Managing Employee Retention and Turnover Essays -- Human Resource Mana

Managing Employee store and TurnoverEmployee retention has always been an important focus for clement pick managers. Once a company has invested time and money to recruit and mark off a dependable employee, it is in their own best divert to control that employee, to further develop and motivate him so that he continues to provide observe to the constitution. But, employers must in addition recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that some(prenominal)thing is not right in the employee environment. We go forth look at the differences between retention and turnover, why employees stay, reasons why they founder, and what toilet be done to save them. We will also examine some external factors that will make employee retention and tur nover reduction highest priorities for human resource professionals.Basically, employee retention is measured by an employees longevity with a company, and is the craved outcome of a company hiring workers it wants and needs. Many organizations find it more cultivatable and profitable to redirect resources formerly allocated to recruiting, hiring, orienting, and training of new employees and use them alternatively toward employee retention programs. Such programs identify good performers who argon likely to leave the company and work proactively to retain them. Although there is no tried-and-true prescription for retaining good employees, there are five factors that have a proven electropositive impact on retention and they should be taken into consideration when growing an employee retention programSupervisor/Employee relationship - Immediate supervisors who are also leaders of population will be the most important people in the workplace of the future... (Jamrog, 2004) Todays supervisor is expected to be a coach, a trainer, and a mentor. Foremost, he must be able to communicate intumesce up and down the organization. Employees who have honest, open relationships with their supervisors feel a guts of commitment to them. Employee engagement - The best employees are motivated by tasks that are intellectually stimulating and provide variety and challenge while lend value. Studies from the Gallup organizat... ...and preparation will help employers more readily adapt.ReferencesAARP. 2002, Staying Ahead of the rationalise The AARP Work and Career Study. Wahington, D.C. AARPRetention rodeo.Buhler, Patricia M. The exit interview a goldmine of cultureSource Supervision v. 63 no4. (Apr. 2002) p. 15-17. Database WilsonSelectPlus.Ceridian Employee Services, http//www.ceridian.com/myceridianChristian & Timbers, www.ctnet.com Frank, Fredric D. The Race for Talent Retaining and act Workers in the 21st Century. Source Human Resource readiness v.27 no3 (2004) p. 12 -25. Database WilsonSelectPlus Jamrog, Jay. The finished Storm The Future of Retention and Engagement. Source Human Resource Planning v. 27 no3 (2004) p. 26-33. Database WilsonSelectPlus. Society for Human Resource Management (2003). Older Workers Survey.U.S. department of Labor, Bureau of Labor Statistics (2003) Customized Data Compilation, November 20.Demographics and Destiny Winning the War for Talent, Watson Wyatt Worldwide, Bethesda, medico 301.581.4600http//www.hermangroup.com/retentionconnection/http//www.capitalhgroup.com/weAre/research/KeepingTopTalentSurvey.pdf