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Essay / Research Paper Abstract
A 10 page paper with three sections. The first topic is how to retain employees. Turnover data are reported and employee retention strategies and techniques are discussed. Compensation trends are reported. The last section reports an employee discipline strategy. Bibliography lists 10 sources.
Page Count:
10 pages (~225 words per page)
File: ME12_PGmprt10.rtf
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Unformatted sample text from the term paper:
in a strategic staffing plan. These include: identifying and defining the number of employees that are needed now in specific job functions; forecasting the same needs for the future; identifying
existing personnel by job functions; projecting the number of persons who have specific abilities who will be available at different points in the future; analyzing gaps between the skills needed
and the skills that will be available, and developing a plan that will fill the gap in talent and knowledge (Roy, 2008). It is essential in staffing not to just
look at the existing positions in the company. What is more important is the knowledge, skills and abilities that are needed to fulfill the organizations mission and goals. That means
managers and human resource personnel need to ignore how the organization is staffed today and instead, think about how it needs to be staffed to be more effective and more
productive. Roy (2008) commented that a plan that focuses on these aspects of staffing will save time and money in the short-term as well as in the long-term. Hiring
the right people in the first place will inherently reduce turnover and lead to higher employee retention ratios. Turnover is very expensive for companies. Yazinski (2009) reported research that found
it cost about three times an employees salary to replace someone. This includes recruiting, hiring, and training costs in addition to lost productivity (Yazinski, 2009). Turnover data are discouraging: more
than half of employees will leave within two years; about 25 percent will leave in the first six months; and organizations overwhelmingly report they experience a negative financial impact when
needing to replace someone (Yazinski, 2009). These data illustrate the importance of first, hiring the right people, and second, implementing retention programs. Motivation is at the heart of employee retention
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