INTRODUCTION: WHY EMPLOYEE RETENTION IS IMPORTANT
The matter of employee retention is important to me because this is what I want to do for my career. I want to be a Human Resource (HR) professional. Furthermore, I want to be a part of the solution to this problem because I have been in situations where I wanted to quit my job. Wanting to quit your job, but not being financially able to do so, is not a good situation. Especially since I believe employees never have to feel this way if the HR department takes employee retention seriously. One way to reduce turnover is to hire exceptional managers. Furthermore, reducing turnover saves company a lot of money because it is calculated that the cost of hiring a new employee cost anywhere from 20% …show more content…
Therefore, the object for the Human Resource Manager is to define what talents are needed for the job they want to hire for. The best way to determine what talents are needed for a particular job is to spend the most time with the all-stars. Conventional wisdom says to spend time with people who are not performing satisfactorily in order to try to get them to work; however, that will only provide knowledge of how to be mediocre. Instead, if time is spent with the all-stars one could ascertain what it is that makes them an all-star. Once those talents are identified they need to be integrated into the hiring process via questions during the interview …show more content…
According to Dictionary.com the meaning of manage is “to handle, direct, govern, or control in action or use” (Dictionary.com). Therefore, managers who feel this is their job do not help retention because they make employees feel like tools instead of feeling like people who are cared for. What the research suggests is that managers should manage outcomes. In order to manage outcomes tasks need to be clearly defined so the employee is aware precisely what is expected of them, and that they will be held accountable if that expectation is not met. This helps with retention because the employee is allowed freedom in their position to decide how they want to accomplish the outcome instead of feeling oppressed by a manager who micro-manages them. This is not to say that all processes should be handled in this way because some, mainly those that deal with safety, will need to be dictated step by step. However, it is to say that whatever aspects of an organization can be measured by outcomes should be because not many people like to be
The matter of employee retention is important to me because this is what I want to do for my career. I want to be a Human Resource (HR) professional. Furthermore, I want to be a part of the solution to this problem because I have been in situations where I wanted to quit my job. Wanting to quit your job, but not being financially able to do so, is not a good situation. Especially since I believe employees never have to feel this way if the HR department takes employee retention seriously. One way to reduce turnover is to hire exceptional managers. Furthermore, reducing turnover saves company a lot of money because it is calculated that the cost of hiring a new employee cost anywhere from 20% …show more content…
Therefore, the object for the Human Resource Manager is to define what talents are needed for the job they want to hire for. The best way to determine what talents are needed for a particular job is to spend the most time with the all-stars. Conventional wisdom says to spend time with people who are not performing satisfactorily in order to try to get them to work; however, that will only provide knowledge of how to be mediocre. Instead, if time is spent with the all-stars one could ascertain what it is that makes them an all-star. Once those talents are identified they need to be integrated into the hiring process via questions during the interview …show more content…
According to Dictionary.com the meaning of manage is “to handle, direct, govern, or control in action or use” (Dictionary.com). Therefore, managers who feel this is their job do not help retention because they make employees feel like tools instead of feeling like people who are cared for. What the research suggests is that managers should manage outcomes. In order to manage outcomes tasks need to be clearly defined so the employee is aware precisely what is expected of them, and that they will be held accountable if that expectation is not met. This helps with retention because the employee is allowed freedom in their position to decide how they want to accomplish the outcome instead of feeling oppressed by a manager who micro-manages them. This is not to say that all processes should be handled in this way because some, mainly those that deal with safety, will need to be dictated step by step. However, it is to say that whatever aspects of an organization can be measured by outcomes should be because not many people like to be