend of employees possibly leaving for another company offering 10% more money. The survey in 2001/02 results was the complete opposite of the 2003/04 results which indicates a downward trend; leading towards a retention issue. An opportunity Riordan can consider is identifying components of effective retention initiatives. Riordan can develop and implement many retention and career development processes starting with various pay types; Merit, Lump Sum, Commissions, Individual Incentives, Stock Options. The effectiveness of these retention options are determined by interpersonal intelligence gathered during interviews and surveys (Dreher.G & Dougherty, T . 2001)

At times, after firing the underperforming employees, a company may end up replacing him or her with even a worst performer. In such cases, the organization will have to go through a series of firing and hiring employees frequently. The problem with this arrangement is that businesses waste a lot of time and resources (human and capital) when trying to find that perfect employee to fill any given job vacancy in their organization (Shaer 10).

Retention of employees is an ability to hold and retained employees that are talented and valuable to the organization. It is a great challenge to retain such employees from leaving the organization and joining the competitors. Employee retention and turnover of employees are two different things. Employees’ retention is referred as the period of the employee being employed in an organization. Whereby turnover intention referred as the number of employee wanted to leave the organization. In any healthcare organization, nurses are the majority employees and they are known to be the key person in healthcare industry (Brown, Fraser, Wong, Muise & Cummings,

"Employee turnover is a critical cost driver for American business. The cost of recruiting and filling vacancies, lost productivity from vacant jobs, and the

Employee retention is the solution for improving organizational performance (Dey, 2009). An organization who wants to ensure they keep their employees from leaving their business to work for a rivalry organization is to maximize job satisfaction. To maximize job satisfaction the organization will need to make changes to their training process to ensure that each employee fully understands his or her position in the company. The company should also speak with the employees on how they feel about their job (Spector, 2008). An organization that can create a friendly atmosphere for the employees will have a better chance of keeping them.

In the recent years, there has been viable evidence that shows that other factors in the work environment may also be strong push factors for retention (Burns, Bradley and Weiner, 2012, pg.445). The factors that contribute to forcing workers to leave the public sector include: "workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale, and de-motivation" (Burns, Bradley and Weiner, 2012, pg.445). It is also shown that poor working conditions also contributes to preventing staff morale and motivation and it also contributes directly to recruitment and retention (Burns, Bradley and Weiner, 2012, pg445). According to Burns, Bradley and Weiner (2012),

This may probably be adapted by Wellington in NDR as the board have decided to cut off 100 employees from the production and engineering department. Since NDR’s HR program has enabled them to have a database for employees, it may be used in Wellington’s advantage since he can review the employees performance and capabilities thus serving as basis on who gets an early retirement in the organization besides who will undertake the retrenchment process. The downside would be endured by those who get laid off in terms of physiological, physical and financial aspects.

In the recent years, there has been viable evidence that shows that other factors in the work environment may also be strong push factors for retention (Burns, Bradley and Weiner, 2012, pg.445). The factors that contribute to forcing workers to leave the public sector include: "workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale, and de-motivation" (Burns, Bradley and Weiner, 2012, pg.445). It is also shown that poor working conditions also contributes to preventing staff morale and motivation and it also contributes directly to recruitment and retention (Burns, Bradley and Weiner, 2012, pg445). According to Burns, Bradley and Weiner (2012),

Potential dilution of employee talent due to turnover and hiring difficulties arising from loss of reputation (U)

Employee turnover can be costly to the organization as these costs must be paid for utilizing

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to