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The Company You Keep: Four Key Tools for Employee Retention (Hr Executive Special Reports) ePub download

by D. Michelle Adkerson

  • Author: D. Michelle Adkerson
  • ISBN: 092577362X
  • ISBN13: 978-0925773623
  • ePub: 1516 kb | FB2: 1131 kb
  • Language: English
  • Category: Business & Finance
  • Publisher: M Lee Smith Pub & Printers (December 1, 2000)
  • Pages: 62
  • Rating: 4.8/5
  • Votes: 976
  • Format: lrf doc lrf mobi
The Company You Keep: Four Key Tools for Employee Retention (Hr Executive Special Reports) ePub download

Like the HR Executive Special Reports, all of our newsletters feature our .

1 The Company You Keep: Four Key Tools for Employee Retention D. Michelle Adkerson Adkerson Communications M. LEE SMITH PUBLISHERS LLC Brentwood, Tennessee. Like the HR Executive Special Reports, all of our newsletters feature our norisk guarantee.

The Company You Keep:. by D. Michelle Adkerson

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The Company You Keep: Four Key Tools for Employee Retention.

Employee retention refers to the ability of an organization to retain its employees

Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain the employees in their workforce. In this sense, retention becomes the strategies rather than the outcome.

Table of Contents: Employee Retention Strategies of 39 Companies . Carolyn Clark SVP Talent & Culture. Nilufer Koechlin Senior Director of HR. Oliver Watson Executive Board Director UK & North America. Jay Schedler VP of Human Resources. Stacey Bledsoe Director, Human Resources Services. Kirsty Gill EVP, People – ARM.

A successful employee retention strategy requires you to think about things from .

A successful employee retention strategy requires you to think about things from the team's point of view. No two employees are exactly alike, of course; each has unique desires and goals. While you should never make promises you can’t keep, you can talk through potential advancement scenarios together. 8. Training and development - Make it a priority to invest in your workers' professional development and seek opportunities for them to grow. Some companies pay fees and travel for employees to attend conferences or industry events each year, provide tuition reimbursement, or pay for continuing education training.

Employees leave a company for many reasons - lack of. .

Employees leave a company for many reasons - lack of growth opportunities, disappointment with salary expectations, a general feeling of mistrust or disrespect, or other factors. To identify the source, it's important to open the lines of communication with your employees. Employee retention programs can help businesses improve morale, reduce costs, and retain their core talent. Many business owners and HR professionals use employee retention metrics to evaluate the quality of their hiring programs and overall health of their workforce.

Four key HR practices that drive retention: insights from india. To underscore to employees your commitment to corporate social responsibility, make sure you promote managers with the same values. Consider Tata Steel, a global firm that is part of the Tata Group. But by taking steps to implement key HR practices, companies can increase employee engagement and retention, and, as a result, boost their competitiveness in the growing Indian market, enabling them to address changing market conditions quickly and nurture a pool of talent that will give them the capabilities they need in the future.

Employee retention should be at the forefront of every company's radar. Employees want to know they are being treated fairly, receiving the highest compensation possible and being appreciated by their employers

Employee retention should be at the forefront of every company's radar. Employees want to know they are being treated fairly, receiving the highest compensation possible and being appreciated by their employers. Small businesses must cultivate a positive workplace with an eye toward developing engaging new hire orientation programs, creating above-average compensation and benefits packages, ensuring nication and building a teamwork-oriented attitude among employees.