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| employee retention problem statement: Why Employees Stay Vincent S. Flowers, Charles L. Hughes, 1973-01-01 |
| employee retention problem statement: Work Rules! Laszlo Bock, 2015-04-07 From the visionary head of Google's innovative People Operations comes a groundbreaking inquiry into the philosophy of work -- and a blueprint for attracting the most spectacular talent to your business and ensuring that they succeed. We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing. So says Laszlo Bock, former head of People Operations at the company that transformed how the world interacts with knowledge. This insight is the heart of Work Rules!, a compelling and surprisingly playful manifesto that offers lessons including: Take away managers' power over employees Learn from your best employees-and your worst Hire only people who are smarter than you are, no matter how long it takes to find them Pay unfairly (it's more fair!) Don't trust your gut: Use data to predict and shape the future Default to open-be transparent and welcome feedback If you're comfortable with the amount of freedom you've given your employees, you haven't gone far enough. Drawing on the latest research in behavioral economics and a profound grasp of human psychology, Work Rules! also provides teaching examples from a range of industries-including lauded companies that happen to be hideous places to work and little-known companies that achieve spectacular results by valuing and listening to their employees. Bock takes us inside one of history's most explosively successful businesses to reveal why Google is consistently rated one of the best places to work in the world, distilling 15 years of intensive worker R&D into principles that are easy to put into action, whether you're a team of one or a team of thousands. Work Rules! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do. |
| employee retention problem statement: Managing Employee Retention Jack J. Phillips, Adele O. Connell, 2004-02-18 During the past decade, employee turnover has become a very serious problem for organizations. Managing retention and keeping the turnover rate below target and industry norms is one of the most challenging issues facing business. All indications point toward the issue compounding in the future and, even as economic times change, turnover will continue to be an important issue for most job groups. Yet despite these facts employee turnover continues to be the most unappreciated and undervalued issue facing business leaders. There are a variety of reasons for this, for example, the true cost of employee turnover is often underestimated. The causes of turnover are not adequately identified, and solutions are often not matched with the causes, so they fail. Preventive measures are either not in place or do not target the issues properly, and therefore have little or no effect, and a method for measuring progress and identifying a monetary value (ROI) on retention does not exist in most organizations. 'Managing Employee Retention' is a practical guide for managers to retain their talented employees. It shows how to manage and monitor turnover and how to develop the ROI of keeping your talent using innovative retention programs. The book presents a logical process of managing retention, from identifying turnover costs and causes, designing solutions that match the causes of turnover, developing tools for tracking turnover and placing alerts when action is needed, and measuring the ROI of retention programs. |
| employee retention problem statement: Retention Strategies DR. MARK. BUSSIN, 2018-08 In the current economic environment, retention is one of the foremost concerns of all organisations. Leading organisations are citing retention as a key challenge and central objective; and no organisation can expect to survive if its retention game is not on point. A sound retention strategy results in lower staff turnover rates, which means: Reduced costs to the company, higher revenues and profitability, more productive staff and increased work morale. Retention is, in fact, a win-win deal for both parties - the employer and the employee. Retention Strategies is a complete how-to book to help you implement a sound retention strategy for today's workplace. This book unpacks: The business case for retention strategies and the cost implications of high staff turnover. The role of rewards and remuneration: Remuneration only accounts for 25% of the stay decision, nevertheless it is a ticket to the retention game - it just has to be fair. Retention and engagement: Whilst engagement does not necessarily cause retention, there is some relationship. Remuneration options for retention and how each is typically used in organisations. This assumes that we have ticked all the other retention boxes like interesting work and great leadership. The Employee Value Proposition (EVP) and its link to retention and remuneration. Retention strategies for different generations. Retention Strategies is essential reading for anyone who manages or leads people currently or will lead them in the future. It will give you the tools to ensure people will want to work for you, follow you and stay with you. Retention Strategies is also intended for HR and reward executives, who are often responsible for crafting policy involving employment. This book may provide you with some ideas on what to include and exclude in your policies. |
| employee retention problem statement: Minimizing Employee Turnover by Focusing on the New Hire Process Anthony T. Russo, 2000-10 This dissertation summarizes research that focused on the new hire process for a targeted population within the Computer/Telephony Industry. The primary objective of this research was to determine how to build and maintain an effective employee/employer partnership that helped ensure employee loyalty. The research design was taken from the theoretical framework of Vroom's Work Motivation model adapted using Dunnette's work with relevant job features along with Scott's theories on Jablin's model of organization-wide communications. The study examined survey responses for importance and expectation/realization ratings of 15 job features given by 150 newly hired individuals at their new hire orientation and then at the individual's eight month anniversary. In addition, focus group sessions were conducted and statistical analyses were performed. The study found that overall employees had stronger feelings about certain job feature importance than job feature expectation certainty. The results showed that employees who remained with the company exhibited a change in importance and initial expectation set. This flexibility was demonstrated in the trade-offs that employees made between attributes of intrinsic value. The Chi-Square results on intent to leave showed that the level of overall satisfaction is significantly related to intentions of leaving. Review of the exit interview data reveals that the job feature of being a Good Boss was the deciding factor in the individual's decision to leave the business. Overall, respondents who voluntarily resigned or who remained with the organization based their final decision on how effective the supervisor/subordinate communications and organizational citizenship capabilities of the boss were perceived. The findings support Jablin and Scott's research investigating organizational communication relationships while expanding Dunnette's definitions of critical job features. In conclusion, the findings also validated that Vroom's expectancy theory can be used when predicting behaviors in situations where choices are made such as whether to expect an employee to remain or leave an organization. |
| employee retention problem statement: ORGANIZATIONAL STRATEGIES FOR EMPLOYEES RETENTION IN THE EMERGING ENVIRONMENT A STUDY OF INSTITUTIONS OF HEALTHCARE ORGANIZATIONS IN UTTARAKHAND RICHA KHUGSHAL, D.S. CHAUBEY, 2022-01-02 |
| employee retention problem statement: Problem Solving, Simplified & Effective Uttam Kumar, 2024-09-16 In today's fast-paced and ever-evolving business landscape, problem-solving is more than just a skill—it's a critical component of success. Whether you're leading a startup, managing teams in a large corporation, or navigating the complex challenges of everyday life, the ability to identify, analyze, and resolve issues quickly and effectively is a game-changer. This book, Problem Solving, Simplified & Effective, is designed to help leaders from all walks of life approach problems with confidence, clarity, and strategy. It doesn't just focus on theoretical frameworks; instead, it breaks down real-world scenarios and provides actionable steps for overcoming common challenges. From scaling businesses to resolving conflicts, from understanding root causes to fostering a culture of continuous improvement, this book equips you with the tools needed to turn problems into opportunities. This book was curated with one key principle in mind: problem-solving should be both simple and effective. While there are endless complexities in business and life, this guide aims to streamline the process by providing clear, practical strategies that can be applied to any situation. By the time you finish this book, we hope you feel empowered not just to tackle challenges but to do so with a sense of purpose, direction, and confidence. After all, the ability to solve problems isn’t just about finding solutions—it's about building a mindset that views every problem as an opportunity for growth. To get the best results from this book: Each chapter focuses on a specific strategy, and together, they form a comprehensive framework to help you build a well-rounded perspective. Each chapter also includes a unique case study designed to illustrate the strategy in action, helping you understand its practical application. By the end of the book, you’ll not only have grasped each individual strategy, but you'll also gain deeper insights from the diverse range of problem statements covered. At the end of each chapter, you'll find a set of reflective questions. If you can confidently answer “Yes” to these questions, you're ready to move on to the next chapter, fully understanding the concepts discussed. Let’s get started on this journey together. |
| employee retention problem statement: The Employee Retention Handbook Stephen Taylor, 2002 Staff turnover is a key issue for HR executives. It costs your organisation money and time. Stephen Taylor looks at the causes of staff turnover and the most effective ways of measuring, costing, predicting and preventing it. With six detailed case studies covering retailers, graduates, engineers, professional services, call centres and the police, this book offers you effective approaches to solve your retention issues. |
| employee retention problem statement: Employer Branding and its Impact on Employee Retention in Automobile Service Provider Ms. Ritika Gupta Dr. Saroj Kumar Sahoo, |
| employee retention problem statement: Employee Turnover Peter W. Hom, Rodger W. Griffeth, 1995 |
| employee retention problem statement: Staff Recruitment and Retention Sheryl Ann Larson, K. Charlie Lakin, Robert H. Bruininks, David L. Braddock, American Association on Mental Retardation, 1998 A monograph that presents studies on recruitment and retention of direct support professionals, including strategies to reduce turnover of newly-hired staff. |
| employee retention problem statement: THE IMPACT OF JOB SATISFACTION, ORGANISATIONAL COMMITMENT, WORK-LIFE BALANCE AND PAY AND REWARD TOWARDS EMPLOYEES’ TURNOVER INTENTION NG KAY YAU, Employee turnover is a critical issue for organisations, impacting productivity, performance and success. This study investigates how job-satisfaction, organisational commitment, work-life balance and pay and reward impact employees' intention to depart the workplace. This research utilized a quantitative methodology to collect employee data across various industries using a structured questionnaire distributed. A total of 323 participants took part, and data analysis techniques such as Pearson Correlation Analysis (PCA) and Multiple Linear Regression Analysis were applied on their responses. |
| employee retention problem statement: Strategic Human Resource Management Anuradha Sharma, Aradhana Khandekar, 2006-10-06 This book provides a comprehensive, contemporary, and critical review of the key issues in strategic human resource management in India. The focus is on the reality of people management in large, global companies. Establishing the effectiveness of strategic HRM with respect to organizational performance, the authors examine recent research as also provide case studies of companies operating in the country. It is an invaluable text for students, scholars, and practitioners, which will help define the complex agenda of strategic HRM in India. |
| employee retention problem statement: The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention Harold W. Goldstein, Elaine D. Pulakos, Carla Semedo, Jonathan Passmore, 2017-05-05 An unmatched collection of resources perfect for psychologists, scholars, and HR practitioners In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, an expert team of authors presents a comprehensive and authoritative perspective on critical issues in employee recruitment, selection, and retention. Every chapter offers an in-depth review of the most recent literature and provides academics, researchers, industry practitioners, and students with a holistic reference to relevant data and theory. The book includes job analyses, biodata, simulation exercises, talent management guides, talent assessment guides for leadership development, and online employee selection strategies. |
| employee retention problem statement: A STUDY ON EMPLOYEE RETENTION PRACTICES IN THE ‘IT’ SECTOR Dr. Ch. Munendar Reddy, |
| employee retention problem statement: Employee Turnover in the Public Sector Oscar Miller, Jr., 2017-06-26 In this title, first published in 1996, the author explores the idea that workers tend to quit their jobs when job costs outweigh job rewards when better alternatives exist. Moreover, personality interacts with employees’ evaluation of job costs and rewards and quitting behaviour. |
| employee retention problem statement: Cases on Corporate Social Responsibility and Contemporary Issues in Organizations Antonaras, Alexandros, Dekoulou, Paraskevi, 2019-02-15 The last decades witnessed a vigorous debate over the role of corporations in society. Interest in corporate social responsibility (CSR) has become intense as corporate stakeholders have called for higher performance and ethical standards from businesses, and many corporations have developed CSR programs to harvest the benefits resulting from such initiatives. CSR practices have become a crucial component of business strategy contributing to organizational success and sustainable competitiveness. Cases on Corporate Social Responsibility and Contemporary Issues in Organizations is an essential reference source that provides specific case studies that elaborate on the strategies and policies enacted by contemporary organizations to address environmental and social issues, as well as economic and financial ones. Featuring research on topics such as sustainable development goals, CSR pillars, employee retention, gender equality, and social accountability, this book is ideally designed for business managers, researchers, practitioners, and students seeking coverage on innovative business practices enacted in multiple organizations/industries. |
| employee retention problem statement: Psychosocial Safety Climate Maureen F. Dollard, Christian Dormann, Mohd Awang Idris, 2019-08-24 This book is a valuable, comprehensive and unique reference text on Psychosocial Safety Climate (PSC), a new work stress theory. It proposes a new PSC theory concerning the corporate climate for workers’ psychological health, its origins and implications for work stress, and provides a critique of current research and theories. It provides a comprehensive review of all PSC studies to date. The chapters discuss state-of-the-art empirical evidence testing PSC theory in relation to management roles, organisational resilience, corruption, organisational status, cultural perspectives, illegitimate tasks, high PSC work groups, PSC variability in work groups, etc. They investigate outcomes such as psychological distress, emotional exhaustion, depression, worry, engagement, health, cognitive decline, personal initiative, boredom, cynicism, sickness absence, and productivity loss, in various workplace settings across many countries. This unique book allows practitioners to rapidly update practical measures, benchmarks and processes, and provides students and trainees with an introduction to PSC and important concepts and methods, quantitative and qualitative, in occupational health with leads to further sources. Students as well as experts on occupational health and safety, human resource management, occupational health psychology, organisational psychology and practitioners, unions and policy makers will find this book highly informative. It covers relevant materials for undergraduate and postgraduate education, drawing upon the concepts, topics and methods (diary, multilevel, longitudinal, qualitative, data linkage) within the multidisciplinary occupational health area. |
| employee retention problem statement: Employee Retention. Small Tax Payers’ Branch Offices in Bole Sub City, Addiss Ababa (Ethiopia) Yenesew Wonedemeneh, 2020-01-15 Thesis (M.A.) from the year 2019 in the subject Business economics - Business Management, Corporate Governance, , language: English, abstract: The main purpose of this study was to assess the factors affecting employee retention in Bole sub city small tax payers’ office. The study also attempted to determine whether Compensation, training and development, Work-Life Balance, Employee Engagement and working environment affects employee retention in Bole sub-city small taxpayer’s branch office. In order to seek the research objectives data was collected through closed ended questionnaires. The target population for this study was 438 employees working in the Bole sub-city small tax payers’ branch office. A sample of 210 respondents was drawn from the total population using simple random sampling technique. In order to analyze the data both descriptive and explanatory way of analysis were used to analyze the data. The descriptive analysis was analyzed facts using frequency, percentage, tables, figures, mean and standard deviation. However explanatory analysis was analyzed using correlation and regression. The findings revealed that the Compensation, Training and Development, Work Life Balance and Work Environment in the organization have significant and positive effect on employee retention (p-values |
| employee retention problem statement: Factors Affecting Employee's Retention in Automobile Service Workshops of Assam An Empirical Study. Dr. Ashad ullah Qureshi, 2022-06-01 An organization’s ability to attract and retain talent is an essential component of talent sustainability. When organizations experience employee turnover, organizational knowledge is lost (Cotton & Tuttle, 1986; Lowe & Barnes, 2002). Employee retention affects an organization’s overall performance. In the coming years, organizations including the federal government will experience an increase in attrition due in part to retirements. Annually, organizations spend billions of dollars replacing the talented employees who have left their employ (Mathis, 2006a). In addition, organizations will need to replace employees that are eligible to retire. Baby boomers are defined as people born between 1945 and the early 1960’s (Business Dictionary, 2013). The retirement of baby boomers will decrease the supply of talent in the next five years. As the need for talent increases, the acquisition of talent becomes more competitive as organization pull from the same pool of candidates. |
| employee retention problem statement: Strategies for Improving Workplace Performance Teresia Wanjiku Gichungu, Linus Wasike Chenane, Nabil Ayoub, Nosrat Mohammad Fouladi Dad, Andini Bethari, 2024-07-12 TOPICS IN THE BOOK Work Environment and Employee Turnover in the Insurance Industry in Kenya Effect of Mentorship on Performance of Mission Hospitals in Kenya The Effect of the New Working Days System on Employees Productivity in Sharjah Impact of Compensation Strategies on Employees Satisfaction Case Study in the A. S. XYZ Organization Role of Emotional Intelligence and Social Skills in Effective Leadership and Teamwork in Indonesia |
| employee retention problem statement: The Effects of Motivation and Job Satisfaction on Employee Retention. A Case Study on Zara Nashra Rafiq, 2023-06-05 Academic Paper from the year 2020 in the subject Leadership and Human Resources - Employee Motivation, grade: A, University of Edinburgh (College of Arts, Humanities and Social Sciences), language: English, abstract: Employee retention is one of the biggest challenges that human resource management of organisations is currently faced with. The uncertainty in the changed economic conditions, diversity in workplace and increased competition has forced majority of the organisations to hold on their top performers at any cost that they have to pay. It is very crucial task for recruiters in organisations to hire such professionals that have right skills and expertise to serve for the company. Thus, the focus of organisation has shifted from numbers to quality and from recruitment to retention. Based on the research topic, the researcher has gathered primary data regarding employee motivation and satisfaction at Zara and its effect on employee retention. The study aimed to assess whether there exist a relationship between employee motivation, satisfaction and employee retention. The literature review has described major factors that influence job satisfaction while the levels of employee job satisfaction were found through surveys at Zara. The literature also described the link between employee motivation and employee retention, in addition to employee satisfaction and employee retention. Survey and interview questionnaires were designed to gather primary data. The interviews revealed what employee motivation and satisfaction measures were adopted by Zara. The interviews also found the importance of employee retention from manager’s point of view. The study concluded that employee motivation and satisfaction has effect on employee retention. It was also found that organisation found significant to make their employee feel happy, motivated and satisfied so that they can give their best to achieve organisational goals. Organisational productivity is dependent on employee’s productivity, and employee’s productivity can be increased by making them best satisfied with their jobs. For such reasons, organisations provide their employees with flexible work culture, benefits, welfare services, job promotion opportunities and other measures that keep them motivated and satisfied with their jobs. By doing so, the ultimate goal of organisation in retaining its best talent is achieved. |
| employee retention problem statement: Employee Retention and Turnover Peter W. Hom, David G. Allen, Rodger W. Griffeth, 2019-08-28 This exploration of what employee turnover is, why it happens, and what it means for companies and employees draws together contemporary and classic theories and research to present a well-rounded perspective on employee retention and turnover. The book uses models such as job embeddedness theory, proximal withdrawal states, and context-emergent turnover theory, as well as highlights cultural differences affecting global differences in turnover. Employee Retention and Turnover contextualises the issue of turnover, its causes and its consequences, before discussing underrepresented antecedents of turnover, key aspects of retention and methods for regulating turnover, and future research directions. Ideal for both academics and advanced students of industrial/organizational psychology, Employee Retention and Turnover is essential for understanding the past, present, and future of turnover and related research. |
| employee retention problem statement: Perceived Organizational Support Robert Eisenberger, Florence Stinglhamber, 2011 Today's constantly changing work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is critical for managers to proactively shift away from devaluing employees as marginal capital to empowering them as human capital. Perceived organizational support-employees' perception of how much an organization values their contribution and cares about their well-being-mutually benefits both employees and their organizations and is integral to sustainable employer–employee relationships. Using organizational support theory and evidence gathered from hundreds of studies, Eisenberger and Stinglhamber demonstrate how perceived organizational support affects employees' well-being, the positivity of their orientation toward the organization and work, and behavioral outcomes favorable to the organization. The authors illustrate these findings with employee experiences and strategic approaches of major organizations such as Southwest Airlines, Wal-Mart, Costco, and Google. Organizational psychologists, management consultants, managers, and graduate students will obtain a clear understanding of perceived organizational support and the practical knowledge needed to foster its development and positive outcomes. |
| employee retention problem statement: The Impact of Capacity Development, Employee Empowerment and Promotion on Employee Retention Shahid Durez, 2017-11-28 Master's Thesis from the year 2016 in the subject Leadership and Human Resources - Miscellaneous, grade: A, , language: English, abstract: Employee retention is one the core problems of the modern era. As firms are facing difficulties to retain their best employees in current time, employees also have the best option for them to utilize their talent in different organizations. So in this environment firms have to spend a lot on employees to retain them. If one employee leaves the organization then it can become very difficult for the organization to immediate fulfill that position. The irm has to hire the new employee after fulfilling all the procedure i.e hiring, recruiting etc. Training is also necessary for newly hired employees to became an active part of the organization and sometimes after doing lot of effort the firm does not even succeed to get the competent employees so therefore employee retention remains one of the biggest challenge for any organization to retain its best employees for the longer period. In this case the firm has to increase the salaries of employees and other benefits from time to time, promotion and other incentive to retain its employees. Training and development for capacity building is also key figure to increase employee retention. So employee retention problems exist in the business industry. Apart from the government sector, in private sector employee retention is an even more serious problem as government sector employees are not easily willing to leave the organization because they have job security in government sector but in private sector employees can move easily when they get any better opportunity. The objectives of this study are to find out: How capacity development influences and helps in retention; how emplyee empowerment effects on retention; and how promotion impacts retention. |
| employee retention problem statement: Applied Linear Regression for Business Analytics with R Daniel P. McGibney, 2023-07-04 Applied Linear Regression for Business Analytics with R introduces regression analysis to business students using the R programming language with a focus on illustrating and solving real-time, topical problems. Specifically, this book presents modern and relevant case studies from the business world, along with clear and concise explanations of the theory, intuition, hands-on examples, and the coding required to employ regression modeling. Each chapter includes the mathematical formulation and details of regression analysis and provides in-depth practical analysis using the R programming language. |
| employee retention problem statement: Health Services Management Zachary Pruitt, PhD, MHA, FACHE, 2024-11-15 Health Services Management: Competencies and Careers provides students in healthcare administration and management, public health, and other healthcare sectors with the necessary knowledge, practical understanding, and fundamental skills to become successful, confident, and empathetic health services managers in this exciting and growing field. The text incorporates fundamental management competencies in every chapter and supplies relevant examples of managerial decision-making and problem-solving in various health service delivery settings. Written with Generation Z students in mind, this book takes on a straightforward approach to planning, organizing, directing, and leading, and imparts important knowledge on the science of evidence-based management. Health Services Management covers the roles and functions of health services managers and breaks down the variety of subjects they must understand to be thoughtful and effective. Chapters cover the dynamic challenges in managing interpersonal relationships, navigating leadership and change, and balancing professionalism and ethics to prepare future leaders for the obstacles ahead. Students are also given a better understanding of population health management and community collaboration, healthcare governance, strategic planning and marketing, human resource management, organizational design, project management, financial management, and much more. Health Services Management is a foundational textbook for anyone seeking a challenging and enriching career as a health services manager. Key Features: Provides an easy-to-read text with an engaging style that will appeal to current and future health services managers Listen to more than 30 informational interviews with health services management professionals discussing career topics including roles, responsibilities, and the value of the health service management profession to clinicians and patients Features engaging professional development reflections and career boxes that provide guidance on the technical skills and professional insights needed to succeed in health services management careers Students have access to a glossary featuring more than 700 key terms Qualified instructors have access to expanded Instructor Resources featuring chapter PowerPoints, Test Banks, an Instructor Manual with learning activities, discussion and essay questions for each chapter, and additional resources to supplement students' dynamic learning and interaction with the text |
| employee retention problem statement: The 7 Hidden Reasons Employees Leave Leigh Branham, 2012 Why do most employees leave? The reasons aren't what you'd think. |
| employee retention problem statement: From Industry 4.0 to Industry 5.0 Allam Hamdan, Arezou Harraf, Amina Buallay, Pallvi Arora, Hala Alsabatin, 2023-07-31 This book aims at bringing together global researchers to generate thought on how this transition from Industry 4.0 to Industry 5.0 could make a difference to the globe for larger good. The collaboration and interaction between man and machine has given rise to Industry 5.0. With the prime objective of Industry 5.0 to create a benefit for the human beings while tapping on to the advantage of Industry 4.0, in no case, does it replace what has already been achieved. In fact, it brings to light what can be done in order to make life better. While Industry 4.0 offered extraordinary technological advancement, Industry 5.0 reasons out that technology alone is not sufficient to answer everything or provide a solution, but it is an amalgamation of both machine and human interaction to create that difference. In fact, with the impact of widespread digitalization that has led to dehumanization of the industrial makeup, the interest of global researchers has increased toward mapping how the human creativity and brainpower can be reconciled with the intelligent systems that can enhance process efficiency. Industry 5.0 has touched upon some of those key domains which are of much concern and debate globally including resilience (both business and cyber), environment and sustainability, diversity and inclusion, values and ethics, vision and purpose, circular economy, understanding the human–machine collaboration and the ‘human-touch’ in the production process. This transition that has taken place in moving from Industry 4.0 to Industry 5.0 has essentially created a need to pay cognizance to the role of ‘human’ in the process which creates an enhanced focus toward the right kind of skills and competencies, identification of training and developmental needs, talent acquisition and management, safety and wellbeing, future of work as well as hybrid working models. Undeniably, the pace with which Industry 4.0 has been accelerating has bypassed the first three industrial revolutions, which is definitely a consequence of the fast introduction of new and cutting-edge technologies. While organizations are already in analyzing the context, mapping this transition and the flow of activities from Industry 4.0 to 5.0 is gaining attention as Industry 4.0 lacked personalization and customization. This co-existence of man and machine creates a pathway for newer prospects and opportunities to emerge and expand possibilities of personalization with the empowerment of ‘human’ in the production process. This lays the foundation for this book. This book adopts a forward-looking approach by bringing in research and contributions that facilitate in mapping the consereasons, consequences and solutions for ‘man+machine’ across industries. This book serves as a guide not just to academia but also to the industry to adopt suitable strategies that offer insights into global best practices as well as the innovations in the domain. |
| employee retention problem statement: State of The Global Workplace Gallup, 2017-12-19 Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low? There are many reasons — but resistance to rapid change is a big one, Gallup’s research and experience have discovered. In particular, organizations have been slow to adapt to breakneck changes produced by information technology, globalization of markets for products and labor, the rise of the gig economy, and younger workers’ unique demands. Gallup’s 2017 State of the Global Workplace offers analytics and advice for organizational leaders in countries and regions around the globe who are trying to manage amid this rapid change. Grounded in decades of Gallup research and consulting worldwide -- and millions of interviews -- the report advises that leaders improve productivity by becoming far more employee-centered; build strengths-based organizations to unleash workers’ potential; and hire great managers to implement the positive change their organizations need not only to survive – but to thrive. |
| employee retention problem statement: Impact of Corporate Social Responsibility on Employee Wellbeing Shaikh, Erum, 2024-08-28 In corporate dynamics, organizations grapple with a pressing dilemmahow to balance the pursuit of success with the well-being and sustained mental health of their workforce. Across industries, employees find themselves burdened with an ever-growing array of responsibilities, a phenomenon that takes a toll on their physical and emotional well-being, ultimately jeopardizing productivity. The pervasive threat of burnout looms large, necessitating a nuanced understanding of the intricate interplay between employee welfare and organizational prosperity. Recognizing the escalating prevalence of mental health issues, particularly in developing nations, scholars are intensifying their focus on the need for comprehensive studies to unearth strategies that can mitigate workplace stress and enhance the overall mental health of employees. This critical exploration forms the crux of our upcoming book, Nurturing Prosperity: Impact of Corporate Social Responsibility on Employee Wellbeing, where we unravel the profound influence of CSR on the multifaceted dimensions of employee wellness. This book presents a comprehensive synthesis of the latest empirical research findings and relevant theoretical frameworks. Tailored for academic scholars, it aims to deepen the understanding of the strategic role of trust in various domains within the information and knowledge society. Encompassing the global economy, networks and organizations, teams and workgroups, information systems, and individual actors in networked environments, the book elucidates how CSR practices can be leveraged to foster employee wellbeing in diverse settings. |
| employee retention problem statement: A STUDY ON EMPLOYEE TURNOVER IN IT-ITES SECTOR WITH REFERENCE TO CHENNAI CITY Dr.M.S.VIJAYRAO, 2021-10-06 The growth of IT/ITES sector is drastically influenced by the rate of employee turnover, as the availability of skilled and trained talent pool is imperative. Employee Turnover and Retention Strategies followed by the IT/ITES sector are designed to attract and retain the professionals and are formulated to meet the challenges and to increase productivity. Organization formulate strong HRD practices along with effective strategies to accomplish goals of creating a congenial environment. It is important to utilize human resources to the optimum extent and to retain them in the organization. Many researches has been conducted across a range of industries. There is no serious research to ascertain the various elements of employee turnover in IT/ITES sector in Chennai. The study generally encounters few research problems of determining predominant factors leading to employee turnover in IT/ITES sector and how effectively the management if IT/ITES sector take measures to retain their employees. The study aims at examining the dimensions of employee turnover and retention strategies and its respective outcome is select IT/ITES companies in Chennai. |
| employee retention problem statement: Ask a Manager Alison Green, 2018-05-01 From the creator of the popular website Ask a Manager and New York’s work-advice columnist comes a witty, practical guide to 200 difficult professional conversations—featuring all-new advice! There’s a reason Alison Green has been called “the Dear Abby of the work world.” Ten years as a workplace-advice columnist have taught her that people avoid awkward conversations in the office because they simply don’t know what to say. Thankfully, Green does—and in this incredibly helpful book, she tackles the tough discussions you may need to have during your career. You’ll learn what to say when • coworkers push their work on you—then take credit for it • you accidentally trash-talk someone in an email then hit “reply all” • you’re being micromanaged—or not being managed at all • you catch a colleague in a lie • your boss seems unhappy with your work • your cubemate’s loud speakerphone is making you homicidal • you got drunk at the holiday party Praise for Ask a Manager “A must-read for anyone who works . . . [Alison Green’s] advice boils down to the idea that you should be professional (even when others are not) and that communicating in a straightforward manner with candor and kindness will get you far, no matter where you work.”—Booklist (starred review) “The author’s friendly, warm, no-nonsense writing is a pleasure to read, and her advice can be widely applied to relationships in all areas of readers’ lives. Ideal for anyone new to the job market or new to management, or anyone hoping to improve their work experience.”—Library Journal (starred review) “I am a huge fan of Alison Green’s Ask a Manager column. This book is even better. It teaches us how to deal with many of the most vexing big and little problems in our workplaces—and to do so with grace, confidence, and a sense of humor.”—Robert Sutton, Stanford professor and author of The No Asshole Rule and The Asshole Survival Guide “Ask a Manager is the ultimate playbook for navigating the traditional workforce in a diplomatic but firm way.”—Erin Lowry, author of Broke Millennial: Stop Scraping By and Get Your Financial Life Together |
| employee retention problem statement: Employee Surveys and Sensing William H. Macey, Alexis A. Fink, 2020 This well-rounded presentation of the opportunities and challenges in conducting employee surveys or gathering sensing data brings together experts in employee surveys, employee engagement, organizational culture and climate, and research methodology. Coverage includes traditional survey approaches updated for changes in technology and employer concerns for continuous listening, as well as treatment of ambient sensing approaches and current thinking regarding applications of artificial intelligence. The book will be relevant to the professional community as well HR practitioners looking for critical background information on issues related to employee listening. |
| employee retention problem statement: Employee turnover intention. Empirical evidence from the Savings and Loans Companies in Ghana Michael Asiedu Gyensare, 2016-07-20 Master's Thesis from the year 2013 in the subject Leadership and Human Resources - Miscellaneous, grade: A, University of Ghana, Legon (University of Ghana Business School), course: MPhil Human Resource Management, language: English, abstract: The study examined the relationship among antecedents, employee turnover intention and outcome variables. First, it was proposed that pay satisfaction, job satisfaction, affective commitment, transformational leadership, transactional leadership, psychological climate, normative commitment and continuance commitment would antecede employee turnover intention. Next, turnover intention was expected to influence perceptions of absenteeism. Finally, thoughts of quitting was presented as a moderator between turnover intention and absenteeism as acceptable or accountable work behaviour. A nonexperimental, cross-sectional, descriptive correlational design was adopted for the study. Also, the multi-stage sampling method was used to select the three hundred and forty (340) employees who completed the survey instrument. Hypotheses were tested through correlational and hierarchical regression analytic procedures. The antecedent variables were all significant and inversely related to employee turnover intention and employee turnover intention on the other hand was also significantly related to acceptable absence legitimacy. However, for the turnover intention model, the hierarchical regression analysis results indicated that affective commitment, normative commitment, pay satisfaction, job satisfaction and transformational leadership predicted employees intention to quit. For the absenteeism model, the hierarchical regression analysis results showed that turnover intention did not influence employees’ perception of acceptable and accountable absence legitimacy and thoughts of quitting did not also moderate the postulated relationship. It was concluded that management in the SLCs should pay utmost attention to employees pay satisfaction, job satisfaction, affective commitment, normative commitment and transformational leadership in order to lessen or completely eliminate the high turnover rate in the NBFIs. |
| employee retention problem statement: Keeping the People who Keep You in Business Leigh Branham, 2000 A war rages in today's workplace, pitting company against company in the fight to find and keep good employees. The losses are high, and battle-weary managers are desperate for talented reinforcements. This compelling new book gives readers a battle-plan for victory, offering 24 strategies for retaining valuable people. |
| employee retention problem statement: A Study on the Relationship between Employee's Job Satisfaction and their on Job Performance Sumat Rajbhandari, 2017-06-14 Master's Thesis from the year 2016 in the subject Business economics - Business Management, Corporate Governance, grade: 67, , language: English, abstract: The research study has been intended to examine the relationship between employees’ job satisfaction and their on job performance and its impact on retention, turnover and execution evaluation framework at the Business Universal Development Bank Ltd. in Kathmandu, Nepal. Because of new regulations being recommended by NRB (Central Bank) for expanding four times capital of the banks and financial institutions (BFIs) to make their capital base stronger, BUD Bank has been confronting difficulties of (i) expanding four times its paid capital and (ii) channelizing the credits all the more proficiently and effectively. In the request to adapt to these circumstances, the employees need to expect the basic role by taking a couple of profitable and capable drives. For this, the management needs to review the employees’ present job satisfaction, and its impact on their performance, retention, and turnover for taking appropriate measures for further change on upgrading their execution to extend profitability. It has been endeavoured to audit different articles/ international journals displayed by various specialists/researchers/scholars on the points i.e. job satisfaction, and its impacts on job performance, retention, turnover, and performance evaluation. It is found that JS has the significant relationship with JP, retention, turnover, and performance evaluation. As indicated by authors Locke (1976); Olusola, Funmilola and Sola (2013); and Velnampy and Sivesan (2012), there are six to ten variables of job satisfaction and these have positive impacts on job performance, retention, turnover, and execution assessment. In any case, there are considered six variables (work assigned, salary, promotion, supervision, colleagues, and working environment) of job satisfaction proposed by Locke (1976) for this study. These variables are regular to all types of organisations. Olusola, Funmilola and Sola (2013) find in their study that these six variables of JS have significant positive effect on JP demonstrating the entirely great relationship between JS and JP. |
| employee retention problem statement: Proceedings of Fourth Doctoral Symposium on Computational Intelligence Abhishek Swaroop, Vineet Kansal, Giancarlo Fortino, Aboul Ella Hassanien, 2023-09-16 This book features high-quality research papers presented at Fourth Doctoral Symposium on Computational Intelligence (DoSCI 2023), organized by Institute of Engineering and Technology (IET), AKTU, Lucknow, India, on March 3, 2023. This book discusses the topics such as computational intelligence, artificial intelligence, deep learning, evolutionary algorithms, swarm intelligence, fuzzy sets and vague sets, rough set theoretic approaches, quantum-inspired computational intelligence, hybrid computational intelligence, machine learning, computer vision, soft computing, distributed computing, parallel and grid computing, cloud computing, high-performance computing, biomedical computing, and decision support and decision making |
| employee retention problem statement: Design, User Experience, and Usability: Health, Learning, Playing, Cultural, and Cross-Cultural User Experience Aaron Marcus, 2013-07-03 The four-volume set LNCS 8012, 8013, 8014 and 8015 constitutes the proceedings of the Second International Conference on Design, User Experience, and Usability, DUXU 2013, held as part of the 15th International Conference on Human-Computer Interaction, HCII 2013, held in Las Vegas, USA in July 2013, jointly with 12 other thematically similar conferences. The total of 1666 papers and 303 posters presented at the HCII 2013 conferences was carefully reviewed and selected from 5210 submissions. These papers address the latest research and development efforts and highlight the human aspects of design and use of computing systems. The papers accepted for presentation thoroughly cover the entire field of Human-Computer Interaction, addressing major advances in knowledge and effective use of computers in a variety of application areas. The total of 282 contributions included in the DUXU proceedings were carefully reviewed and selected for inclusion in this four-volume set. The 67 papers included in this volume are organized in the following topical sections: cross-cultural and intercultural user experience; designing for the learning and culture experience; designing for the health and quality of life experience; and games and gamification. |
| employee retention problem statement: Job Satisfaction Paul E. Spector, 1997-03-26 Distilling the vast literature on this frequently studied variable in organizational behaviour research, Paul E Spector provides the student and professional with a pithy overview of the application, assessment, causes and consequences of job satisfaction. In addition to discussing the nature of and techniques for assessing job satisfaction, the author summarizes the findings concerning how people feel towards work, including: cultural and gender differences in job satisfaction and personal and organizational causes; and potential consequences of job satisfaction and dissatisfaction. Students and researchers will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix. |
A STUDY OF EMPLOYEES RETENTION STRATEGIES IN ROOF …
scope of employee retention strategies. The research shows that organization should focus more on reward and recognition as a retention strategy, as it helps as a motivating element and also …
THE IMPACT OF TALENT MANAGEMENT ON EMPLOYEE …
main problem revolved around the inability to attract, attain and retain talented employees that perform effectively, intensifying service delivery challenges in City Councils in Zimbabwe.
Employee Engagement and Talent Retention: A Review - SAR …
the measures of employee retention was reviewed as employee competence, employee satisfaction and employee turnover rate. The study revealed that engaged employees often …
The Factors Influencing on Employee Retention in Service …
recognize and analyze the factors affecting employee retention in service organization in Northern Province. 1.1 Problem statement/ study problem All industries face the challenge of attracting …
UNIVERSITY OF KWAZULU-NATAL Evaluating the …
concepts of turnover and talent retention are defined and explained. The problem statement, study rationale, and objective of the study, together with the research design and methodology, …
EFFECT OF ORGANIZATIONAL EMPLOYEE RETENTION …
Nov 26, 2024 · Careful strategies for crafting and implementing employee retention strategies are a skill and should be given top priority by the management. The purpose of this study was to …
1 Author: Fox, Robert, J A Study of Employee Retention Issues …
Statement of the Problem Employee retention in rural areas is one of the largest struggles hospitality managers face. Rural areas have limited population numbers, minimal housing …
Strategies to Retain Employees Within an Organization
employees may increase employee retention (Aguenza & Som, 2012; Deery & Jago, 2015). Problem Statement . Between October 2018 and October 2019, 67.4 million U.S. employees …
Factors Affecting Employee Retention - ResearchGate
Thus, the sole purpose of this study is to identify and analyze the major factors that affect employee retention. The initial chapter introduces this study, by providing the background and...
A STUDY ON EMPLOYEE RETENTION STRATEGIES ADOPTED …
Employee retention is the conscious and deliberate effort to retain quality individuals on the company payroll. Stated otherwise, it is the proactive methods utilized by successful …
ASSESSMENT OF PROFESSIONAL EMPLOYEES RETENTION …
Employee retention is strategies and practices organizations use to prevent valuable employees from leaving their jobs. Employee retention is a procedure in which the employees are …
A STUDY ON STRATEGIC HR PRACTICES ON EMPLOYEE …
By addressing this gap in knowledge, the problem statement for this study can be defined as follows: The problem at hand is the lack of comprehensive understanding regarding the …
STUY ON MPLOYS R T NTION STRATGI S AN IT’S IMPAT …
PROBLEM STATEMENT Employee turnover is caused by a variety of factors, which have been proven to some extent by a variety of models and hypotheses. Employee motivation, job …
Exploring Employee Retention Strategies in the U.S. Hotel …
the strategies that leaders use to improve employee retention in the hotel industry. Problem Statement High employee turnover in the hotel industry results in reduced productivity …
PROVIDED BY VISTONSOFT TECHNOLOGIES A STUDY ON …
"Employee retention is the conscious and deliberate effort to retain quality individuals on the company payroll. Stated otherwise, it is the proactive methods utilized by successful …
EFFECT OF EMPLOYEE RETENTION ON ORGANIZATIONAL …
Employee retention continues to pose one of the greatest challenges facing organizations and managers today with the loss of valuable talent incurring heavy costs to the organization in …
Employee Engagement And Retention Strategies In The Post …
Statement of the Research Problem: The research problem explored in this study revolves around understanding how the sudden and widespread shift to remote work, triggered by the COVID …
Employee Retention Strategies in U.S. College and Universities
explored employee retention strategies university leaders use to reduce employee turnover in U.S. colleges and universities. Background of the Problem . Employee retention is crucial to an …
A Study on Effective Employee Retention Strategies - IJRPR
Employee retention refers to the various practices and policies that enable employees to stay with a company for longer. According to mathematics, retention refers to the frequency with which …
Public Sector Leaders' Strategies to Improve Employee …
retention. Organizational leaders have the responsibility of addressing employee retention issues (George, 2015). This study includes a thorough review of the extant literature featuring …
A STUDY OF EMPLOYEES RETENTION STRATEGIES IN ROOF …
scope of employee retention strategies. The research shows that organization should focus more on reward and recognition as a retention strategy, as it helps as a motivating element and also …
THE IMPACT OF TALENT MANAGEMENT ON EMPLOYEE …
main problem revolved around the inability to attract, attain and retain talented employees that perform effectively, intensifying service delivery challenges in City Councils in Zimbabwe.
Employee Engagement and Talent Retention: A Review
the measures of employee retention was reviewed as employee competence, employee satisfaction and employee turnover rate. The study revealed that engaged employees often …
The Factors Influencing on Employee Retention in Service …
recognize and analyze the factors affecting employee retention in service organization in Northern Province. 1.1 Problem statement/ study problem All industries face the challenge of attracting …
UNIVERSITY OF KWAZULU-NATAL Evaluating the …
concepts of turnover and talent retention are defined and explained. The problem statement, study rationale, and objective of the study, together with the research design and …
EFFECT OF ORGANIZATIONAL EMPLOYEE RETENTION …
Nov 26, 2024 · Careful strategies for crafting and implementing employee retention strategies are a skill and should be given top priority by the management. The purpose of this study was to …
1 Author: Fox, Robert, J A Study of Employee Retention …
Statement of the Problem Employee retention in rural areas is one of the largest struggles hospitality managers face. Rural areas have limited population numbers, minimal housing …
Strategies to Retain Employees Within an Organization
employees may increase employee retention (Aguenza & Som, 2012; Deery & Jago, 2015). Problem Statement . Between October 2018 and October 2019, 67.4 million U.S. employees …
Factors Affecting Employee Retention - ResearchGate
Thus, the sole purpose of this study is to identify and analyze the major factors that affect employee retention. The initial chapter introduces this study, by providing the background and...
A STUDY ON EMPLOYEE RETENTION STRATEGIES ADOPTED …
Employee retention is the conscious and deliberate effort to retain quality individuals on the company payroll. Stated otherwise, it is the proactive methods utilized by successful …
ASSESSMENT OF PROFESSIONAL EMPLOYEES RETENTION …
Employee retention is strategies and practices organizations use to prevent valuable employees from leaving their jobs. Employee retention is a procedure in which the employees are …
A STUDY ON STRATEGIC HR PRACTICES ON EMPLOYEE …
By addressing this gap in knowledge, the problem statement for this study can be defined as follows: The problem at hand is the lack of comprehensive understanding regarding the …
STUY ON MPLOYS R T NTION STRATGI S AN IT’S IMPAT …
PROBLEM STATEMENT Employee turnover is caused by a variety of factors, which have been proven to some extent by a variety of models and hypotheses. Employee motivation, job …
Exploring Employee Retention Strategies in the U.S. Hotel …
the strategies that leaders use to improve employee retention in the hotel industry. Problem Statement High employee turnover in the hotel industry results in reduced productivity …
PROVIDED BY VISTONSOFT TECHNOLOGIES A STUDY ON …
"Employee retention is the conscious and deliberate effort to retain quality individuals on the company payroll. Stated otherwise, it is the proactive methods utilized by successful …
EFFECT OF EMPLOYEE RETENTION ON ORGANIZATIONAL …
Employee retention continues to pose one of the greatest challenges facing organizations and managers today with the loss of valuable talent incurring heavy costs to the organization in …
Employee Engagement And Retention Strategies In The Post …
Statement of the Research Problem: The research problem explored in this study revolves around understanding how the sudden and widespread shift to remote work, triggered by the COVID …
Employee Retention Strategies in U.S. College and Universities
explored employee retention strategies university leaders use to reduce employee turnover in U.S. colleges and universities. Background of the Problem . Employee retention is crucial to …
A Study on Effective Employee Retention Strategies - IJRPR
Employee retention refers to the various practices and policies that enable employees to stay with a company for longer. According to mathematics, retention refers to the frequency with which …
Public Sector Leaders' Strategies to Improve Employee …
retention. Organizational leaders have the responsibility of addressing employee retention issues (George, 2015). This study includes a thorough review of the extant literature featuring …
