Employee Retention in the Organization

Introduction

Retention is the ability to retain the skills of the person by several methods. In many organizations, employee retention programmes are used with the orientation and training in the different departments of the organization. This type of retention is necessary to remind the goals and objectives of the organization and to maintain that environment in the organization in which every person is responsible for playing his own part in the development of the official working and better results in future. So for making the people trained and the development of new ideas into the minds of staff retention process is best, orientation programmes which are used with the retention process are the basis for every organization’s development. This is an act of retaining the past figures data or the aims and objectives of working, and the goals for which the whole organization is working. This is also the process of power and skills retention in the staff by orientation and training programmes, these are those programmes which are conducted into the organization for the better future of the organization.

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In this procedure, the organization must have professional and trained staff to deal with several types of problems in the staff and evaluate these problems and then make the settlement by providing training to the employees of the organization. There are so many policies have made by the organization for the training programmes of the staff and these are called the retention policies. This is an error reduction plan in the official environment, like to remove the error in the staff people and make them more advance and professional with the changing environment and made them understand the goals of the organization.

This is also sometimes the skill development efforts in the organization’s staff to achieve high values in the market. It belongs to several things such as the retention policies, staff retention, customer’s retention etc. “Staff retention is about keeping those members of staff that you want to keep whilst accepting that some will leave. At one time, employers were concerned about keeping all staff regardless of their quality or potential but this view has changed quite radically and understandably so. The process was very much one of attract, recruit, induct, develop, reward and retain”. (Institute of Management Consultancy – Promoting excellence in management consultancy)

Staff Retention

The capability of improving the staff skill and abilities to perform the difficult work too or those works or assignments which are not under their information or to cover several areas of working that is called the retention. This retention process takes a long time like several weeks for the training of the staff. In organizations, the training and orientation programmes have been introduced which are for the development of more skills in the existing staff. For the improvement of staff retention these things are necessary to consider:

  • The changes and recruitments in different departments and staff of that department.
  • The costs measurement related to the staff turnover.
  • The methods of calculating the staff turnover the difference of labour turn over and make the targets to make better improvement for future.
  • The different types of issues in the staff are capable of creating problems in the staff retention process.
  • The study of different cases.

The replacement of staff is not the basic solution to any problem in the departments of the organization but there is the need to change the staff working skills by means of certain types of training and development programs. These are the programmes which are capable of providing much knowledge about various fields of work, so in case of any problems in the staff, it is not right to replace or change the person. If the organization hires a new person, they should bear the cost of the change so the evaluation of skills in the existing staff or personality makes the work better than the replacement. In this way, the only cost would occur to the orientation and training program.

“Some issues may be addressed at a local level by placing a greater emphasis on listening and responding to employees concerns and ideas. But general retention difficulties are likely to require a broader and longer-term plan. Many companies take a holistic view to reduce turnover, looking to improve the situation by promoting wider cultural change”. (Improving staff retention – IDS Studies)

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The need for the development of internal career opportunities is necessary for every organization instead of going outside. It is more important for every organization to create a good attractive and helping environment in the staff these are some of the things which sometimes brings good changes in the staff peoples. Staff retention deals with those members of the staff for which the management thinks that they need more training in certain work.

In the past years, the changes in different organizations environment such as mergers cost reductions depend on outside sources and downsizing. These were some of the reasons for the staff retention process. It is necessary to treat the staff with different criteria of working and the separate part to everyone in the organization and the management should evaluate the skills in each person in the staff. It is also important to consider the problems in the staff are present or not, or the changes in existing staff is necessary or not. If the evaluation of skills in the staff is needed, then the organization should move towards the orientation and training programs and manage the orientation in staff retention. This retention procedure can be with the help of several things for the staff such as with the help of surveys interviews the provision of different questionnaires and the interviews.

“Interviews and examining staff turnover, stability and retention rates can also help demonstrate difficulties. Until the problem can be identified and understood, effective solutions cannot be implemented. However, care should be exercised in using any assessment and measurements as employees may not be totally honest and staff turnover rates provide an overview of problems without focusing on specific issues. Stability and retention rates are often more helpful providing an indication of how many staff remain in an organization as a percentage of those leaving/joining”. (Dale, P., & Zych, T, 354-360)

Orientation on Staff Retention

Orientation is related to the recruitment of a new employee and training him or her with the cultural policies goals and objectives and environment of the organization. This type of program is conducted by the Human Resource Department to make the assistant for training the new employees. Orientation on staff retention is concerned with the recruitment of new staff employees and making them familiar with the existing official environment and the goals and objectives of the organization. It is the procedure for the new staff to learn about their organization or the institution in which they are recruited, they have to deal with the official environment of the existing staff in the organization and the working for which the persons recruited.

Effects of Orientation on Staff Retention

Staff retention in every organization needs better and fully trained management for the new employees in the staff and the rotation of the employee on several jobs, which brings the new skills in the employees and their better understanding of a large number of working areas. It is the need of every organization to develop such an environment in the organization in which the older staff should cooperate with the new employees and help them to make them trained and more skilled. There are so many effects of orientation on staff retention such as:

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  • With the recruitment of new employees and new staff in the organization the size of existing organization staff increase and with this increase, it is necessary for the management to make good control over all the functions, which is hard if the management, is not skilled and trained.
  • The recruitment growth for the organization’s development brings difficulties when the persons have the same skills and abilities to perform the works.
  • The less cooperation between the existing staff and the new staff of the organization would also sometimes bring disputes among the employees on many matters.
  • The working force which organization recruited for better performance and to deals with the variety of functions if not capable of doing that all.
  • A large number of competition exists in the market and less competition among the employees of the organization for better working and good performance.
  • There may be the positive and the negative effects of changes in the existing staff that is it may happen that the new staff brings with them the new skills or they are beyond the expectations of the management, they are dedicated to working or familiar or experienced persons who are trained with the official environment.

“A recurring theme in much of the human resource and management literature is the need for managers to be supportive towards their employees. This does not align well with the current management practice in many corporate cultures. The majority of organisations, particularly in the private sector, are dominated by men and the predominant corporate culture appears to be one which tends to promote an air of task-orientation and impersonality” (Shaw, Timothy, pp. 149-65).

Effective Orientation

  • It is necessary for the management to check the team which is responsible for providing the training and skills to the new staff are they performing well or dedicated to their work or not?
  • The systems and methods they are using for the employee’s retention programme are good or not.
  • The managers are the important persons in each department every organization has managers in every department and these managers must have the ability to transform the important information’s, which they received from upper management to the lower staff.
  • A good communication system and helping environment id necessary the management should make a strategy for the communication in several departments’ o organization.
  • The examination of staff by several means to evaluate their performance increase or not to increase with orientation or retention process.
  • For different future policies of the organization, each department manager should perform well to transfer the information to lower staff.

United Nations Development Program

The United Nations Development Program is for human development and working in nearly 174 countries of the world for human development. It is the form of development assistance in the world for the development of humans in many countries. The UNDP is responsible for providing the expert’s advice and provides the different types of assistance for less developed countries. The report by United Nations Development Program publishes every year to measure the development in many countries in the whole year. The offices are in more than 166 countries that are working with the government of that country and the local communities to develop the country people and their standard of living like the developed countries of the world.

The improvement of institutions and the individual’s capacities are within the programs of the United Nations development program. They are also doing efforts for the reduction of poverty in the less developed countries of the world. Their most common effort is to reduce the crisis and the different types of disasters in the countries such as the arm conflicts in many African countries. The provision of a good and healthy environment for all is another objective of UNDP working in less developed countries. This is the organization for helping the poor in many countries to make them develop like the people of developed countries.

United Nations Development Program Office in Zimbabwe

The United Nations office in Zimbabwe has the main strategy of the reduction in poverty in the country the provision of a safe secure and healthy environment to the people, the provision of energy serving’s gender equality, the critical analysis of the Zimbabwe poverty reduction issues and the development of humans there. “The country office, therefore, strives to bring together government, civil society, business, labour, donors and development partners towards a common goal guided by the Millennium Development Goals as a development vision.

  • Support the development of a comprehensive poverty monitoring system through capacity building of a transformed semi-autonomous Zimbabwe Bureau of Statistics (currently Central Statistical Office (CSO).
  • Supporting community-based livelihoods recovery programmes through microfinance initiatives and support to vocational skills training.
  • Supporting dialogue between Government, civil society organizations (CSO), labour, business and the donor community towards consensus building on macroeconomic development challenges facing the country”. (Vail, Leroy. 1–19)

Effects of Orientation on Staff Retention in Zimbabwe Office of UNDP

The United Nations Development Program in Zimbabwe office involves the training and development of the new staff in statistical and financial work also the changes in staff for the health sector to improve the human development in those sectors where there is are many serious conditions for food and living. The changes in the national statistical systems of Africa have been made to recruit new employees and provide training to them in different fields of work.

This work has been done in two different categories such as the changes in the staff retention in economic statistics and the demographic and social statistics as the economic statistics contains the agriculture industrializations, culture, the distribution system prices trade and employment opportunities to the individuals and provide training of economic development processes. In these statistical offices, there are two types of staffs working such as the statistical personnel and the data processing staff’s, which has made the different changes within the staff and provides several assistants to increase the working and skills of the staff. As the less developed countries people have less technical knowledge and the education is working in Zimbabwe to provide the people with the official ways of working and to make them familiar with the official environment.

Zimbabwe is within the countries that are considered as lack economic and financial abilities in the list of other developed countries of the world. The large number of recruitments made in Zimbabwe by the UNDP is from the microfinance sector in order to provide assistance and increase the capabilities and skills to deal with the financial crisis of the country. The UNDP is doing efforts for the diversity of professional capacity in African countries including Zimbabwe and insisted on the needs to develop the staff in the economic and finance sector to improve the economic development of the country. In this way, the development of the people living there would also be increased. The countries of Africa have fewer number professional and skilled peoples they have fewer experiences and the knowledge of changes in the developed countries organizations and the world markets of UNDP is making changes in the offices there to maintain the healthy environment for new individuals and the introduction of staff retention program to make them familiar with the professional environment and provision of the helpful and competitive environment in the office.

Two groups of employees of a statistical office are considered with respect to the teaching of statistics, namely those already in employment and those expected to be employed by a statistical office. The Statistical Training Programme for Africa (STPA), under which the present study was undertaken, improvement and strengthening of statistical training programmes for employees or expected employees of a statistical office are described including selected aspects of the programme. Teaching programmes for those currently in employment with the objective of improving their work performance are also described (Weiner, Moyo, Munslow and O’Keefe, n.p.).

Conclusion

Several types of changes and the improvement of skills programs are necessary for the success of every business organization in the developed countries because of much funds and profits to business organizations they trained their staff with high-cost skills that would result in high profits to the organization in future. As these programs are so costly and needs the professionals and trained person to make the new employees trained and skilled, so the less developed countries organizations have not many funds or the orientation and training programs. UNDP is within those organizations of the United Nations, which is capable of providing all types of assistance to the less developed countries, in order to increase their standard of living and the professional career like the people of developed countries.

So for the development of every organization and the achievement of goals and the objectives of the organization, staff retention is a healthy process. But this retention is lead by the trained and efficient management that must be professional and skilled in many working criteria’s would be helpful in reducing many costs on the training and development of different employees in the organization.

“Technology plays a critical role in communicating corporate messages to the ranks. For instance, on Qualcomm’s intranet, employees can learn about employment benefits, job openings, and the latest product initiatives. They also get a first look at the annual stockholder presentations via online video presentations given by the COO and CEO” (Best-of-breed in staff retention).

Works Cited

  1. Dale, P., & Zych, T. (1999). A successful college retention program. The College Student Journal, 30, 354-360.
  2. Institute of Management Consultancy – Promoting excellence in management consultancy.
  3. Improving staff retention – IDS Studies.
  4. Productivity in Zimbabwe’, in N. D. Mutizwa-Mangiza and A. H. J. Helmsing (eds), Rural Development and Planning in Zimbabwe. Aldershot: Avebury.
  5. Shaw, Timothy. 1998. Corporatism in Zimbabwe: revolution restrained’, in J. Nyang’oro and T.
  6. Shaw (eds), Corporatism in Africa: comparative analysis and practice, pp. 149-65. Boulder, Colo.: Westview Press.
  7. Vail, Leroy. 1999. Introduction: ethnicity in southern African history’, in L. Vail (ed.), The Creation of Tribalism in Southern Africa, pp. 1-19. London: James Currey; Berkeley, Cal.: University of California Press.
  8. Weiner, D., Moyo, S., Munslow, B. and O’Keefe, P. 1999. Land use and agricultural
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