What Employees Desire From Their Employer

One constant trend throughout many organizations if not all is the struggle in finding qualified candidates to fill job openings. Not only is it difficult to recruit skilled workers, but also to retain them. Going back to my parent’s work experience, companies expected job loyalty, but today, I noticed and read stories of employees accepting other job offers only weeks after being hired. I wonder if people have changed or is it that employers are not able to satisfy employees. To completive and win the battle for workforce share, organizations should rethink their strategies to effectively recruit, motivate, and retain committed employees.

Retention of key employees: the entering into of the Plan, and subsequent contributions made to the

The reality in today’s work place is that employees are more inclined to always be on the lookout for a new and better employment opportunity if they feel that the company does not value them as an employee. In order for our company to get a better understanding on what will better control the turnover rate and what program will be the most effective. There first must be an understanding at what level of risk we currently are in, and this is accomplished by looking at two determining factors of impact and likelihood. (De Vore, 2013)

D. Consequences for recruitment and retention of top talent: Matthew Rice’s article outlines the compensation and talent strategies that minimize employee turnover. Talent audits are used to identify top performers, investing in employee engagement strategies to improve retention of the existing team, and eliminate employees’ reasons to leave by offering job activities and development opportunities, and this because: “A talent audit is a critical first step in understanding your risk profile and where you need to invest time, energy and capital to limit your turnover risk” (Rice, 2011, p. 32). If applicable, describe any consequences this scenario has had for the organization 's ability to recruit and/or retain top talent. The research provides insight in how changes in

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

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)

“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness” – Kathryn Minshew, founder of The Muse. In today’s highly competitive and robust job market, benefit programs have become an integral aspect of an employer’s total compensation package. In fact, an employer’s total benefit package plays just an important role in attracting and retaining talent for organizations as monetary compensation, according to a recent Glassdoor survey (Chamberlain & Tain, 2016). Given the important role benefit plans play in attracting and retaining talent as well as their impact on employee engagement and happiness it is critical that employers empower their benefits specialists to design a total benefit package that functions in such a way that it ensures the organization is not only in compliance with legal guidelines, but also gives the company a competitive advantage within the labor market it competes in. Furthermore, they should be responsive to the organization’s employee’s needs, as well as any changes in the organization’s competitive environment.

The world of business, to include health care is faced with a myriad of challenges. Recruitment and retention in a highly competitive environment, is an area that institutions are being confronted with to a greater degree than in previous generations. Consequently, no longer do individuals become employed by an organization and stay until their eventual retirement.

In addition this study is expected to link the gap on the determinants of employee retention in the organization. The researcher is convinced that there is more than one solution available to promote employee retention as there is definitely not only one factor that is causing nurses to leave their organization. Finally the researcher believes that this research study would give an opportunity for the organization to grow and at the same time it gives new life for the

A competitive organization understands the need for a skilled and loyal workforce. In order to attract and retain top talent, many organizations offer innovative and creative employee benefit packages. It enhances an attractive salary and creates a niche for the employer. An organization that is aware of the dynamics of its workforce will be in step with the innovations in employee benefits. Technology, global workforces and diversity have made it necessary for companies to review

As mentioned before, there many possible reasons for retention in the industry. Employee benefits can impact retention. Most organization offer benefits packages to lure employees and hope to retain them for a long time based on benefits. “Depending on the business, meeting employer business goals may be highly dependent on having the right human capital and keeping workers satisfied and motivated” (Rappaport, A. M. 2013). Assuming a healthy workplace helps with cost savings and provides less professional and personal stress for employees. Making sound business investments from the employer perspective, is to provide attractive benefits packages that help with retaining valuable employees and keeping up with the current business market remaining

When an employee must leave, the employer encounters substantial costs in relation to hiring new employees to replace those who have left. Additional costs such as temporary employees can also accrue, when there is an immediate need for replacement, and training for new hires is significant. One way employers are attempting to retain employees is job perks. Employee perception of the benefits they receive can impact how long they stay with a particular employer. According to the Aflac Workforce Report, employee perception of wellness programs can lead to employee retention through job satisfaction and morale (Aflac, 2012).

a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank