Free

SLP - 2 RECRUITMENT, SELECTION, AND RETENTION - Essay Example

Comments (0) Cite this document
Summary
One of the strategies that successful organizations use to retain employees is to make the retention personal in the sense that the strategies are tailored down to the individual level owing to the fact that employees are different and diverse in nature. The view of employees…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER93.6% of users find it useful
SLP - 2 RECRUITMENT, SELECTION, AND RETENTION
Read TextPreview

Extract of sample "SLP - 2 RECRUITMENT, SELECTION, AND RETENTION"

RETENTION STRATEGIES IN ORGANIZATIONS RETENTION STRATEGIES IN ORGANIZATIONS One of the strategies that successful organizationsuse to retain employees is to make the retention personal in the sense that the strategies are tailored down to the individual level owing to the fact that employees are different and diverse in nature. The view of employees differ in terms of the nature of work, flexibility at the workplace, opportunities available as well striking a balance between work other life aspects which must be taken into consideration when laying down the strategies. Another strategy is to cultivate a sense of ownership in the employees. The employees need to feel that they are part and parcel of the organization and to own its success as well as failures. This can be attained through sharing of bonuses or shares of the company in times of huge profits as well as increasing their remuneration and rewarding top performances in order to boost their morale. Making employees to own the organization will make them cautious on how they relate among each other and how they will handle the assets of the organization. Choosing the right reward for employees offers another approach to retention strategies (Dibble, 1999).
The management needs to devise creative techniques of appreciating the performance of employees which is not only based on monetary terms but the inclusion of other incentives. Such may include time off, initiation of shifts, leave days or exclusion from work on certain occasions. It has been realized that some employees quit their jobs because of lack of proper treatment by their immediate managers who may not have the basic knowledge required to relate well with their juniors. Therefore another strategy of retaining employees is by investing in the line managers through training so that they can be well equipped to empower employees to success and growth. It is proper for the management to create more opportunities for the check-ins of employees with their respective managers as well providing avenues for both formal and informal interactions.
Some of the retention strategies that are not appropriate for the organization to adopt include the use of strict supervision to ensure to ensure that employees comply with the laid down rules and regulations of the organization or setting stiffer penalties for employees who wish to resign from their positions. Some organizations do not allow their employees to exit at their own free will so that they can be retained in the organization which only serves to lower the morale of the employees thus reducing their performance. Another retention strategy that should not be applied by the organization is withholding of employees’ remunerations so that they may continue working in the organization after they have shown signs of quitting the organizations.
Recruitment and selection practices play a key role in the retention of employees. Retention efforts by employers need to be made evident on the first day of interaction which is during the first interview. It is at that time when the employers need to know the long-term as well as the short-term goals of the candidate being interviewed and how it is related with the organization. Employers achieve these criteria by allowing the current employees to be the one to interview the candidates since they are well informed with the operations of the organization and can therefore provide the right advice to the potential employees.
Reference
Dibble, S. (1999). Keeping your valuable employees: Retention strategies for your organizations most important resource. New York: Wiley. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“SLP - 2 RECRUITMENT, SELECTION, AND RETENTION Essay”, n.d.)
SLP - 2 RECRUITMENT, SELECTION, AND RETENTION Essay. Retrieved from https://studentshare.org/human-resources/1641926-slp-2-recruitment-selection-and-retention
(SLP - 2 RECRUITMENT, SELECTION, AND RETENTION Essay)
SLP - 2 RECRUITMENT, SELECTION, AND RETENTION Essay. https://studentshare.org/human-resources/1641926-slp-2-recruitment-selection-and-retention.
“SLP - 2 RECRUITMENT, SELECTION, AND RETENTION Essay”, n.d. https://studentshare.org/human-resources/1641926-slp-2-recruitment-selection-and-retention.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF SLP - 2 RECRUITMENT, SELECTION, AND RETENTION

Recruitment, Selection and Retention of Staff Procedures and Policies

...?  (Working and Leading People) By Presented to Location Due Contents Contents 2 Recruitment, Selection and Retention of Staff Procedures and Policies 4 Recruitment Documentation 6 Company Policy Statement 6 Pre-advertisement of the Post 7 Post/ vacancy review 7 Engagement of the employees 7 Post requisition 7 Candidate specification 8 Advertising 8 Panel for selection 8 Short listing 9 Informing the candidates 9 Interview 9 Retention 9 Legal, regulatory and theoretical consideration impacts 10 Selection Process 11 Self Evaluation 11 Conclusion 12 Emotional Intelligence and Primal Leadership 14 Self...
21 Pages(5250 words)Essay

Recruitment and selection

...probality of upcoming events instead of relying on past data and obsolete experience” (Fitz-Enz, 2010, p.5). It is conducted in phases which include scanning, planning, producing and predicting. According to Boudreau (2010), the recruitment process can also be improved by the use of a consistent, logical framework that analyses where to invest, maintain or cut resources. This requires the use of proven business tools such as the scorecard. If the recruitment and selection process does not result to business performance in terms of productivity, increased returns or profits, reduced turnover and absenteeism and increased retention rates, there is a problem that needs...
6 Pages(1500 words)Essay

Recruitment & Selection

...Recruitment and Strategy: A Critique The recruitment strategy presented for ServiceRepresentative 1 or "bank teller" gives a very good understanding of how a business organization should go about in selecting the suitable person from a pool of applicants. The paper should be commended for its thorough analysis of the traits and characteristics for this position and how a potential employee is screened to meet the requirements. However, the strategies presented can still be improved by including some techniques which have been overlooked by the presenters. In terms of recruitment, the techniques specified are commendable because these take advantage of the advancement...
2 Pages(500 words)Essay

Recruitment and Selection Processes

...of recruitment, a company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting thus, provides a pool of applicants for selection. Selection is a process of picking individuals who have relevant qualifications to fill jobs in an organization (Rao, 2005, p-143). The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates. 2. Recruitment and Selection practices of Global Giants 2.1 PepsiCo India: Pepsi is a flat organization. There are a maximum of four reporting levels. Executive here emphasis...
8 Pages(2000 words)Essay

Recruitment & Selection

...R.Preeti 26/4/2007 RECRUITMENT AND SELECTION Any business would look towards selecting the right candi s----candi s who would not only make it profitable for the company, but would also use the company experience to upgrade their skills. This give-and-take helps in the establishment of mutual trust. The selection and recruitment of the right candidate, who would eventually become a face of t he company in the external sphere of activities, is an uphill task. A number of parameters come into play due to the importance that each employee carries. One of the biggest aspects of a ...
4 Pages(1000 words)Essay

Customer recruitment and retention

...recruitment and retention This study aims to present the marketing strategies for attracting new s and retaining the old ones for Apple iPad. The company had already sold 19 million iPads in the market round the world. This sales figure depicts that the brand has high level of goodwill and it is trusted and recognized, by the customers in the world market. Attracting new customers for iPad would not be a difficult task, due to the large market share of the company. There are many competitors of Apple in the market and hence the company must find ways to attract new customers for iPad to maintain and increases their market share. Apart from this, the existing customers should also be paid regular...
2 Pages(500 words)Essay

The Development of a Perfect Process Analysis Essay

4 Pages(1000 words)Essay

CASE - 2 RECRUITMENT, SELECTION, AND RETENTION

...Recruitment, Retention AND Selection The succession problem has been a source of major debate in the staffing function of management. The primary problem or question raised is whether it is advantageous to promote from within a company or to seek for employees from the outside market.it is a contemporary problem that cannot be avoided as people retire, move on or even get fired from their positions.it begs the question ;are academic qualifications really the only qualification needed for any position? Or are there other traits which education may not necessarily impact on employees that are vital for certain positions. This paper is going to examine in depth merits or demerits of...
3 Pages(750 words)Essay

Recruitment, selection, and retention challenges

...Recruitment, Selection and Retention Challenges al affiliation Recruitment, Selection and Retention Challenges It is important for healthcare organizations to hire employees who are innovative. The world is changing, and we face different challenges daily. An innovative employee will be able to cope with these challenges and even be in a position to offer long lasting solutions (Brown, 2011). Internal recruitments are, usually, more concerned with giving existing employees promotions as a means to motivate them. External recruitment, on the other hand, brings in new blood into the organization (Compton, Morrissey, & Nankervis, 2009). The candidate who is not hired may feel unmotivated, and this might affect the general atmosphere... in an...
1 Pages(250 words)Essay

SLP 2 - HRM 401 SELECTION

...that they are applying for based on their personal attributes and career objectives (Clarke, 1996). The tradeoff between the time taken on the selection process and the cost is the overstretching of the existing workers who must work extra hours to ensure that all the work is done before new employees are recruited to take up those jobs. The company may have to make extra payment to the employees so as to compensate them for the extra work load. There are a number of considerations that the company has to consider in the application process. The candidates are expected to create an online account with the organization through which the can keep track of their applications and other important...
3 Pages(750 words)Essay
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.

Let us find you another Essay on topic SLP - 2 RECRUITMENT, SELECTION, AND RETENTION for FREE!

Contact Us