Recruiting, retaining and rewarding the right people are challenges employers face!

The leadership has to be deeply invested in retention. Management must be able to communicate the company policies in a way that creates "buy-in" by their staff and be open to contributions from employees. Helping to create "ownership" in your employees. The companies with the best retention rates are the same companies that are actively engaged in conservation. They know it costs less to maintain the good rather than constantly having to replace disgruntled employees and managers.

Human Resource Management is both an academic theory and business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities and key among them is deciding what staffing needs exist and whether to use independent contractors or hire employees to meet these needs, recruit and train the best employees, make sure are high performers, dealing with performance issues and ensure staff and management practices conform to various regulations. The activities also include the approach to the management of employee benefits and compensation, employee records and personnel policies.

Typically, small businesses (profit or nonprofit) have to perform these activities themselves because they can not yet afford part-or full-time help. However, it should always ensure that employees have - and are aware of - personnel policies which conform to current standards. These policies are often in the form of employee manuals, which all employees must have. HRM is seen by industry professionals as a point of view the most innovative management in the workplace compared to the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity - so they can be understood and undertaken by the workforce - and provide the resources necessary for them to make a success of their assignments. As such, the techniques of human resource management, if properly practiced, are expressive of the objectives and practices of the enterprise as a whole. HRM is also seen by many to have a key role in risk reduction within organizations.

Recently, organizations have begun to consider the "HR Department" as playing a major role in staffing, training, and manage people so that people and the organization is performing at maximum capacity in a highly Retention meets manner.Employee

Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed, having policies and practices in place that address their individual needs. A strong retention strategy, then, becomes a powerful recruiting tool.

Retention of key employees is critical to long-term health and success of any organization. It 's a known fact that retaining the best employees ensures customer satisfaction, higher product sales, satisfied colleagues and reporting staff, effective succession planning, and deeply rooted organizational knowledge and learning. The retention of employees in the organization, such as training time and investment, the knowledge lost, insecure employees, and a costly candidate search are involved. Therefore, unable to retain a key employee is an expensive proposition for the organization. Various estimates suggest that losing a middle manager in most organizations costs up to five times his salary.

The smart employers realize the importance of always keeping the best talent. Retaining talent has never been so important in the Indian landscape, however, things have changed in recent years. Featured Indian metros, at least, there is no dearth of opportunities for the best in the industry, or even the second or third best. Retention of key employees and friction problems treatment has never been more important for companies.

In a highly competitive environment where HR managers are poaching from each other, businesses can keep their employees tight or lose the competition. For gone are the days when employees are kept to an employer for years for lack of a better choice. Now, opportunities abound.

Philosophically, the retention of employees is important. In almost all cases, it makes no sense to let good people leave the organization. When they leave, taking with him the intellectual property, relationships, investments (in terms of time and money), an employee or two occasionally, and a piece of your future.

Employee retention strategies help organizations to provide effective communication to improve employee engagement and increase the support of the workforce for major corporate initiatives. These strategies also provide full support to marketing-communications, helping the organization build customer loyalty, differentiating and positioning the organization unique products and services in today's crowded marketplace.

High turnover often leaves customers and employees in the lurch; departing employees take a great deal of knowledge with them. This lack of continuity makes it difficult to meet the goals of your organization and serve customers well -. Replacing employees costs money. The cost of replacing an employee is estimated up to twice the annual salary of an individual (or higher for some positions, such as the management center), and this does not even include the cost of lost knowledge -. Employee recruitment consumes a large amount of time and effort, much of it is useless. - Allow employees' up to speed requires even more time. And when you're short-staffed, it is often necessary to put in the time to get the job done.

Employee engagement leads to the change in the behavior of employees.The following are some effects of motivation:

1. Increase in productivity

2. Reduced Absenteeism

3. Increase efficiency.

4. The creativity of new ideas can be generated.

5. Loyalty increases.

Employees leave for many reasons, some of whom have little or no control over, such as retirement, a family member to be removed or the desire to remain at home to start a family. However, the executive teams should take the time to understand the reasons why most employees leave and develop a plan to address these problems. Some of the most common reasons employees leave include:

1. employee perception of poor supervision;

2. docile (and therefore uninteresting) positions;

3. little chance of advancement (tenure or compensation);

4. no recognition for good performance;

5. limited control over work and customers;

6. Salary and benefits are commensurate with job requirements;

Retention is much more effective when you put the right person in the right place. Knowing the job! Knowing the employee and their motivations. Money is important but not the only reason to stay with people in an organization. If your compensation plan is located in the upper part of the 20-30% of the sector, then money will often not be the reason why people leave. There should be no fees for employees to help develop conservation strategies are a very effective strategy.

Finally, recognizing the performance of an employee reinforces positive behavior and encourage more positive behavior. If a team member feels that he or she will appreciate it much more likely to repeat their behavior in the future, and even put out more effort than before. When a business leader understands the power of recognizing their employees the culture of an organization reacts to this recognition and moves in a positive direction, helping to retain more employees....