Employee Retention in the current context

Human resources are the life-blood of any organization. Even though most of the organizations are found to be technology driven, yet human resources are required to run the technology. They are the most vital and dynamic resources of any organization. The biggest challenge that organizations are facing today is managing human resources and retaining them. Securing skilled employees plays an important role for any organization.

Encouraging employees to remain in the organization for a long period of time can be termed as employee retention. Meyer, (2003) viewed that employees who are happy and satisfied with their jobs are more dedicated towards their work and always put their effort to improve their organizational customer’s satisfaction. Eyster, (2008) stated that it is not important to see who the organization hires but what counts is that who are kept in the firm.

Taplin, (2003) stressed on the fact that hiring new employees are far difficult as well as costlier than to keep the current employees in the organization. That is why the core issue in any organization is to give a continuous ongoing effort to identify and try to keep all the best performers irrespective of their age.

Satisfying the human sources is one of the toughest tasks which majority of the organizations faces today. Besides there are so many opportunities available for the skilled and talented employees that it is becoming very tough as well as difficult for the employers to satisfy and retain them. There is no single strategy or retention plan which may satisfy each and every employee in an organization.

Anyhow, retaining best employees will help in the long-term growth of an organization and will also add to their goodwill.

References

·         Meyer, J. , Topolnytsky, L.,  Krajewski , H., and Gellatly, I., (2003)Best Practices: Employee Retention : Oxford university Press

·         Eyster, L., Johnson, R., and Toder, E.,(2008). Current strategies to employ & retain older workers. New york: Academic Press

·         Taplin, M., Winterton, J.,Winterton, R., (2003) ”Understanding Labour Turnover in a Labour Intensive Industry: Evidence from British Clothing Industry.”Journal of Manage. Stud. 40:4.

Comments

  1. NeoshineNovember 6, 2017 at 11:36 AM

    As you said retention strategy will vary from one to another and that's where the aspiration management will come in to the play. Identification of what employees are looking from their jobs and guiding, supporting them achieving those will create a win-win for both the company and people.
    However I believe that majority of people remaining in organization over a long period of time might become a limiting factor in obtaining new/fresh thinking, explore new methods .. etc and to overcome this organization should have a drive for innovations, a learning culture and a well planned trainings to upgrade it's employees.

    ReplyDelete
  2. randolljamesNovember 15, 2017 at 9:47 PM

    Many organizations find it hard to retain their current employees because they try to use the same retention strategies they used decades ago. New retention strategies should be implemented in order to retain and attract more skilled and employees with high potential, from the new generation. The environment around the organization changes. Unless the organization adapt to that change and change their approaches accordingly, they will not survive in the industry.

    ReplyDelete

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