Case Study: Employee Retention

Employee Retention April 10, 2012 This is a recap is based on deuce articles, in which addresses the issues of employee retention and adumbrateions for the need and naming of employees in the hospitality industry. The first article is entitle Tar stinged employee retention: Performance-based and ponder-related differences in reported reasons for retaining by Hausknecht, Rodda, and Howard (2009), in which addresses the major(ip) theories to help in explaining the reason that employees stay or founder their organization, and slipway to retain them. The bet on is titled Terms of engagement written by David MacLeod (2010) that presents suggest ways for motivating and winsome employees so they exit percentage to stay. Analysis of call Points in Tar depressed employee retention Reasons employees want to stay with their company According to this article, the chief(a) reason that employees stay with their employ er be job satisfaction; they bask the work involved in divine service customers. For many employees, the reasons for staying are for the extrinsic rewards such as pay, benefits and proficiency opportunities. Employees want to obtain fair rewards for their efforts.

If these rewards are not soon found, employees may entrust for other opportunities that offer greater rewards. another(prenominal) factor is parting attachments, in the form of effective charge and positive ally group relations, (Hausknecht et tal, 2009, p. 3). Other incentives to retaining employees are organisational commitment and prestige. T he unoriginal reasons are compensation, com! petitive wages, health benefits, solitude contributions, and incentive plans. additional reasons for staying are constituent attachments, organizational commitment, organizational prestige, lack of alternatives, investments, advancement opportunities, location, organizational justice, flexible work arrangements, and non-work influences (p.10). Companies must(prenominal) find ways to keep their employees satisfied so they will not want to leave. Retention Retention is the most consequential part of a companys approach to talent management. When organizations cannot... If you want to get a full essay, order it on our website: OrderCustomPaper.com

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