Question
Assignment: Employee Retention Factors and
Strategies
Attracting and retaining the best employees are some of the most important actions an organization
can take to achieve its goals. In this Assignment, you will be analyzing the factors that influence
employee recruitment and retention.
In this Assignment, you will be assessed on the following outcomes:
HR400-6: Examine the factors that influence employee recruitment and retention.
GEL-1.2: Demonstrate college–level communication through the composition of original materials in
Standard English.
Learning Activity
It is strongly recommended that you complete this Learning Activity after completing all the unit
readings and before beginning your Assignment. This will help you practice important concepts
related to skills needed for the Assignment.
Assignment:
Before starting this Assignment, review the Assignment Checklist.
Using employee retention and employee retention strategies as search terms, select and read three
articles on employee retention in the Kaplan University Library. Then, in a Word document, write a 2–
3 page expository research paper addressing the following:
Identify three factors that that have an impact on attracting (recruitment) and retaining employees
(retention). Provide a description for each factor and indicate how the factor influences recruitment
and retention.
For each of the three factors, identify a strategy that employers can use to positively impact employee
retention.
Employee Retention Factors and Strategies
From time to time organizations and companies are forced to seek for new and qualified talents in the labor market after the retirement or resignation of their employees. Employee recruitment refers to the overall processes and procedures of attracting, selecting and appointing suitable applicants for jobs both permanent and temporary within an enterprise. Recruiting new employees is one step but retaining the best talents in the organization for many years in another complex process. Employee retention shows the ability of an organization to hold onto their employees irrespective of the changes that may occur in the organization or the labor market (Zhang & Stewart, 2017). Notably, the human resource department under the watchful eye of the human resource manager has the duties and responsibilities to attract and retain the best employees for a company. However, there are various factors that significantly influence employee recruitment and retention, and they include:
Factors that influence employee recruitment and retention
Supervisors support
The management style adopted by an organization highly influences employee retention because it influences the support the employees get from their supervisors and management in general. Research shows that employees’ views regarding an organization are strongly anxious to their relationship with supervisors and management. Therefore, if the management of an organization shows support to the employees and communicates freely as well as having a respectable relationship, the rate of employee turnover is likely to decrease. Leaders and the management of an organization often act as a bridge between the employee and their objectives and this bond between them matters considering that each of them wants to be a part of a successful team (Thatcher, National Research Council (U.S.), Transit Cooperative Research Program, United States, & Transit Development Corporation, 2010). On the other hand, if the relationship between an employee and the management of an organization is sour or not mutual, there is a high probability that employees will leave such a company in search of an entity where they feel appreciated.
Related: Employee Orientation Plan
Compensation
Compensation is one of the major factors that influences the recruitment and retention of employees in an organization. As the compensation package increases, an organization increases the probability of attracting the bests among the best individuals in the labor market as well as retaining them. However, an organization should design a strategy of effectively compensating employees for their abilities and their inputs in the organization rather than hugely compensating them for little or no input to the organization. Additionally, hardworking employees who perform exemplary in their responsibilities should be compensated both monetary and non-monetary. Notably, an organization should only adopt low wage strategy is the work is simple and requires little training. However, if the company is competing in a competitive market that requires highly skilled labor, it should compensate their employees accordingly.
Work environment
Work environment is measured and taken as one of the substantial factors that influence employee retention and preservation in an organization. A good work environment ensures that there are work gratification, low employee turnover, and job contribution by making sure that employees are afforded a friendly environment that has all the facilities necessary for the completion of their duties. The stimulating part of work environment is; work environment physiognomies in services subdivision is fluctuate from production subdivision because facilities sector straight deals with consumers. The acquaintances rest on the kind of job or/and kind of trade, it may be additional or may be less (Hayes, 2008). The communication between employees and customers is a more of a Psychological environment rather than physical which creates a perfect working environment. It is much significant to know and identify the emerging requirements of employees and offer good work environment as obligatory to keep the employees dedicated with an association.
References
Hayes, G. (2008). The teacher shortage: Factors that influence the recruitment, retention, and attrition of teachers in selected Mississippi teacher shortage areas. Mississippi State: Mississippi State University.
Thatcher, R. H., National Research Council (U.S.), Transit Cooperative Research Program, United States, & Transit Development Corporation. (2010). Vehicle operator recruitment, retention, and performance in ADA complementary paratransit operations. Washington, DC: Transportation Research Board.
Zhang, C., & Stewart, J. (2017). Talent Management and Retention. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 473-493. doi:10.1002/9781118972472.ch22
