Alegent Health Once riddled with vacant positions and high turnover rates, Alegent Health is now recognized for their successful HR practices. Their retention practices mirror much of the material noted in chapter 5, Human Resource Planning and Retention. Figure 5-7 of our textbook notes six “Drivers of Retention”(Mathis & Jackson, 2011, p.164)or key areas in which companies can strategize ways to retain staff. They are as follows: Organizational and Management Factors, Work Relationships, Job and Work Life, Rewards: Compensation, Benefits, and Performance, Career Training and Development, and Employer Policies and Practices. Alegent Health follows thismodel successfully in several different ways. Organizational and Management Factors often determine whether or not an employee stays at a company long-term(Mathis & Jackson,2011). When employees see employers investing in staff, employees become actively engaged. Alegent Health invested in their staff and displayed a strong commitment to making the workplace better through the creation of an Employee Retention Task Force to focus on increasing employee satisfaction, which would in turn decrease turnover. The formation of the task force demonstrated that the company recognized turnover issues and was willing to invest time and money to achieve a resolution. With the implementation of the Nursing Residence Program, the company fostered strong Work Relationships. As Alegent Health paired resident nurses with “preceptors” in the field, they took into consideration similiarities in personalities and personal interests which strengthened bonds and promoted a more positive work environment. These mentorships and shadowing programs not only built strong work relationships, but increased Career Training and Development. Although providing staff opportunity for personal and professional growth is