Orienting new employees to the organization Deciding compensation issues "An effective non-profit manager must try to get more out of the people he or she has," wrote Peter F. Drucker in Managing the Non-Profit Organization. And that's decided by the basic people decisions: The quality of these human decisions largely determines whether the organization is being run seriously, whether its mission, its values, and its objectives are real and meaningful to people rather than just public relations and rhetoric.
Next, you have to keep them. High employee turnover costs business owners in time and productivity. Try these tactics to retain your employees. Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees.
But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives. Done right, these kinds of programs can keep employees focused and excited about their jobs.
In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave?
And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.
And give employees a clear path of advancement. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company. Hold regular meetings in which employees can offer ideas and ask questions.
Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion. Require your managers to spend time coaching employees, helping good performers move to new positions and minimizing poor performance.
Consider offering stock options or other financial awards for employees who meet performance goals and stay for a predetermined time period, say, three or five years.
Also, provide meaningful annual raises. Nothing dashes employee enthusiasm more than a paltry raise. If you can afford it, give more to your top performers. It may seem basic, but often in small companies, employees have a wide breadth of responsibilities.
If your company is nearing employees, consider hiring a human-resources director to oversee and streamline your employee structure and processes. Putting one person in charge of managing employee benefits, perks, reviews and related tasks takes a huge load off of you and makes sure employees are treated fairly.
HR managers are also more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed. Return on Engagement Calculator -- A tool that figures the annual savings of having employees put in extra effort, stay with a company and other behaviors associated with commitment and motivation, from HR Solutions, a consulting firm.
Bad Hire Calculator -- A tool that figures the cost of hiring an employee who doesn't work out, factoring in training, advertising and related expenses, from HR World, a human-resources trade publication.
Cost Per Hire Calculator -- A tool that figures the cost of hiring a job applicant, factoring in advertising, recruiter, travel, relocation and related expenses, from HR World, a human-resources trade publication.
Conservative salary estimates for employees -- Base salary calculations by position and location, from SalaryExpert.Recruitment and Retention Research Literature Database Chapter 2 – Recruiting and Retention of Military Personnel: An International Perspective Background Chapter 2A – Recruiting and Retention of Military Personnel: Belgium 2A-1 Recruiting and Retention of Military Personnel: The Netherlands 2D The various issues of recruitment in childcare.
In the following assignment, the various issues of recruitment in childcare will be discussed; this will include the integration and retention of qualified and experienced members of staff. Retention Essay. The level of retention of employees differs through out industry sectors, some organisations suffer from internal problems that increases turnover of their key employees.
The leaving costs are the payroll and the personnel administration of the employee leaving. The replacement costs are spent on recruitment of potential. Leveraging Diversity to Retain Diversity. to institutionalize these promising practices within departments so that they can withstand changes in leadership and personnel.
in ensuring they are recruiting, hiring, and retaining a qualified and effective cadre of officers. Recruiting and Retaining Qualified Personnel INTRODUCTION One of the most critical challenges facing public administration is the recruitment and retention of qualified personnel.
Correctional Officers: Strategies to Improve Retention By: Published: 08/05/ contributing to the problems associated with recruitment and retention of prison staff.
The labor market is getting tighter (i.e., more jobs are available for a shrinking workforce). but it will also help in attracting and retaining qualified personnel and.