Problem Analysis Paper
Corporate loyalty continues to be a challenge for organizations, with studies showing each year an organization loses 20-50% of its employee base (Wharton, 2012). Contributing causes to this lack of engagement include the recession-based mass layoffs, reduction of benefits, and the addition of more work for the same pay (Wharton, 2012). Increasingly, employee loyalty continues to be defined as employee engagement, meaning the level of commitment and motivation the employee has in regards to the work itself in support of the organization (Wharton, 2012). Focusing on improving employee engagement throughout the employee lifecycle is a critical component in this journey. This paper will focus on employee engagement throughout …show more content…
In academics, it is common for universities and universities to start contacting high school students who are beginning to think about university. Letters, emails, phone calls, and social media are all part of the experience for the prospectus to alumnus. It is important to a successful recruitment strategy to consider the key messages to communicate, the intended audience, and how the message is delivered (Whitehead, 2012). In fact, universities are leveraging social media in order to further strengthen the relationships, connect individuals at all phases in the cycle, and finding ways to facilitate authentic communication (Foulger, 2014). After initial prospectus and transitioning into recruitment, the student engages in activities such as campus visits, admissions applications, and financial aid planning with the recruitment advisor prior to starting. During this stage, the employee and organizational relationship is likely with a recruiter or the manager directly. In order to increase success with these early phases, organizations should invest in similar programs which rely upon skilled recruiters and repeatable processes which deliver quality employees to the …show more content…
In these cases, it is suggested to use a guidance counselor for development and advancement is more beneficial than a manager or mentor. Mentorship is great, but that is for advancement in specific skills within a field and managers may be the wrong audience to have these discussions due to conflicts or current goals. What is needed is a guidance counselor who knows the organization, how to move around with in it, and the process to do so. During the development and advancement stages, advisors continue to be available and check in with students on their success, any needs, and provide guidance on course selection and next steps. They should be a coach, counselor, and cheerleader for the employee. The University of Washington provides career counseling for its employees to understand employee goals, act to understand the employee strengths and talents, and explore how to gain new competencies and skills and develop a training action plan (University of Washington, n.d.). Leveraging the skills of a trained professional is invaluable to the employee as they become further self-aware, identify areas of future opportunity, and have the support to navigate the twists and turns of internal job
Corporate loyalty continues to be a challenge for organizations, with studies showing each year an organization loses 20-50% of its employee base (Wharton, 2012). Contributing causes to this lack of engagement include the recession-based mass layoffs, reduction of benefits, and the addition of more work for the same pay (Wharton, 2012). Increasingly, employee loyalty continues to be defined as employee engagement, meaning the level of commitment and motivation the employee has in regards to the work itself in support of the organization (Wharton, 2012). Focusing on improving employee engagement throughout the employee lifecycle is a critical component in this journey. This paper will focus on employee engagement throughout …show more content…
In academics, it is common for universities and universities to start contacting high school students who are beginning to think about university. Letters, emails, phone calls, and social media are all part of the experience for the prospectus to alumnus. It is important to a successful recruitment strategy to consider the key messages to communicate, the intended audience, and how the message is delivered (Whitehead, 2012). In fact, universities are leveraging social media in order to further strengthen the relationships, connect individuals at all phases in the cycle, and finding ways to facilitate authentic communication (Foulger, 2014). After initial prospectus and transitioning into recruitment, the student engages in activities such as campus visits, admissions applications, and financial aid planning with the recruitment advisor prior to starting. During this stage, the employee and organizational relationship is likely with a recruiter or the manager directly. In order to increase success with these early phases, organizations should invest in similar programs which rely upon skilled recruiters and repeatable processes which deliver quality employees to the …show more content…
In these cases, it is suggested to use a guidance counselor for development and advancement is more beneficial than a manager or mentor. Mentorship is great, but that is for advancement in specific skills within a field and managers may be the wrong audience to have these discussions due to conflicts or current goals. What is needed is a guidance counselor who knows the organization, how to move around with in it, and the process to do so. During the development and advancement stages, advisors continue to be available and check in with students on their success, any needs, and provide guidance on course selection and next steps. They should be a coach, counselor, and cheerleader for the employee. The University of Washington provides career counseling for its employees to understand employee goals, act to understand the employee strengths and talents, and explore how to gain new competencies and skills and develop a training action plan (University of Washington, n.d.). Leveraging the skills of a trained professional is invaluable to the employee as they become further self-aware, identify areas of future opportunity, and have the support to navigate the twists and turns of internal job