RETAINING CHALLENGES’

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                        According to Brijesh Kishore Goswami and Sushmita Jha (2012)  Employee retention refers to the strategies and methods that firms adapt o keep valuable employees from leaving their positions. One of the most serious issues confronting businesses in today's competitive industry is how to retain valuable staff. Businesses recognized the "revolving door policy" as a necessary aspect of conducting business and were fast to fill a vacant position with another enthusiastic recruit. Nowadays, organizations frequently discover that they have spent significant time, effort, and money training an employee just to have them develop into a valuable commodity and quit the firm for better pastures. Brijesh Kishore Goswami and Sushmita Jha (2012). According to DeYoung (2000)'s research, many organizations face difficulties in developing an employee retention plan.

                        According to DeYoung (2000) focused too narrowly on just two types of reasons There is a need to broaden the spectrum of reasons available to practitioners and to provide a framework for evaluating motives for both immediate and long-term efficacy.

 

                                    According to Teresa and Ngirande,( 2014) Many firms are finding it difficult to manage turnover. Voluntary turnover has a significant financial impact on organizations. High turnover is a well-known trend in most government agencies, particularly in the health care industry. The competitiveness issue is one of the most significant problems that organizations confront when it comes to employee retention. Teresa and Ngirande,( 2014)

 

                                    According to Singh, (2019), Because the replacement cost of important personnel entails a high turnover rate, there is a need to establish a fully integrated retention program to address such issues. Turnover is a significant issue, which is why much effort is expended to retain personnel. When an employee leaves a business, he takes the culture, values, and skill set with him, which rivals might exploit, which is something no firm wants to happen to them. Because the expense of replacing an employee is so high, it is always preferable to maintain the flock's current members. Retention is also crucial for an organization's development and stability. Singh, (2019).

According to Armstrong and Taylor, (2014) Career progression is crucial for employees in their early careers (30 years old and younger) , Mid-career employees (ages 31–50) value their capacity to control their careers as much as their job happiness,  Employees in their late careers (those above the age of 50) will be increasingly concerned about security. A younger workforce will also change occupations and employers more frequently than an older workforce, and workforces with a high proportion of part-time employees are less stable than those with a majority of full-time employees and other elements that influence retention include: business image; the efficacy of recruiting, selection, and deployment (putting individuals into tasks that suit them); and leadership — 'workers join firms and leave managers. Armstrong and Taylor, (2014)

According to Armstrong, (2009) Employee engagement and organizational commitment are two critical ideas that influence job performance as well as employee attraction and retention. Armstrong, (2009) In essence, as stated further in this chapter, engagement is job-oriented, whereas commitment is organizational-oriented. This is a significant distinction, yet as previously stated, the phrases might be misconstrued. Armstrong, (2009) They can be related — strong organizational commitment can be linked to higher engagement, while high engagement can be linked to increased commitment and People can be involved with their job even if they are not devoted to the organization, as long as it allows them to use and improve their abilities.

 

Example of Overcome Staff Retention Challenges in Healthcare

Video 1.0

https://youtu.be/VhJ8GUbxW00

 


 

Video1.0, talk about: Healthcare businesses confront significant issues such as frequent turnover, budget restrictions, and qualified staff scarcity. At the same time, they must remain focused on their primary objective of providing great treatment.

 

 

Reference

Armstrong, M. (2009). Armstrong’s handbook of human resource management practice. London; Philadelphia: Kogan Page.

Armstrong, M. and Taylor, S. (2014). Armstrong’s handbook of human resource management practice. 13th ed. Philadelphia, Pa: Kogan Page Ltd.

Brijesh Kishore Goswami and, Sushmita Jha (2012) Attrition Issues and Retention Challenges of Employees, International Journal of Scientific & Engineering Research Volume 3, Issue 4,

De Young, R. (2000). Expanding and Evaluating Motives for Environmentally Responsible Behavior. Journal of Social Issues, 56(3), pp.509–526.

Terera, S.R. and Ngirande, H. (2014). The Impact of Rewards on Job Satisfaction and Employee Retention. Mediterranean Journal of Social Sciences, 5(1). doi:10.5901/mjss. 2014.v5n1p481.

Singh, D. (2019). A Literature Review on Employee Retention with Focus on Recent Trends. International Journal of Scientific Research in Science, Engineering and Technology, 6(1), pp.425–431.

www.youtube.com. (n.d.). Overcome Staff Retention Challenges in Healthcare. [online] Available at: https://www.youtube.com/watch?v=VhJ8GUbxW00 [Accessed 4 May 2022].

 

Comments

  1. RIFKY AMM13 May 2022 at 12:42

    Successful employee retention is essential to an organization’s stability, growth and revenue (Cloutier et al. 2015)

    ReplyDelete
  2. Don upul14 May 2022 at 12:13

    According to Allen, (2008) Depending on the state of the labor market, firms may wish to concentrate their retention efforts on certain individuals or groups of employees, such as new recruits, star performers, workers with in-demand or difficult-to-replace abilities, or members of specific demographic groups.
    Reference
    Allen, D.G. (2008). SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES Retaining Talent A Guide to AnAlyzinG And MAnAGinG eMployee turnover. [online] Available at: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Retaining-Talent.pdf.

    ReplyDelete

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