Contents
1 Introduction 2
2 Reference Number 1 2
2.1 Why employees leave/stay? 2
2.2 Pros and Cons of employee retention. 3
3 Reference Number 2 3
3.1 Key to Retaining Employees 3
3.2 Factors to consider when dealing with employee retention. 4
4 Reference Number 3 4
4.1 7 Tips to Better Employee Retention 4
4.2 Employee Referrals/HR Expectations 5
5 Conclusion 5
6 Bibliography 6
1 Introduction
In this report the author has chosen to discuss the retail issue “employee retention”. The author will research three references which will then be compared to see what each are saying and how they might possibly share similar or alternative viewpoints.
2 Reference Number 1
Within the first reference the author will explain its findings …show more content…
Internal factors are easier to control and rectify but managers must face up to the causes/problems. External factors on the other hand include skill shortages in the labour market along with cost of living in large cities. Reasons for leaving can also be related to push and pull factors. Internal factors include induction crisis, work pressures and leaving to avoid conflict. Pull factors are attractions outside the organisation, such as increased pay, career opportunity’s, promotion or a more attractive job. According to (Browell, 2003) employees often stay because they are motivated and have job satisfaction. However other factors can also be taken into account- (Browell, …show more content…
• According to (ManDhanya, 2015) the cost involved in employee turnover is huge as it includes loss of performance, replacement and training costs, loss of business opportunities, loss of customer satisfaction and loss of talent. Therefore employee retention is important in the long-term growth and success of a company. It is also estimated it takes anywhere from three to six months for a fresh hire to get trained and start performing. (ManDhanya, 2015)
• Why is employee retention so important? Employee retention is considered very important as among other things it leads to satisfied employees, this then leads to satisfied customers which ultimately has a positive impact on the company. Retaining the best employees would ensure the company’s objectives and customer satisfaction exist.
• Retaining employees would also improve investors’ confidence as they are concerned with organisations capacity to perform in such ways that would positively influence the value of their investment in the organisation. (ManDhanya,
1 Introduction 2
2 Reference Number 1 2
2.1 Why employees leave/stay? 2
2.2 Pros and Cons of employee retention. 3
3 Reference Number 2 3
3.1 Key to Retaining Employees 3
3.2 Factors to consider when dealing with employee retention. 4
4 Reference Number 3 4
4.1 7 Tips to Better Employee Retention 4
4.2 Employee Referrals/HR Expectations 5
5 Conclusion 5
6 Bibliography 6
1 Introduction
In this report the author has chosen to discuss the retail issue “employee retention”. The author will research three references which will then be compared to see what each are saying and how they might possibly share similar or alternative viewpoints.
2 Reference Number 1
Within the first reference the author will explain its findings …show more content…
Internal factors are easier to control and rectify but managers must face up to the causes/problems. External factors on the other hand include skill shortages in the labour market along with cost of living in large cities. Reasons for leaving can also be related to push and pull factors. Internal factors include induction crisis, work pressures and leaving to avoid conflict. Pull factors are attractions outside the organisation, such as increased pay, career opportunity’s, promotion or a more attractive job. According to (Browell, 2003) employees often stay because they are motivated and have job satisfaction. However other factors can also be taken into account- (Browell, …show more content…
• According to (ManDhanya, 2015) the cost involved in employee turnover is huge as it includes loss of performance, replacement and training costs, loss of business opportunities, loss of customer satisfaction and loss of talent. Therefore employee retention is important in the long-term growth and success of a company. It is also estimated it takes anywhere from three to six months for a fresh hire to get trained and start performing. (ManDhanya, 2015)
• Why is employee retention so important? Employee retention is considered very important as among other things it leads to satisfied employees, this then leads to satisfied customers which ultimately has a positive impact on the company. Retaining the best employees would ensure the company’s objectives and customer satisfaction exist.
• Retaining employees would also improve investors’ confidence as they are concerned with organisations capacity to perform in such ways that would positively influence the value of their investment in the organisation. (ManDhanya,