Employee Retention Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Employee Retention

When an organization takes a hiring decision so they have their prime focus on analyzing which specific job a particular candidate can perform better. In this competitive environment, organizations have been found quiet busy in determining which possible candidates are likely to stay for long within the organization because other competing organizations have been found to offer better packages to the potential candidates. Employee retention is basically an effort executed by a business to maintain a balanced working environment that actually supports the current staff in remaining with the company that lead to overall employee turnover by decreasing cost, recruitment cost and the loss of talent, too. In today’s world, companies cannot shield every employee from opportunities and aggressive recruiters. The previous thought or goal of Human Resource Management has been to minimize the employee turnover ratio to the maximum.

An overarching subject frequent to most turnover perspectives is that a number of employees have tremendous feelings of attachment to their workplaces than others do. The thinking process and the faith along with the idea of retaining employees have changed considerably. It is important in fact to retain employees for longer periods because they ultimately serve as a critical purpose for the success of an organization. Jobs have been defined in such a way that essentially influences the people to stay on job for a longer period of time. Employee retention tactics have become an increasing dilemma at work and companies still do not give enough significance to this issue unless they lose some one that is essential to an organization’s future. Organizations tackle the issue by obliging the specialist to leave after the first three years. Compelling individuals to stop may emerge as an odd approach to tackle the turnover issue. The measure of applicant desirability to the employment prospect focused on the applicants’ pre-hire need for the work at the firm and pre-hire objective to stay ( (Murray, 2009).

When it comes to rethinking retention for companies to take on the new policy, first the organization must accept the new reality that the market may not help in determining the actual movement of the employee but the actual company will judge it. Organization can be converted into heavens for employees if the proper work environment can be provided to the employees because when the employees are not satisfied with the work place environment, so definitely their performance will suffer. To overcome this issue, companies like Google and Microsoft provides an exceptional working environment to their employees. Organizations can fix all the issues that employees face at their work place and can provide them all the best possible facilities to overcome such issues but organizations cannot stop their employees from going towards the more attractive offers from the competitive market and aggressive recruiters (Cappeli, 2000).

As per the historical analysis and literature, it has been found that to overcome talent shortages issues, cooperation among the competitors is the best effective way that can be used. The solution emerged in California where a huge number of companies that have been operating actually started lending their team of employees to one another (Cappeli, 2000). For example, company A hired the employees from company B, for a particular project but they will remain the employees of company A.

Lockheed reported that this program was known as the LEND, which stands for lending employees for national development that has a tremendous range of benefits.

Another idea is to retain the talent by eventually replacing the misconceptions with the evidence based strategies. The article basically discusses the gap of employee retention by eliminating various misconceptions about the general perspective of the employee turnover and the retention strategies offered by various companies at different levels. The articles basically explain the fact that cause effective relationship and control, which can lead to employee retention. People within an organization are usually influent with other people. Over here, organizations and management need to understand the fact that employees look for management that support them and look after their concerns. Employee retention is therefore a critical issue for every company. It has cost associated with it which is spent on selecting, recruiting and training new employees, which is costly at the beginning but eventually it pays dividends to the company in the longer run. It is even important to understand that when an employee leaves the organization, the cost associated with its departure is also lost. For example, the hiring, recruiting, selecting and training requires time and effort but organizations nowadays do not consider it as a part of expense for the company.

There are many reasons due to which employees leave organizations. They leave due to their family issues, some have personal issues and some leave due to the desire of learning more skills. It’s not always necessary that employees leave the organization due to the pathetic work environments (brooks, 2001). Developing ...........................

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