StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...

Creation and implementation of an effective recruiting and retention program - Research Paper Example

Cite this document
Summary
Running head: recruitment and retention Transmittal Letter To The President, Board of Directors and Professor I submit herewith a recommendation to the problem of high employee turnover at Cognizant Technology Solutions. This recommendation is for the HR team aimed at improving recruitment and retention of employees…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER96.5% of users find it useful
Creation and implementation of an effective recruiting and retention program
Read Text Preview

Extract of sample "Creation and implementation of an effective recruiting and retention program"

Download file to see previous pages

Regards …………. Table of contents 1. Introduction 3 2. Problem statement 3 3. Review of current practices 3 4. Strategic plan for recruitment and retention 4 5. Implementation strategy 5 6. Final recommendations and possible outcomes 5 7. Conclusions 6 References Appendices 1. Introduction: Current businesses are challenged with high employee turnover irrespective of various human resource development and employee-friendly practices. Therefore, it is imperative for organizations to explore various other opportunities to reduce employee turnover while abiding by obligatory requirements, which can save costs and improve profits.

This paper presents some potential solutions to high employee turnover issues in addition to some recommendations for implementing these solutions before concluding with key points. 2. Problem Statement: Recruiting and retaining the older and disabled work groups are challenging, but provide many advantages too. Organizations in the IT sector, like Cognizant Technology Solutions (CTS), invest huge amount of money in developing their employees to perform as per expected standards, which eventually lead to losses when employees leave for outside opportunities.

Immense competition and advanced communication technologies that have given rise to numerous opportunities have constantly haunted organizations in the IT sectors resulting in large voluntary employee turnover. Most of the times, practices in recruiting and retaining employees do not seem to be aligned to organizational strategies and long-term objectives; one such example is practices to implement diversity. Most of the companies do not put optimum efforts to hire diverse workforce, which can actually provide competitive advantage. 3. Review of current practices: Strategic human resources management focuses on integrating human resource planning, recruitment, selection and retention in a manner that not only assists in achieving organizational or departmental objectives but also sustain the organizational position and performance through effective HR practices and procedures (Armstrong, 2008).

Currently, most of the recruitment occurs electronically as this medium provides larger database to recruit the best candidate; however, this medium provides little or no personal/human contact that would be required for appropriate assessment of the candidate. Moreover, usage of internet is not similar among all groups of job seekers. For instance, Scott, Snell and Bohlander point out at the 2010 study by Kessler Foundation, which indicated only 54% of disabled using internet for job search compared to 85% of non-disabled candidates.

Such disproportion could affect company’s efforts towards exercising diversity, which is a legal and moral obligation. Spiezia (2002) highlights that employing older workers can be beneficial, a very important retention program employed by some organizations, but ignored by many. Studies indicate that older workers are more loyal, committed, honest compared to younger counterparts (Spiezia, 2002); however, some studies also indicate that the reason for many organizations overlooking older workforce is lower productivity, slower learning and potential health risk (Ashworth, 2008).

Nevertheless, employing older and disabled workforce is a legal and moral obligation of organizations. Moreover, worker shortages can be overcome by employing the older and disabled

...Download file to see next pages Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Creation and implementation of an effective recruiting and retention Research Paper”, n.d.)
Retrieved from https://studentshare.org/management/1474158-creation-and-implementation-of-an-effective
(Creation and Implementation of an Effective Recruiting and Retention Research Paper)
https://studentshare.org/management/1474158-creation-and-implementation-of-an-effective.
“Creation and Implementation of an Effective Recruiting and Retention Research Paper”, n.d. https://studentshare.org/management/1474158-creation-and-implementation-of-an-effective.
  • Cited: 0 times

CHECK THESE SAMPLES OF Creation and implementation of an effective recruiting and retention program

Human Resource Management in Innovation (New Zealand)

The human resource also needs to redesign the orientation program for new staff and ensure recruitment of right persons with the right attitudes and expectations.... Human Resource Recommendations The changing dynamics in recruitment processes in the New Zealand employment market calls for new approaches and initiatives to reduce staff attrition rates and improve the company's general performance....
6 Pages (1500 words) Term Paper

HRD Intervention and an Appropriate Evaluation

hellip; The paper extensively discusses the issues facing Sycamore Technology of America (STA), which revolve around recruitment and retention of employees, and low motivation levels among others.... In building an effective model, these key areas must be included: an evaluation framework, the ROI process replica, the operating philosophy and standards, the implementation of the ROI framework, and the case practice and applications exercise.... There are four elements given focus during the selection of the data collection methods, these including assessment purposes, the instruments under usage, the levels of application, and the timing for the implementation of the process....
8 Pages (2000 words) Research Paper

Hospital Nurses in California

hellip; According to the author, many healthcare companies are faced with multiple factors that affect recruitment and retention including the aging of the nurse workforce, reduction of entry of younger people into the profession as well as nurses' job dissatisfaction, including working conditions such as inadequate staffing, heavy workloads.... All four factors were frequently revealed during the research and found to be major concerns affecting nurse job satisfaction and retention....
8 Pages (2000 words) Essay

Diversity Programs in Organizations

There are also the benefits and challenges associated with implementation of diversity programs that are highlighted in this report.... The aim of this paper is to critically examine the issue of diversity programs in a bid to establish why organizations introduce diversity programs and what is included in a diversity program.... Diversity has also been broadly defined as the systematic and planned commitment undertaken by organizations in recruiting, rewarding, promoting and retaining a heterogeneous mix of employees....
13 Pages (3250 words) Book Report/Review

Current Trends in Human Resources

Although current programs have much in common with earlier prototypes, today's most effective programs proactively take into account several new trends, including (a) the growing prominence of many new types of "beginning" teachers, (b) an expansion of the "routes" leading to a teaching career, (c) the role of mentor programs in recruiting and retaining teachers, and (d) linking mentoring to licensure and standards.... Teacher mentor programs have entered into a "second-generation" phase as experience with such programs deepens and the understanding of the interconnectedness of mentoring, teacher recruitment, retention, and development grows more sophisticated....
6 Pages (1500 words) Essay

Retention Plan for Future Radiology Employees

The paper “Retention Plan for Future Radiology Employees” focuses on recruitment and retention of physicians in all specialties, which remains a universal challenge.... hellip; The author states that most analysts have cited the recruitment and retention of physicians as an Achilles heel for most hospital programs.... The most notable effect of recruitment and retention problems is destabilization of hospital programs.... rdquo; There is a mismatch between vision, values, and objectives of the hospitalist program and the newly hired physician (Harris & Hartman, 2001)....
9 Pages (2250 words) Assignment

Diversity Programs in Organizations

There are also the benefits and challenges associated with an implementation of diversity programs that are highlighted in this report.... Diversity has also been broadly defined as the systematic and planned commitment undertaken by organizations in recruiting, rewarding, promoting and retaining a heterogeneous mix of employees.... Finally, the report makes recommendations on implementation strategies of diversity programs....
13 Pages (3250 words) Book Report/Review

Why Is Diversity in the Workplace of High Importance to the Organization

They further argue that people working in a diverse environment helps in the retention of business.... … The paper “Why Is Diversity in the Workplace of High Importance to the Organization?... rdquo;  is a motivating version of a literature review on human resources....
6 Pages (1500 words) Literature review
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us