Strategies for Keeping Good People
- Topics:
- Organizational Effectiveness
- Tags:
- Employer,
- HR.com,
- Human Resources,
- Job,
- Management,
- Recruitment & Selection,
- Strategy,
- Workforce Management
- Source:
- HR.Com
FREE Registration is required
Overview: This paper illustrates scenario that plays itself out regularly in many workplaces across the country. This case involves the search for a highly skilled technician to lead a fast growing department. The search was arduous and time consuming because management had resolved to expend whatever time and resources were necessary to find the right person for this job. The organization proceeded cautiously, carefully defining their needs and interviewing several very good candidates. While dozens applied for the job, only a few met the rigid criteria. In the end, they did select a highly qualified individual who also happened to possess exceptionally good people skills. The departmental Vice-President was thrilled with their find! However, these days employers find themselves competing for the best-qualified people, often luring them away from other employers. Losing good people in this way is a serious problem for many organizations and, as such, it has forced them to come up with effective strategies for retaining valuable employees. The tremendous costs of turnover dictate that employers pay attention to the issues of job satisfaction and commitment. We know that flexibility and autonomy, social interaction, satisfactory rewards, good communications, and opportunities to grow are important factors that contribute to employee loyalty. In other words, just providing a regular paycheque doesn't cut it! Organizations that are attentive to people issues avoid the stigma of losing good employees and, by doing so, ultimately enhance their status in the business community.
(Is this item miscategorized? Does it need more tags? Let us know.)
Format: HTML | Date: Jan 2003 | Pages: 1
