...LOVELY PROFESSIONAL UNIVERSITY TERMPAPER HUMAN RESOURCE MANAGMENT EMPLOYEE RENTENTION NAME: SOURABH SHARMA REGD: 10903798 ROLL NO: RR1908B31 SUBMMITED TO:MR.RAJEEV GUPTA INTRODUCTION Employee retention refers to the efforts by which employers attempt to retain employees in their workforce. In a business setting, the goal of employers is to decrease employee turnover, training costs, and loss of talent. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. How To Increase Employee Retention | | | Companies have now realized the importance of retaining their quality workforce. Retaining quality performers contributes to productivity of the organization and increases morale among employees. Four basic factors that play an important role in increasing employee retention include salary and remuneration, providing recognition, benefits and opportunities for individual growth. But are they really positively contributing to the retention rates of a company? Basic salary, these days, hardly reduces turnover. Today, employees look beyond the money factor. | employee retention can be increase by inculcating the following practices: 1. Open Communication: A culture of open communication enforces loyalty among employees. Open communication tends to keep employees...
Words: 1074 - Pages: 5
...1. Abstract Managing retention and absenteeism is an important task for every company or employer. It can be assessed as a process with few stages. This paper will look at identifying the cost of employee turnover, importance of understanding why employee leaves, retention strategies and how they should be implemented. The first step of an effective attendance management program is to identify specific areas which are affecting attendance. Some general causes of absenteeism will be mentioned later in this paper. 2. Background The importance of this briefing paper is to summarize all gained information, knowledge and facts regarding to issues in Managing retention and absenteeism in business, preparation to write an individual academic paper and to give a brief idea how it will be approached. In Managing retention and absenteeism is necessary to cover following areas: • Absenteeism • Sickness absence • Employee turnover • Staff retention strategies • Staff retention and management of knowledge • Benefits of staff retention 3. Findings 3.1 What the assignment is asking me to do The definition of absenteeism according to Mathis and Jackson (2005) is any failure to report for work as scheduled or to stay at work when scheduled. They divide absenteeism into 2 groups: voluntary, that is unavoidable and voluntary, avoidable. The sickness absence can be short - term (repetitive) or long term illness. CIPD’s Absence Management Survey (2011) revealed for the first...
Words: 1589 - Pages: 7
...Training Plan Template Student Name: ____________ Date: ___________________ Training Plan Template Introduction Claims Supervisor will receive job coaching provided by HR manager and District Claims manager. They will receive training with common types of customer calls with various scenarios. The coaches will gage to see how New Claims supervisor performed the different levels customer service training specific developing certain skills of; empathetic listening, recall of the issue, critical thinking that will leave the employees and customers satisfied. In turn our employees will be happy with the support and Epic’s customer base will increase as our employee’s knowledge and skills grow. Coaching is a method of training the trainer has an active role in training the employee. | Scope Job coaches provide a multilevel training that will utilizes the latest training methods for improved leadership skills, employee relations, customer service performance and increase employee retention. Claims supervisor job coaches will provide 30 day training program that will include computer based applications, customer service scenarios along with on the job training and job simulations. Claims Supervisor will receive continued training after six months of hire with leadership developing simulation with different scopes of employee and customer service issues. They will have 14 hours of training simulation to be completed in a two week timeline to have the knowledge of...
Words: 761 - Pages: 4
...VODAFONE 1 Role of Training and Development in Employee Retention Case Study of Vodafone 2 ABSTRACT Employees are the strategic asset of any organization; this talent has to be managed and preserved. This project presents a descriptive study, which mainly investigates on the functioning and role of training and development in employee retention, a case study of VODAFONE, a leading telecommunication company of UK, has been presented in this research. This study also investigate on the significance of training and development in managing of employees, different types of training methods in use, and its effects on retention of employees and about benefits which company gains as well. The study mainly helps in finding about the benefits of training and development in retention of employees as well as about the retention of companies information as well. This study emphasizes the role of training and development plays a very crucial role in retaining the capable employees, which are the precious assets treasured by all organizations. Keywords: retention, T&D (Training and Development), Vodafone Contents 3 Abstract ......................................................................................................................................3 Acknowledgements .....................................................................................................................8 CHAPTER 1: INTRODUCTION ................................................
Words: 22328 - Pages: 90
...Although small companies may not need to have specific training programs, in order to grow and maintain consistency within a business, more concrete programs need to be put in place. Carter Cleaning Company should update their orientation program, identification of tasks performed by employees and use specific training techniques to accomplish their goal of growing their business and maintaining consistent employee results. To standardize employee behavior and performance, and have the ability to measure an employee's success in these areas, there must be rules and guidelines to follow. The purpose of this paper is to explain specifically what Carter Cleaning Company should cover in their new employee orientation program, explain why a job instruction sheet will help their counter person in the performance of their job, and describe specific training techniques the company should use to train pressers, cleaners/spotters, managers and counter people. The purpose for these changes is to increase employer and customer retention as well as standardize all aspects of the different jobs when they begin to expand to more cleaning sites. The Carters have progressed from a small company whose policies and procedures were scattered and unfocussed to a company who now needs to implement more formal orientation, training policies, and procedures to ensure job consistency and employee and customer retention. Dessler (2013) gives a brief synopsis of some of the difficulties encountered...
Words: 1272 - Pages: 6
...1. Background This report is produce to review and analyse the Human Resource Management (HRM) policies with which to ensure employee retention and development. The report will provide an insight into how an organisation’s policies is important and necessary to achieve the objective in securing employees’ retention and how development can be implement to help employees’ growth linking it with organisational performance. More studies will be done on actual companies or organisation, journals and articles to support the report. However, there will be some limitations on the policies discussed that might not work on certain employees. 2. Introduction Human Resource Management (HRM) is the use of policies, practices and systems that influence employees’ behaviour, attitudes and performance (De Cieri et al., 2008) and individuals are being utilised to achieve organisation’s objectives (Mondy and Noe, 2005). By recognising people are a firm’s most valuable asset in running a business, Human Resource (HR) department has the responsibility to manage the wellbeing of all employees in order to retain and develop existing employees in achieving organisation’s business objectives (Stone, 2005). HR division also serve as a middle person between top management and lower level management. Therefore, HR department is an important channel for upward and downward communication between employees and management. It is a channel for employees to voice their grievances and complains thus...
Words: 3036 - Pages: 13
...Velazquez 1 Employee Assistant Programs Tonya Velazquez Fayetteville Technical Community College Business 137 Principles of Management Ray Walters 22 April 2014 Abstract What is an employee assistant program? When did it start? Why is it needed? When should employees and employers utilize the program? Is it more cost-effective to hire new trainees and fire existing workers who no long perform to their full potential? This essay will give a brief outlook on the Employee Assistant Program and the benefits it gives not only to the employees but the business as a whole. An employee assistant program or EAP is a confidential, employer-sponsored initiative that provides emotional, mental and physical health support services, to help support issues that may affect an employee’s work. Most services in program offer some sort of counseling. Examples of ways in which an employee assistance program offers support include alcohol and substance abuse intervention, individual and couples counseling, and financial assistance for health related expenditures (“Components of an Employee Assistant Program”). These services and programs are a benefit offered by employers as a means to encourage employee retention as well as improve the productivity and culture of the work environment. Services offered are free of charge on a short-term basis. As businesses and...
Words: 1371 - Pages: 6
............................................3 Executive Summary.................................................................................................................4 Introduction.............................................................................................................................5 Explanation of variables...........................................................................................................6 Hypothesis................................................................................................................................7 ACKNOWLEGDEMENT We would like to express our gratitude to all those who gave us the possibility to complete this project special thanks to our Faculty Prof.Shilpi Jain who gave us all support to complete this project and gave us all the possible knowledge regarding the subject which has helped us in understanding Business Research in much depth. EXECUTIVE SUMMARY INTRODUCTION “As organisations globalise and become more dependent on technology in a virtual working environment, there is greater need to connect and engage with employees to provide...
Words: 954 - Pages: 4
...design centers, and 12 manufacturing plants that are located in 15 different countries. They specialize in custom design and printing for some of the largest technology companies in the world. They have been a leader in their industry for over 33 years. Introduction of Smith HR Contracting Services Smith HR Contracting Services specializes in partnering with companies that are in need of assistance making smart business decisions and making the right choices for its internal and external customers. Our staff helps your Human Resource team understand the things that your employees desire and require to make them as efficient and satisfied in their careers with your business. We do this by helping your team build processes and implementing the right benefit programs that govern the company/employee relationships. This is where teaming up with the right HR consulting firm can really count and make a difference. Some of the services that we offer are: • Recruiting/Staffing • Development of new employee orientation programs • Employee relations programs • Compliance of internal policies and procedures including analysis of current policies and procedures • Salary administration • Performance management programs • Oversight and development of the exit of employees including analysis of exit interviews • Legal regulations and policies related to employment • Assistance...
Words: 1896 - Pages: 8
...Table of Contents Introduction----------------------------------------------------------------------------------------------------3 Summary of the interview---------------------------------------------------------------------------------4-6 About the interviewee----------------------------------------------------------------------------------------6 About Apollo Information Services----------------------------------------------------------------------6-7 Inside Apollo------------------------------------------------------------------------------------------------8-9 The need for change---------------------------------------------------------------------------------------9-10 Talent management practice Findings----------------------------------------------------------------10-11 Apollo’s Induction program----------------------------------------------------------------------------11-14 Suggestions--------------------------------------------------------------------------------------------------14 Conclusion------------------------------------------------------------------------------------------------14-16 Appendix------------------------------------------------------------------------------------------------------17 References----------------------------------------------------------------------------------------------------18 Introduction Going forward, companies are faced with an array of challenges. They have to focus on costs cutting, evaluating and...
Words: 3324 - Pages: 14
...Police Chiefs Desk Reference 14 Recruitment & Retention of Qualified Police Personnel A Best Practices Guide 14. Recruitment & Retention Best Practices Guide International Association of Chiefs of Police Services, Support and Technical Assitance for Smaller Police Departments Recruitment and Retention of Qualified Police Personnel by Chief Jack McKeever & Lt. April Kranda (Ret.) This project supported by a grant from: BJ A Bureau of Justice Assistance Office of Justice Programs U.S. Department of Justice Police Chiefs Desk Reference Best Practices Guide for Recruitment and Retention of Qualified Police Personnel By Chief Jack McKeever, Lindenhurst, Illinois Police Department and Lt. April Kranda (Ret.) Fairfax County Police Department The IACP is working with the Department of Justice, Bureau of Justice Assistance, to provide Services, Support and Technical Assistance to Smaller Police Departments. The project Advisory Group, comprised of chiefs from smaller police departments around the country, identified Recruitment and Retention of Qualified Police Personnel as one of the most challenging issues facing smaller police departments. This document contains suggested best practices provided by our authors and by the many chiefs form smaller departments who have attended our symposiums. Introduction One of the greatest challenges facing law enforcement organizations today is the successful recruitment and retention of highly qualified employees. Community safety can...
Words: 5147 - Pages: 21
...Employee Retention Executive Leadership BY: Michael D. Jackson Assistant Fire Chief Department of the Air Force Mercury NV An applied research paper submitted to the National Fire Academy as part of the Executive Fire Officer Program March 1999 2 ABSTRACT Over the last five years (1993-1998), twenty-one members of the Range Complex Fire Department (RCFD) have left for various reasons. The problem is that because of a reduced personnel budget the department has not been allowed to replace all of the members that have left. The ensuing reduction in staffing has resulted in a fire station closure and a reduction in customer service. Operationally this reduction has resulted in increased response times, reductions of vehicle staffing and increases in overtime. The purpose of this paper was to identify why personnel were leaving the department and to suggest ways to improve employee retention. Descriptive and evaluative research methods were utilized to answer the following research questions: 1. 2. 3. Why have members left the Range Complex Fire Department? In general, why do employees leave the fire organizations they work for? What does the upper management team of the RCFD believe are the reasons personnel are leaving the department? 4. What retention programs are used by other federal fire departments? To identify why employees were leaving the RCFD nine interviews were conducted with former employees that had left the department in the last five years. A literature...
Words: 5356 - Pages: 22
... | |Subject: |Proposal to Develop and Implement an Employee Incentive/ Recognition Program | Attached is my proposal to establish a program to increase employee performance and morale. Employee satisfaction is of utmost importance for the chamber and the membership, because it is the foundation of success. The benefit of having a melting pot of new and prior employees is that it allows the chamber to focus on building the team. With change comes resistance this resistance is reason for improvement. This is the ideal opportunity to address, create, and implement a new employee incentive/recognition program to increase morale and productivity. Having a small staff working with management is a benefit as we can use the development of the program as a team building exercise. This exercise instills ownership and loyalty to the chamber because of the direct involvement in the decision making process. What better way to increase retention? Enabling the staff to work together to obtain a common goal while expressing their concerns and developing methods for correction provides a sense of self-worth and camaraderie. Lack of leadership and high turnover resulted in lack of employee productivity and a decline in employee morale. The board of directors made the decision to revamp the chamber by hiring new management and staff. Now is the time to...
Words: 1645 - Pages: 7
...Prepared for Mr. John Schuler Director Human Resources Fort Lauderdale, FL 33309 Prepared by David Payne Keiser University Fort Lauderdale, FL 33309 July 15, 2010 INTRODUCTION Many years a person would go through school, get a job, work at the same company for 40 years and retire to enjoy the golden years. Today that is no longer the norm (Lofton, 2006). The gold watch is no longer enough enticement to stay with the same company. Part of this might be because of the nationwide lay-offs that occurred across America during the recession of the 1970’s. At that time many people lost their positions, their benefits and their pensions. The national workforce realized that the loyalty they had been raised to believe in was not extended by their employers when the time came to cut losses and run. From that point forward employees began looking out for themselves and now it is not unusual to receive training in one environment, and then move on to another company for a little more pay, or perks and then later move again (Lofton, 2006). One of the largest problems facing the national workforce today is the retention of good employees. Recently this company has begun to lose a number of valuable employees to competing companies and industries. The importance of retaining employees who are proficient in their job skill sets cannot be ignored. “Retaining key employees...
Words: 2031 - Pages: 9
...* Onboarding * Outline * Introduction * Definition * Why Onboard? * Current trends * Components of Onboarding * Onboarding vs. Orientation * Effective Onboarding * Failures in Onboarding * Recommended Practices * ROI (return on investment) * Benefits * Conclusions * What is Onboarding? 1. Catching the next wave? 2. Posting to a Memo Board? 3. Exemplary New Hire Process? * The New Buzz Word Onboarding has become one of the fastest growing buzz words in the corporate world, and its definition has grown along with its popularity. The term has come to include everything from getting the office keys to onboarding coaching. * Introduction Onboarding is much more than just getting employees "settled in." It´s an innovative, new approach to employee orientation and integration and a direct path to improving retention and time-to-productivity. * Onboarding Onboarding is the process that organizations use to introduce, train, integrate and coach new hires to the culture and methods of the company during their first year. * Onboarding On-boarding is the process of integrating leaders into their new work environment through a phased implementation. * Five Words Sum it up * Align * Make sure your organization agrees on the need for a new team member and the delineation of the role you seek to fill * Acquire * Identify, Recruit, Select and get people to join the TEAM. * Accommodate ...
Words: 1746 - Pages: 7
