The success of any business organization depends on the effort of its workforce. The issues that face the organization in pursuit of this achievement are such as mentoring, demand and supply and technology-based learning. The most evident of these matters is the talent management and retention issue. What is the organization lacking to do when they notice that the employee retention rate is low and what needs be done to overcome that challenge for the company’s success to be achieved?
Retaining Key People
Human Resource Management is the factor that should be considered to ensure that there is positive effort from an organization’s staff. Research reveals that over the years, most skilled labor organization, small business and public sector in Australia has greatly reduced in terms of production and profit. The state of most of Australia’s companies shows that there is little the organizations do to retain most of its employees (Nankervis et al., 2014, p.288).
The decrease of an organizations workforce effort can due to a number of reasons. The reasons are such as lack of satisfaction of employees’ personal and professional objectives in the organization. The organization not having a state of the art working environment for its employees, an example is flexible working hours.
The lack of efficient working relationships methods within the organization, this leads to negative professional behaviors among employees and between employees and managers. Presence of a monotonous work schedule, this is due to the company having a fixed schedule and the company’s ignorance on the needs of its employees (Gilmore & Williams, 2009, p.108).
The method that can be deployed to face such a challenge is the Human Resource Development (HRD) program. HRD involves training to keep employees up to date in the latest technology. The program also includes an internship and apprentice programs to draw new blood for the organization. Employee evaluation is also part of this program. It enables the company to keep employees on their toes and create a comfortable working environment (Mondy et al., 2005, p.78).
Other methods that can be used are such as career counseling and provision of career development programs. The organization can also have a proper job description for both employees and managers so that their expectations can be channeled to those requirements. Managers should also follow through on employees’ activities, especially in the first weeks to be able to analyze whether the employees aspirations are being achieved.
References
GILMORE, S., & WILLIAMS, S. (2009). Human resource management. Oxford, Oxford University Press.
MONDY, R. W., NOE, R. M., & GOWAN, M. (2005). Human resource management. Upper Saddle River, N.J., Pearson Prentice Hall.
NANKERVIS, A. R., COMPTON, R. L., & BAIRD, M. (2014). Strategic human resource management. South Melbourne, Nelson.
