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

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