Ch 10

Managing Employee Retention

Compensation Selection Professional growth Meaningful work/ownership Work-life balance High engagement Data analytics Counter offers Workforce planning

employer's role in career management

Depends on length of time employee is employed. Before hiring, realistic job previews help the employee determine if the job will be a good fit. On the job, the employer gives appraises and matches the person's strengths and weaknesses with feasible career path and periodic job rotations.

the gender gap

Eliminate barriers Improve networking, mentoring Break the glass ceiling Have flexible career tracks

Employer Career Management Options

Employee career planning form suggested. receiving feedback, having individual development plans, having access to training is enough for most. job postings, formal career oriented performance appraisals, career development centers, formal counseling and mentoring with mangers and individual succession planing for high-potential employees are valuable career development tools.

high engagement

Employee empowerment, problem-solving groups, and self-directed teams has a positive effect and reduced turnover

To avoid law suits

First allow the employee to explain why he (or she) did what he did. Second, have a formal multistep procedure (including warning) and an appeal process. Third, the person who actually does the dismissing is important. Fourth, dismissed employees who feel they've been treated unfairly financially are more likely to sue.

To avoid liability

First, have employment policies including grievance procedures that help show you treat employees fairly. Second, review and refine all employment-related policies, procedures, and documents to limit challenges.

managing dismissals

Grounds for Dismissal Avoiding Wrongful discharge Suits Supervisor Liability The Exit Process and termination Interview Layoffs and the Plant closing Law Adjusting to Downsizings and Mergers

workforce planning

Identifying and preparing for skills gaps can help reduce the turnover that unexpected skills gaps can trigger.

make promotion decisions

Is seniority or competence the rule? How should we measure competence? Is the process formal or informal? Vertical, horizontal, or other?

Employee Actions That Foster Engagement

Understanding how their department contributes to company success Seeing how their efforts contribute to achieving company goals Get a sense of accomplishment from work at the company

steps of building comprehensive retention programs

Using effective selection techniques Offering professional growth opportunities Providing career direction Offering meaningful work and Encouraging ownership of goals recognition and rewards culture and environment promote work-life balance acknowledge achievements

psychological contract

What the employer and employee expect of each other. identifies party's mutual expectations. Today, no one can count on the other for long term commitment.

Insubordination

a form of misconduct, is sometimes the grounds for dismissal. The two basic categories are unwillingness to carry out the manager's orders, and disrespectful behavior toward the manager.

career management

a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm.

Lack of qualifications

an employee's inability to do the assigned work, although he or she is diligent. Because this employee may be trying to do the job, it is reasonable to try to salvage him or her—perhaps by assigning the employee to another job.

Talent Management and Employee Retention

best practice suggests focusing augmented retention efforts on the company's most important employees.

Watson wyatt worldwide survey

conclude that only about 21% of the global workforce is engaged and almost 40% is disengaged. In one large survey, 57% of respondents were disengaged within 2 years after hiring. highly engaged employees generate 26% higher revenue per employee.

exit interviews

conducted by a human resource professional just prior to the employee leaving.

misconduct

deliberate and willful violation of the employer's rules and may include stealing and rowdy behavior.

careers today

different from past in that people don't move from job to job because recession, mergers, outsourcing, downsizing, etc. work life balances are changing with more women managers and professionals. Baby boomers are retiring and used to be job and employee focused, now people value work life balance.

Providing career direction means

discussing employee's career preferences and prospects at your firm, and helping them lay out potential career plans. Furthermore, "don't wait until performance reviews to remind top employees how valuable they are to your company."

downsizing steps

1. make sure the right people are let go; this requires having an effective appraisal system in place. 2. compliance with all applicable laws, including WARN. 3. execute the dismissals in a manner that is just and fair. 4. security, for instance, retrieving keys and ensuring that those leaving don't take prohibited items with them. 5. reduce the remaining employees' uncertainty and addressing their concerns. This typically involves a post-downsizing announcement and program, including meetings where senior managers field questions from the remaining employees.

coaching V mentoring

educating, instructing, and training subordinate advising, counseling, and guiding.

Changed requirements of the job

employee's incapability of doing the job after the nature of the job has changed. Similarly, you may have to dismiss an employee when his or her job is eliminated. Again, the employee may be industrious, so it is reasonable to retrain or transfer this person, if possible.

Managers Role

Actively train, mentor, review performance. ensuring employee have the right skills. schedule regular performance appraisals. make expectations clear.

look at practical considerations

establish eligibility requirements require the hiring manager to review the job description vigorously review all candidates performance and history

Studies show link when turnover rates rise...

financial performance is at risk

managing retirements

formal pre-retirement counseling part-time employment employers can benefit from retirement planning by becoming able to anticipate or plan for future labor shortages

meaningful work/ownership

An important part of retaining employees is making it clear what your expectations are regarding their performance and responsibilities. This helps employees "own" their behaviors and results. A job is meaningful if the incumbent understands its relationship to the company goals and sees his or results as part of the bigger picture.

employee tenure with a firm tends to follow a life-cycle

from employment interview to first job, promotion, transfer, and perhaps retirement.

Career coaches

generally help employees create 1- to 5-year plans showing where their careers with the firm may lead. Then, the employer and employee base the latter's development plans on what he or she will need to move up. Require analytical and interpersonal skills.

Professional growth

is a well-thought-out training and career development program that can provide a strong incentive for staying with the company.

job withdrawal

is any action which places physical or psychological distance between the employee and the organization.

Career development

is the lifelong series of activities (such as workshops) that contribute to a person's career exploration, establishment, success, and fulfillment.

managing voluntary turnover reasons

job dissatisfaction, poor pay or health-care benefits, few promotional opportunities, and inadequate work-life balance.

employees role in career management

matching individual strengths and weaknesses with occupational opportunities and threats. The person wants to pursue occupations that capitalize on his or her interests, aptitudes, values, and skills.

today women hold...

more than 40% of the workforce, but hold less than 2% of top management positions.

managing transfers

moves from one job to another, usually with no change in salary or grade. finically costly

career

occupational positions a person has had over many years

Wrongful discharge (or termination)

occurs when an employee's dismissal does not comply with the law or with the contractual arrangement stated or implied by the employer.

layoff

planned by senior management. when an employer sends workers home for a time for lack of work is usually not a permeant dismissal.

examples of job withdrawal

poor attendance voluntary turnovers work breaks spending time in conversation neglecting aspects of the job

How to cut turnover

practices such as promotion opportunities, training and development, pay and reward satisfaction, family-friendly policies. The bottom line is that HR practices can have a big influence on employee turnover, and thereby on the company's profitability.

coaches four step process

preparation, planing, active coaching and follow-up

downsizing

reducing, usually dramatically, the number of people employed by a firm to cut costs and raise profitability

unsatisfactory performance

refers to a persistent failure to perform assigned duties or to meet prescribed standards on the job. Specific reasons include excessive absenteeism, tardiness, a persistent failure to meet normal job requirements, or an adverse attitude.

Engagement

refers to being psychologically involved in, connected to, and committed to getting one's job done. Poor attendance, voluntary turnover, and psychological withdrawal often reflect diminished employee engagement.

managing employee turnover

the cost of turnover is expensive. there are tangible and intangible costs associated with turnover.

Career planning

the deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; acquires information about opportunities and choices; identifies career-related goals; establishes action plans to attain specific goals.

four bases for dismissal

unsatisfactory performance, misconduct, lack of qualifications for the job, and changed requirements of (or elimination of) the job.

retention starts

up front, in the selection and hiring of the right employees. The process begins with a thorough understanding of the jobs to be filled. It includes a solid job analysis and an effective and efficient hiring process.

Identify issues with surveys

use exit interviews and surveys to id issues

An experienced mentor

who can help the person learn the ropes is recommended for employee career development.

vertical V horizontal promotions

within same functional area V in different functional areas.

gallup survery

Business units that have employee engagement have 83% chance of performing above the company median Those with the lowest employee engagement have a 17% chance

making promotion decisions

Look at Practical considerations Managing transfers Managing retirements

Compensation

Manage high performers and key employees with enhanced pay.

glass ceiling

Many call this combination of subtle and not-so-subtle barriers to women's progress

dealing with job withdrawal

People are repelled by situations that produce unpleasant, uncomfortable emotions, and are attracted to those that produce pleasant, comfortable ones. The manager can therefore think of withdrawal-reducing strategies in terms of reducing the job's negative effects, and/or of raising its positive effects.

managing employee engagement

Say, Stay and Strive do they speak positively about company do they stay with the company do they take an active role in overall success of company

how to measure competence?

Start by defining the job, setting standards, and using one or more appraisal tools to record the employee's performance. Then, use a valid procedure for predicting a candidate's potential for future performance.

IBM put in place an "on-demand" staffing strategy

This aims to ensure that its current employees get the training and coaching they need to play roles in IBM's future.