of absenteeism, wok-related stress, and a worrying trend of employee turnover. The evaluation is conducted on the premise that employee retention is a crucial component of organizational success and has significant implications for personnel and human resource management as well as organizational behavior. A descriptive research design was utilized to conduct this study through a Likert scale survey instrument comprising of seventeen questions. The survey was administered to a group of participants from three military-affiliated organizations. The survey found that various factors impact organization’s ability to retain its employees including organizational culture, gender roles within the company, family conflict. However, female employees are more affected because of family and… Continue Reading...
by high-potential employees, whether they are formally identified as such or not.
Formal identification procedures are more common in organizations than formal employee retention procedures. To identify high-potential employees, human resources managers may use a variety of methods including performance appraisals, performance reviews, individual development plans or career mapping, and even anecdotal data (Downs, 2015). Among organizations that do have formal high-potential employee development programs, some also have active succession planning with transparent methods of communicating intent. For example, PepsiCo has a formal leadership development center, and admission to the leadership development center is based on performance on various HR metrics (Zhu & Manjarrez, 2017). Empirical research has been demonstrating the advantages… Continue Reading...
Employee Retention Issues in Non-profit Organizations
Non-profit organizations face many of the same employee retention concerns as profit-driven enterprises. With profitability no longer a factor in measuring the success or effectiveness of the organization, the non-profit does use different employee management strategies and techniques. Human resources management strategies used in nonprofit firms often do mirror those used in their for-profit counterparts. For example, motivation, employee engagement, training and professional development are all major issues for human resources managers no matter what their sector. The literature on human resources management in… Continue Reading...
to, yet considered distinct from employee retention. Employee retention is based on keeping employees which are valuable to an organization. Human resources is also tasked with staffing and organization and suitably training that staff, which is key part of remaining competitive. Performance management in the form of reviews and feedback is also part of this codification.
One of the principal ways in which human resources correlates to management information systems and supply chain management is through the notion of strategic human resources management. Part of the strategic value found in human resources is allocating the… Continue Reading...
2) to identify problems in the small business that contribute to poor employee retention 3) to determine the how employee motivation affects retention 4) to identify the status of the internal and external environment and how it influences human retention.
Description of Participants
In total, six individuals participated in the qualitative interview. All of the participants were randomly selected from Quantech Services Inc., a small enterprise offering superior quality consulting services and products in the following areas: Cyber Security, Program Management, Financial and Cost Management, and Engineering Services, to governmental clients such as the DoD (defense department).The personnel specifically emanated from the… Continue Reading...
will reduce among breastfeeding moms, as breastfed infants' immune systems are stronger and they fall ill less often. Secondly, employee retention will improve among organizations supporting breastfeeding at the workplace. A key challenge, however, is the work setting's potential endogeneity, particularly that of facilities for breastfeeding. Women with high breastfeeding propensity may opt for jobs at workplaces that provide the facility to work and simultaneously breastfeed. If the above statement were true, our predictions of breastfeeding facilities' effect on returning to work as well as on breastfeeding would be upward-biased (Emilia Del Bono & Chiara Pronzato, 2012).
Job-holding among mothers, particularly full-time jobs, negatively affects breastfeeding duration. (However, breastfeeding… Continue Reading...
and their supervisor as well as colleagues. Job satisfaction may in turn contribute to job involvement, good performance, organisational commitment, and employee retention (Mujtaba & Sims, 2006; Graybill et al., 2013). It is, however, important to note that job satisfaction tends to be affected by several other factors such as working conditions, interpersonal relations, supervisory and managerial support, compensation and benefits, as well as training and development opportunities. All the same, positive employees can significantly improve organisational efficiency, productivity, and performance (Graybill et al., 2013). Nonetheless, just like employee outcomes, organisational outcomes are often driven by other factors such as leadership, resources, capabilities, and macro-environmental forces.
At XYZ, the formal socialisation… Continue Reading...
Moreover, there is evidence that building a diverse workforce at the workplace increases productivity and employee retention. Consequently, this can positively contribute to the responsiveness of the organization to an increasingly diverse world of clients, customers as well as improve its relations with the surrounding community. In addition, creating a diverse workforce can increase the ability of the organization to cope with change and expand the organization’s creativity overall.
Creation of the intervention plan
Creating an intervention plan will entail putting some factors in place. For the intervention plan to the Chief Nursing Officer (CNO) to be a success, the following areas have to be… Continue Reading...
of oil pumping continues (Tverberg, 2016).
Another downside is on the government and citizens, specifically the issue regarding employee retention. To some extent, the greatest assets for the oil companies are the employees. Therefore, ceasing to pump the oil implies that the employees will lose their jobs. This increases the unemployment rate in the nation. In addition, once these employees are lost, it will be significantly challenging to employ and retail new employees. The oil wells can be stopped and restarted. However, the costs involved are substantially high and therefore hamper the government (Tverberg, 2016). According to Schoen (2015), turning off the flow of pumping oil and restarting… Continue Reading...
interruptions ; and d, financial security and growth is use a factor of employee motivation and employee retention (Terry, 2017). Keeping this approach… Continue Reading...
order fill rate, and ontime deliveries.
3. Internal Business: Usually it concerns, forecast error, employee retention, and adherence to plans.
4. Training: The last phase checks for certification, in-house training hours, and education backgrounds (Seuring & Goldbach, 2013).
Although the Balanced Scorecard method was not intended specifically for a company's Supply Chain, it allows for proper guidance of the company's core measures. The main idea is to emphasize key metrics that are attached to real meaning within the company. This approach aids in helping keep measures aligned with firm objectives. Tracking such measures monthly, with specified targets per assessment will allow for a smooth… Continue Reading...
