EMPLOYEE RETENTION

Employee Retention

Employee Retention

Proposal

1. Introduction

This paper presents a proposal on the topic of “Employee Retention”, which is the most debated area of organizational management sciences. Retention begins long before an employee's first day on the job. It starts when we describe the position we plan to fill (Dibble, 2006). It is at stake when a potential employee, someone with the skills we need, reads our ads or talks with a recruiter. Retention is affected when we interview her and give her a chance to interview us.

Problem Statement

T he difficulty that we have today in finding and keeping the skilled employees who make us successful is the result of a revolution. The revolution is our new understanding of the role of employees in our organizations. We now realize that those skilled employees make the difference between winning and losing (Dibble, 2006). And, like other revolutions, its impact will be with us for a long time.

Purpose of the Study

This study will highlight the key issues of managing human resources through the lens of retention. It starts from the premise that you have management or functional responsibilities for people and you want to improve your ability to retain the ones you want to keep. It assumes that you want practical information about different techniques that affect retention. It also assumes that you understand that your work environment is different from others.

2. Literature Review

Organizational staffing is concerned with having the right people at the right place and time to achieve organizational outcomes. Staffing is a complex, multifaceted process that affects all areas of the organization but is particularly important with regard to organizational effectiveness. As such, the organization strives to attract, motivate, and retain a workforce with the appropriate characteristics to achieve the organization's mission, strategy, goals, and objectives (Steel, 2005). Viewing ...