Employee Retention Challenges

Retention of Staff – Recruitment and Staffing

“Employee retention refers to the strategies and processes an organization develops to keep its top talent and mitigate turnover risks” (Mark, 2021). 

In the new generation with information technology revolution employment became a friendly access to the employment seekers while challenging process to organisations. To face the challenges of the employee’s existence, motivation, satisfaction, evaluations and rewarding, the employers from organisations required a department called Human Resources Management (HRM). HRM is tailor made for employees where it plays the major role for an organization’s growth. HR leaders are facing even more changes with this situation. They are compelled to come up with range of strategies to positively impact on employees.

Motivation, emphasis on personnel requirements, Empowering strategies, open channel communications, recognitions of the ideas and information, comforting employees all are part of challenges the new era of HRM facing challenges.

Figure 1 : Ten Benefits of Employee retention (Mark,2021).

 

What is Recruitment ?

According to Channabasaiah, Sachin (2022) “In simple terms motivating, eligible candidates to apply for the job is called recruitment”.

Figure 2 : Types of Recruitment (Channabasaiah, et al., 2022)

What is staffing ?

According to Ployhart (2014), “Staffing is broadly defined as the process of attracting, selecting, and retaining competent individuals to achieve organizational goals”. Staffing is a new trend to come over the cost factor. By staffing the organisation’s job task is been out sourced and completed within the said period of contract.  

 

Why Employee leave their job ?

Employee are the asset to the organization. A performing staff taken a decision to leave the company means it matters a lot. It directly impact on the company operational functions. The time spent for that employee, the Money invested on that employee, Knowledge shared with that employee all are to be considered as cost factors. The time to be spent of new recruitment and investment for the new recruitment all are cost factor.

• Inadequate salary.
• A perks and benefits package that isn’t competitive.
• Feeling overworked and/or unsupported.
• Limited carrer advancement.
• A need for better work-life balance. 
• Lack of recognition.
• Boredom.
• Unhappiness with management.
• Concerns about the company’s direction or financial health.
• Dissatisfaction with the company culture.
• The desire to make a change.
• More compelling job opportunities at other companies.

There are 14 major strategies we could practice in retention staff. (Robert, 2023)

Onboarding orientation	Communication
Mentorship programme	Continues feedback on performance
Employee compensation	Training and development
Perks	Recognition and rewarding system
Wellness offering	Work life balance
Flexible work arrangements	Effective Change management
An emphasis Team management	Acknowledgment of milestone (big / small)

Green Human Resource Management

HR department handle the work balance of the organisation take a major role in staff management too including recruitments and staffing. “Green Human Resources Management (GHRM) can be defined as a set of policies, practices, and systems that stimulate the green behaviour of a company’s employees in order to create an environmentally sensitive, resource-efficient, and socially responsible organization (Channabasaiah, et al., 2022).”

 

References

https://www.researchgate.net/publication/366604364_HUMAN_RESOURCE_MANAGEMENT_PRACTICAL_GUIDE_FOR_QUICK_REFERENCE

Effective employee retention Strategies (Robert, 2023), https://www.roberthalf.ca/en/blog/management-tips/effective-employee-retention-strategies

Human Resources Practical Guide for quick reference (Channabasaiah, Sachin, 2022). https://www.researchgate.net/publication/366604364

10 Benefits of Employee retention (Marc, 2021) https://www.netsuite.com/portal/resource/articles/human-resources/employee-retention-benefits.shtml