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Retention Management Strategies

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Assess the overall importance of developing and implementing a comprehensive retention management program. Include a number of important factors. First, define retention management and the influence of a retention management culture throughout the organization. Next, analyze the different management programs and practices that reduces employee turnover. For example, an analysis of the organization's reward programs would be addressed. Finally, examine an evaluation system for assessing the effectiveness of retention management methods.
Include at least three scholarly resources.
Length: 5-7 pages

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In compliance with Brainmass rules this is not a completion of assignment but notes and ideas.

Retention management is the implementation of a planned strategy by employers to create and strengthen an environment that encourages present employees to remain with the same employer. Retention management is a set of practices that increase employee loyalty so that they do not leave the employer. For example, a company implements a system of performance evaluation, salary increases, and rewards that increases employee loyalty and binds the employees to the firm is retention management.
Influence of retention management culture is the impact of a set of policies, actions, and rules that encourage employees to remain with the company. There are several strategies that companies use to retain employees. A combination of such strategies and their organization wide acceptance builds a culture of employee retention. Some of the essential elements of such a culture are building relationships between employees and managers, building of trust with employees, and building skills. In addition, the company's brand is built in such a way that employees feel proud to be associated with the company. The culture is developed in such a manner that employee performance is enhanced and satisfaction also increases (1).
Retention management culture has tremendous impact on retention management. A strong retention management culture means the firm respects people and their contributions to the company (2). For example, the company goes out of its way to reward and appreciate employees who have put in exceptional effort. A retention management culture also means that the employees participate in the growth and development plans. For example, if the employee feels that if the growth of the company is sustained he will get a promotion or a higher salary. Further, retention management culture encourages employees to take more responsibility. Such a culture encourages employees by teaching them more skills and elevates employees to higher levels of responsibilities. For example, a worker at shop floor level is provided training in supervision and later is given the position of a foreman. Such an employee will be bound to the company. Where there is retention management culture the managers ...

Solution Summary

The solution of 1,415 words explains the retention strategies of businesses and how they are influence by retention management culture. The references related to the answer are also included.

See Also This Related BrainMass Solution

HR: Staffing System Management, Retention Strategies

Staffing System Management:

1-What is the difference between a centralized staffing function and a decentralized staffing function?

2-Why would an organization want to have a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her department?

-This is a classical question that has been asked and acted upon for years.

3- Ask any HR professional that has been around for many years and they will say they've lived through it all. I don't think we'll reach consensus on this one. But, it'll be an interesting discussion

Retention Strategies:

4-What are some of the main causes of voluntary turnover? If a person says to you - "It's easy to reduce turnover, just pay people more money" how would you respond?

And, part of that question should also include,
5- what can the organization do to reduce involuntary turnover? That is a more complex question because it assumes that the organization has some control over lay offs and over employees who are poor performers. When it comes to voluntary turnover we have to get past offering office pizza on Friday and gym memberships for everyone as the answer to the problem.

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