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Training and development promote workplace learning. Section 4 rates the respondent's individual
performance and qualifications compared to others at their former company. A conducive and
environmentally protected work environment encourages and motivates employees to perform better,
and this behavior is sustained throughout the day. As Kamal Karanth of Kelly Services India puts it,
“The workforce is the backbone of the BPO industry and the attrition rates have becoming
alarmingly high for the industry. William (2004) argues that happy employees are productive
employees. In this perspective, our study is expected to contribute in in literature. However, people's
behavior differs due to variations in personal characteristics, background, and the environment in
which they were brought up. Questionnaires were open-ended questions, which allowed individuals
to express their views concerning the impact of employee turnover on organization performance at
HBF in Harar town. When effective communication is implemented through the lowering of the
power distance, providing regular feedback, conducting performance management meetings,
conducting effective orientation programs, and encouraging teamwork, it helps employers to retain
their employees. Report this Document Download now Save Save Employee Retention
Questionnaire For Later 0 ratings 0% found this document useful (0 votes) 446 views 5 pages
Understanding Employee Retention: An Analysis of Factors Influencing Former Employees'
Decisions to Leave and Self-Assessments of Performance Uploaded by Priyanka Magar AI-
enhanced title and description This document contains an employee retention questionnaire with
four sections. Proper human resource management initiatives should be adopted by the organizations
in order to decrease the employee turnover. High-retention workplaces tend to employ more engaged
workers who, in turn, get more done. The study includes the theme on which the research is carried
out, the study will identify the facts. The study concluded that as firms grow larger than 50
employees, the impact of these HR strategies is greater. The two assessments are concerned with the
working environment, tools, knowledge, and abilities required as well as relations between different
positions in the organization. Today the types of work have changed, and people's conceptions of
work have changed in a way that makes retention of employees something much more complex than
adding more pay. According to this theory, there are five levels, or stages, of needs (physiological,
security, affiliation, esteem, and self-actualization) for humans (refer Table 2 ). Employees are
intrinsically motivated when the job is meaningful and the consequences of the job are considered
the personal responsibility of the employee. Billett (2009) argues that the relevant and noteworthy
differences of the desired level from the current situation should be known to help in determining
the manner in which the gaps will be closed. This should be followed by an analysis of the
competency gaps that match the inconsistencies in performance. Most organizations in the hospitality
industry do not have sustainable management programs, and they don’t have room to find the right
direction for growth and development. The industry has designed and implemented very strict
policies where employees do not have the authority to decide their working shift, benefits, or
working hours, etc. This area could prove to be a highly sensitive one between employer and
employee, so extreme caution is suggested in all instances. Sections of the industry continue to
regard high turnover as a normal and unavoidable aspect of doing business, but this ignores the costs
and consequences of workforce instability. Job descriptions are necessary to illustrate the duties and
responsibilities of a person holding a particular position. They will become frustrated and may stop
trying if they see no clear future for themselves at your company. According to all these theories, the
higher order needs revolve around self esteem, or self actualization in one way or the other. This
paper explains the importance of employee retention in the growth of the organization and achieving
the competitive advantage over the competing firms. The retention strategies should be formulated in
such a way that the organizations grow with greater efficiency and innovation and achieve long
lasting strategic business objectives. Here, the important outcomes exchanged for inputs are cash and
non-cash benefits, titles, and recognition. Notwithstanding the initial glamour of this sector as a
harbinger of opportunities and an attractive career option, today with the vast number of players in
the arena and easy availability of lucrative software jobs, the sector is smitten with the problem of
attrition.
From this point of view, person-organization fit and person-job fit may have an effect on person’s
professional life and cause work commitment decrease or increase. Not only this, the PowerPoint
slideshow is completely editable and you can effortlessly modify the font size, font type, and shapes
according to your wish. The model describes five core job characteristics (skill variety, task identity,
task significance, autonomy, and feedback) and their impact on three crucial psychological states
(experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual
results). He found out that the operations of an organization in the hospitality industry are greatly
affected or influenced by environmental factors, i.e., the person and environment fit together to
create the appearance of a positive work environment. It has also been found that the factors that
influence attrition are quite different to those that affect retention. The opposite of retention is
turnover, where employees leave the company for a variety of reasons. A properly designed
recruitment process attracts competent candidates who are best matched with the job position and
internal culture of the organization. Organizations should focus on psychological analysis of how
employees can adapt quickly and be productive in the workplace. Regression analyses were used to
substantiate which strategies was the most appropriate as job retention strategy. This study is focused
on advising and guiding a newly operating manufacturing firm which has just been established to
choose and implement a valid commitment and motivational based. Competent employees view
stagnation in a particular position as a potential cause of redundancy thus they stay in the
organization where career development is guaranteed (Startups 2006). Organisation culture, pay and
remuneration, flexibility and job satisfaction highly influence the retention rate for any company.
Skilled and best-fit employees introduce innovative ideas and unique methodologies for performing
different processes; they increase the efficiency level of the task, which helps the organization to
meet its organizational goals by increasing its productivity. Free employee retention papers, essays,
and research papers. The data were collected using a survey questionnaire through an electronic base
particularly e-mail, facebook and whatsapp. Furthermore, employee empowerment helps employees
to make decisions regarding their job responsibilities and working hours. Researchers believe that the
working conditions, workplace culture, and work environment play important roles in deciding if
employees will leave the organization or stay with it. You can download the paper by clicking the
button above. Furthermore, it determines who might be the best fit for the organization. A
sustainable communication strategy assists organizations in developing and maintaining a healthy
work culture by allowing them to effectively develop interpersonal, group, departmental, and
intercultural communication. The objective of perusing this study is to assess the level of satisfaction
of employee retention techniques at GB Engineering Enterprises PVT Limited, Trichy. Companies
need to understand this and reward them with proper recognition, empowerment and authority.
Literature and research work on employee retention and the factors affecting employee retention
Table 1: Factors, Contributing authors and Research papers. Assessment of factors influencing
employee retention in? pdf. Factors Affecting Employee Retention - Iiste ? pdf. Training needs
assessment is significant to determine the learning objectives. Free employee retention papers, essays,
and research papers. To browse Academia.edu and the wider internet faster and more securely, please
take a few seconds to upgrade your browser. Relationships among Turnover and Productivity
Turnover deeply related with the productivity of an organization. Division of labor refers to how the
work is divided among the employees and coordination refers to how all the various activities
performed by the individuals are integrated or brought together to accomplish the goals of the
organization.
Download Free PDF View PDF Rentention Strategies Adopted In Modern Management Era IOSR
Journals publish within 3 days Human Resource is an important resource for an organisation.Now a
days retaining an employee in an organisation is a greater challenge for HR managers.They have to
choose suitable person with a required experience and ability, to fill up the vacancies in
theorganisation. Strategies for Employee Retention in Hospitality Industry. William G. 2004.
“Establishing and Maintaining the Trust of Your Employees”. Furthermore, employees who are
skilled and have more abilities put in more effort than less-skilled employees. Scholars can use them
for free to gain inspiration and new creative ideas for their writing assignments. Disney World, or
Walt Disney World Resort, is a recreational resort that has theme parks, golf courses, water parks,
resort hotels and shopping areas. This PPT slide can be easily accessed in standard screen and
widescreen aspect ratios. Most of the companies are promoting within to ensure that talent remains.”.
Relationships among Turnover and Productivity Turnover deeply related with the productivity of an
organization. It is useful to share insightful information on Employee Retention Research Papers.
Open and straightforward communication is another key strategy that can be used in a law
enforcement agency. Free employee retention papers, essays, and research papers. Thus, this theory
suggests that, along with other factors, feedback is also very critical for reducing turnover. Literature
and research work on employee retention and the factors affecting employee retention Table 1:
Factors, Contributing authors and Research papers. As the human resource department is responsible
for the organization's human resources development, organizational leaders face the challenge of
learning to meet current and future needs and rethinking and adapting development strategies.
Organizations should focus on psychological analysis of how employees can adapt quickly and be
productive in the workplace. The study includes the theme on which the research is carried out, the
study will identify the facts. People compare their reward with the reward of other employees
according to their perception of their contribution. The recommendations highlighted that top
management should pay a marketable salary to employees and the employees must be rewarded if
they have achieved their goals. Organisation culture, pay and remuneration, flexibility and job
satisfaction highly influence the retention rate for any company The paper provides the prevalent.
The study finding suggests that salary is among the primary cause of staff turnover in the HBF.
Competent employees view stagnation in a particular position as a potential cause of redundancy
thus they stay in the organization where career development is guaranteed (Startups 2006). The
second part of the objective examined the relationship between perceived available employment
opportunity and turnover intention. Following a plan: Some employees may have a predetermined
plan to quit e. Top management should involve employees when they make decisions that will affect
them in HBF. A retention rate is the percentage of employees your business has retained over a
specified time period. Johnson (2001) observes, people usually desire to have autonomy in their day
to day activities, which is significant in encouraging them to remain in the organization. Implement a
well-designed assessment and selection process. In this thesis, we bring Schneider ASA Framework
and use it to establish the organization as a place where people and environments are joined into one.
Free employee retention papers, essays, and research papers.
A change in the job description has to be accompanied by a change in training and development
activities. Figure 3 illustrates constructs of retention model i.e. personal characteristics, intrinsic job
dimensions and the resulting level of satisfaction, motivation and involvement (work outcomes) and
the final result i.e. retained employees organizational outcomes). Furthermore, employee
empowerment helps employees to make decisions regarding their job responsibilities and working
hours. The paper provides the prevalent and potential reasons for an employee to leave his job and
also talks extensively about the problems faced by an organisation associated with the high employee
turnover. Number of employees, nature of job, environmental and physical conditions and
organizational culture may affect employees’ attitude and behaviors against work. In addition, there
are differences in ability, intelligence, personality, and other factors. The p-value 0.0025 lies within a
high significance level of 0.05 so the null hypothesis holds and the regression result is significant.
The study concludes with direction form future research Download Free PDF View PDF Impact of
Industrial Relations on labour turnover in Plastic Industries: A Review Parag A Narkhede High
workforce turnover is a significant issue for the Indian industry, particularly the Plastic sector. The
human resource management’s role in an organization is to ensure that employees are exposed to
training opportunities. Workplace focus on retention can help reduce these high turnover costs.
Additionally, effective human resource management practices not only ensure the desired skills,
abilities, and knowledge of employees but also employee motivation. An opinion was to be formed
as to whether increasing wages, implementing a bonus program, instituting new training programs,
or developing a career development program would be the best course of action. You can download
the paper by clicking the button above. Their templates have beautiful designs that are worth every
penny. It promotes goal ownership among the employees and reduces overreliance on the
management regarding the accomplishment of day to day tasks. Therefore, identification of the
effects of person-job fit and person-organization fit on work alienation is perceived to be of
importance as work alienation may cause serious consequences for the organization and the
individual. When an organization or sector faces such challenges, they design policies that can help
them handle the situation, but in the hospitality industry, strict policies have been implemented.
Other findings suggested that unhealthy working relationship may also be the cause of staff turnover
in HBF. Jun 2009 ORIGINAL PAPER personal factors that influence employee retention Centre for
Educational Research on Lifelong Learning and. Training and career development had positive
contribution to organization production but training was found not to be a significant as job
retention strategy on organization productivity. Make sure they know what's expected of them and
how they can grow within your company. Also the stores in the sample appeared to be widely
disbursed, complicating site-location factors. The alternative is to hire skilled workers, which is a
move that might be costly for the organization especially in the long run due to the constant
technological advancements and market changes. If scholar s implement this theory in an
organizational context, scholar s can conclude that employees compare their efforts—such as
qualification, experience, performance, competence, and skills—and rewards—such as appraisal,
promotion, bonuses, salary increase, and recognition—to other employees’ efforts and rewards.
These firms average a 22.1 percent higher revenue growth. 23.3 percent higher profit growth. and a
66.8 percent reduction in employee turnover. Based on these two dimensions the employees can be
divided into four categories. Employees are empowered to participate in decision making and to
accomplish tasks effectively through training and development. They remain ignorant of proper
staffing plans and pre-recruitment planning. You can download the paper by clicking the button
above. Report this Document Download now Save Save Employee Retention Questionnaire For
Later 0 ratings 0% found this document useful (0 votes) 446 views 5 pages Understanding
Employee Retention: An Analysis of Factors Influencing Former Employees' Decisions to Leave and
Self-Assessments of Performance Uploaded by Priyanka Magar AI-enhanced title and description
This document contains an employee retention questionnaire with four sections.
Johnson, J. W. 2001, “The Relative Importance of Task and Contextual Performance. The hospitality
industry, therefore, found a most dynamic and globally growing industry, plays a significant role in
the economic and social development. Therefore, identification of the effects of person-job fit and
person-organization fit on work alienation is perceived to be of importance as work alienation may
cause serious consequences for the organization and the individual. For this purpose, Figure 2
suggests that career development opportunities and self-directed and dynamic learning opportunities
are essential for employee retention because they lead to employee satisfaction. In simple terms,
attrition measures who your business has lost. The content of job descriptions determines the kind of
training and development activities that need to be undertaken for particular positions in the
organization. It is proposed that the Job Characteristics model can be customized by redefining job
dimensions as growth prospects, accountability, sense of accomplishment, self-esteem, job security,
interpersonal relationships, working conditions, by extending organizational outcomes as satisfied,
motivated, involved and retained employees. Barbazette, J. 2006, Training needs assessment:
methods, tools, and techniques, UK, New Jersey: John Wiley and Sons. Organisation culture, pay
and remuneration, flexibility and job satisfaction highly influence the retention rate for any company
The paper provides the prevalent. Different researchers have identified positive relations or
associations between the effective recruitment process and the retention rate of the organization. The
second part of the objective examined the relationship between perceived available employment
opportunity and turnover intention. Following a plan: Some employees may have a predetermined
plan to quit e. Training and development promote workplace learning. Training needs assessment is
aimed at establishing learning objectives as well as the rationale of training in organizations. In 2016,
most organizations in the hospitality industry introduced management trainee programs in which all
of the employees (fresh graduates) completed their 6 months of training, but they always failed to
promote them. McConnell (2003) argues that provision of up-to-date training and development
opportunities to employees enhances their value in the labor market and hence increased career
mobility. However, in the hospitality industry, there is very little focus on these (mentioned)
strategies. Talent Retention and Employees’ Resilience of Telecommunication Companies in. Relax
the tight controls on employees, relax the close monitoring of employees. Give employees a great
deal of discretion to monitor their own performance and trust employees to get the job done right the
first time without direct oversight, the study concludes. When the best employees are hired and then
retained, it saves the cost of hiring the wrong people, who frequently leave the organization after
some time. Talent Retention and Employees’ Resilience of Telecommunication Companies in. When
an organization loses a talented employee there is a huge negative impact on innovation and services
provided. They experience more problems in their relationships, which lead to mental and physical
health issues. He found out that the operations of an organization in the hospitality industry are
greatly affected or influenced by environmental factors, i.e., the person and environment fit together
to create the appearance of a positive work environment. May 2016 This paper focuses on reviewing
the findings of previous studies conducted by Many researchers approached employee retention
using a. A Study on Effectiveness Traning and Development at Solara Active Pharma Scie. The
paper provides the prevalent and potential reasons for an employee to leave his job and also talks
extensively about the problems faced by an organisation associated with the high employee turnover.
This should be followed by an analysis of the competency gaps that match the inconsistencies in
performance. Similarly, flexible training and development allow employees to acquire new
knowledge and skills as changes occur in relation to their responsibilities (Mccleland 2002).