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    Employee Recruitment & Retention

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    The document discusses solutions to the major challenges of employee recruitment and retention faced by organizations. It suggests that fostering teamwork, participation, and enhanced work responsibility can help address recruitment and retention problems by improving job satisfaction and engagement. Specifically, it recommends promoting team bonding, cross-departmental collaboration, career development opportunities, job enrichment, and involvement in decision-making to boost retention. While higher pay is often seen as a solution, research shows job quality and workplace culture have a much greater impact on satisfaction and turnover.

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    Employee Recruitment & Retention

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    2K views40 pages
    The document discusses solutions to the major challenges of employee recruitment and retention faced by organizations. It suggests that fostering teamwork, participation, and enhanced work responsibility can help address recruitment and retention problems by improving job satisfaction and engagement. Specifically, it recommends promoting team bonding, cross-departmental collaboration, career development opportunities, job enrichment, and involvement in decision-making to boost retention. While higher pay is often seen as a solution, research shows job quality and workplace culture have a much greater impact on satisfaction and turnover.

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    The document discusses solutions to the major challenges of employee recruitment and retention faced by organizations. It suggests that fostering teamwork, participation, and enhanced work responsibility can help address recruitment and retention problems by improving job satisfaction and engagement. Specifically, it recommends promoting team bonding, cross-departmental collaboration, career development opportunities, job enrichment, and involvement in decision-making to boost retention. While higher pay is often seen as a solution, research shows job quality and workplace culture have a much greater impact on satisfaction and turnover.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    2K views40 pages

    Employee Recruitment & Retention

    Uploaded by

    api-3823905
    The document discusses solutions to the major challenges of employee recruitment and retention faced by organizations. It suggests that fostering teamwork, participation, and enhanced work responsibility can help address recruitment and retention problems by improving job satisfaction and engagement. Specifically, it recommends promoting team bonding, cross-departmental collaboration, career development opportunities, job enrichment, and involvement in decision-making to boost retention. While higher pay is often seen as a solution, research shows job quality and workplace culture have a much greater impact on satisfaction and turnover.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 40
    At a glance
    Powered by AI
    The key takeaways are that recruitment and retention of employees is one of the greatest challenges facing organizations today due to factors like globalization, technological changes and the war for talent. Common solutions mentioned are fostering teamwork, participation and enhancing work responsibilities.

    Some of the greatest challenges mentioned are shortage of talent, labor market competition and the ability to select the right candidate fit for the job, group and organization.

    Common solutions mentioned are fostering teamwork, participation and enhancing work responsibilities through methods like job enrichment, lateral shifts, promotions, special projects, lessons/seminars and career development opportunities.

    Employee Recruitment &

    Retention

    SSB2216 Presentation

    Jian Sheng | Eric Lu | Chee Kiong


    | Esther Ong | Jaclyn Loh
    Question
    In the context of an increasingly
    complex environment in Singapore,
    organizations often cite recruitment
    and retention problems as the
    greatest challenge confronting them.
    The conventional wisdom is to foster
    teamwork, participation and
    enhanced work responsibility to
    resolve such problems. Do you
    agree?
    Employee Recruitment & Retention

    OVERVIEW
    Overview

    Introduction

    Greatest HR Challenge – R&R

    Solutions to Challenge

    Conclusion
    Employee Recruitment & Retention

    INTRODUCTION
    Context: Increasingly Complex
    Environment
    Current Business Trends:
    • Globalization
    • Customer Emphasis
    • Endless Technological Advancements
    • Faster Pace of Work
    • Rise of Knowledge Workers – “War
    for Talent”
    Source: The Hudson Report –
    Singapore, Q4 2006

    “Critical to all businesses in the modern age is the strategic human capital
    challenge of finding and keeping the best talent in the market... Senior
    business leaders have listed employee attraction, recruitment and
    retention as being in their top business challenges and of the highest
    priority for HR.”
    Anthony Sork
    International HR & Employee Engagement Specialist
    Permanent increased hiring expectations over time in
    Singapore

    “Hiring expectations are steady and remain at a high level. Employers are
    paying big increases in salaries and bonuses to attract and retain talented
    candidates but still face rising turnover rates.”
    Mark Sparrow
    Singapore Country Manager, Hudson

    Source: Asia Hudson Report Q4 2007


    Singapore
    Employee Recruitment & Retention

    GREATEST HR CHALLENGE:
    RECRUITMENT & RETENTION
    PROBLEMS
    Why are
    Recruitment and
    Retention problems
    the Greatest HR
    Challenge?
    Definition
    Recruitment is the process of
    searching for and obtaining
    qualified candidates in such
    numbers that the organization can
    select the most appropriate
    person to fill its job needs
    Recruitment Problems
    • Chartered Institute of Personnel and
    Development
    • Surveyed 557 organizations
    10%
    No Recuritment
    Problems

    Encounter
    Recuritment
    90% Problems
    Recruitment Problems
    1. Labour Market Competition
    Recruitment Problems
    1. Shortage of Talent
    • Growth of managerial and research jobs
    outpace available candidates
    2. Ability to Select Right
    • Person Job Fit
    • Person Group Fit
    • Person Organization Fit
    Recruitment Methods
    1. Interviews
    2. Online Tests
    3. Case Study Reliability
    & Validity ?
    4. Impromptu Presentation
    5. Individual Report
    Selection
    Interviewer Preferences

    Racist Fairness Gender Bias

    Impression
    & Chemistry
    Key Take Away For
    Recruitment Problems
    1. Labor Market Competition

    2. Shortage of talent

    3. Ability to Select Right


    Why is Retention a
    Problem?
    • Employee turnover is a bad thing. It has been
    shown to reduce staff morale, increase training
    and recruitment costs, result in inconsistency of
    services, and be a self-perpetuating problem.

    • The costs of employee turnover are difficult to


    calculate, but various studies have put
    estimates at around 3 months pay to a year’s
    pay.

    • Such is the scale of the problem, 40% of


    Singaporean respondents say that they are
    experiencing turnover of more than 10%.
    [Hudson report]
    Factors Affecting Retention
    • Changing perceptions of both employees
    and companiesGeneration X Generation Y
    Employees Loyal to the Job hopping
    company deemed as
    Companies Grants lifetime acceptable
    Long periods of
    employment; service-less
    commonly referred common; Contract-
    to as iron rice bowl based work the
    norm
    • Staff-employee disconnect
    Expectations of staff is very different from
    management’s opinion of their needs and
    wants
    Hence may lead to reduce job satisfaction
    What do Employees Want from
    their Jobs?
    FACTORS MANAGERS EMPLOYEES

    Full Appreciation for Work Done 8 1

    Good Wages 1 5
    Good Working Conditions 4 9

    Interesting Work 5 6

    Job Security 2 4

    Promotion/Growth Opportunities 3 7

    Personal Loyalty to Workers 6 8

    Feeling "In" on Things 10 2

    Sympathetic Help on Personal


    9 3
    Problems

    Tactful Disciplining 7 10
    Repeated with similar results: Ken Kovach (1980); Valerie Wilson, Achievers Internationa
    •Sources: Foreman Facts, Labor Relations Institute of NY (1946); Lawrence
    Bob Nelson, Blanchard Training & Development (1991)
    Lindahl, Personnel Magazine (1949)
    Sheryl & Don Grimme, GHR Training Solutions (1997-200
    Key Misconception: Higher Pay
    will Solve Problem
    • Pay increases made to retain employees
    after they have made a decision to leave
    are only effective for nine to twelve months.
    Most employees who have voiced
    dissatisfaction will still leave even after the
    company has increased pay or benefits in
    an effort to make them stay.

    • Big increases in salaries and bonuses have


    failed to stop staff turnover rates rising.
    [71% of respondents said that they plan to
    increase salaries by more than 10%, yet the
    problem persists]
    Cont’d
    • This is consistent with
    the comprehensive
    research conducted by
    the Families and Work
    Institute
    • In their report, [National
    Study of the Changing
    Workforce], they found
    that, while Earnings &
    Benefits have on only a
    2% impact on job
    satisfaction, Job Quality
    and Workplace Support
    have a combined 70%
    impact.
    Management’s Point of View…
    Factors Affecting Retention
    (continued)
    • Factors that influence employee
    turnover varies from sector to sector
    • However, a common trend indicates
    that poaching by other companies is
    a major problem.
    • This is in part caused by Singapore’s
    finite talent pool and limited
    workforce
    Keep in view…
    • Employees value workplace harmony
    and job quality.

    • Pay is not a major determinant


    factor; the pay only needs to be
    competitive

    • With these points in mind, we shall


    discuss specific solutions to target
    their needs.
    Employee Recruitment & Retention

    SOLUTIONS
    TO RECRUITMENT &
    RETENTION PROBLEMS
    Teamwork
    • Acquaint new employee with every
    member of company instead of only
    own department
    • Cross-departmental workgroups
    • Buddy System
    Teamwork
    • Bonding sessions for employees
    – Team Building Workshop
    – Social Events
    – Employee recreational teams
    – Employee participation in community
    events
    “I gave each team $250 to spend in a shopping spree at a toy department
    store, with two provisos:
    They had to buy social toys not private toys and they had twenty minutes to
    spend it… We’ve done paint ball, laser tag… scavenger hunts with prizes…
    competitions… gift exchanges. Once, when an outdoor equipment company
    opened up across the road, everyone had to go shopping and spend a
    specific amount of money within a certain period of time.”
    Edmonton
    President, design and communications company
    Participation
    • Lesson Plan
    – Seminars, small group instructing to
    enhance employee’s caliber at employee’s
    discretion
    • Resource support
    • Career ladders
    • Tuition reimbursement
    • Internal certification, e.g. best worker
    award
    • Celebration/thank you cards/rewards to
    recognize staff efforts and
    achievements
    Enhanced Work
    Responsibility
    • Job enrichment
    – Offer new challenges and opportunities
    for the employee such that it will
    improve their resume, however, not
    enforcing it on them
    • Lateral shifts
    – Moving the employee from one post to
    another at the same level of
    responsibility
    • Promotion
    • Special Projects
    “We have been an open-book
    management company for seven years
    now and it has cut our turnover by half.
    Everyone is involved and educated from
    a trades point of view and from a
    business point of view. Each business
    unit sets their own goals and all of the
    people involved work towards achieving
    the goals the team set out…. Loyalty has
    been a key outcome.”

    President/CEO, manufacturer, Lethbridge


    Other Solutions
    • Positive Planning
    • Recruitment Plan
    • Positive Practices
    Positive Planning
    • Plan ahead
    • Decide who is the best fit for the job
    • Selection
    • Fair and objective and results in
    choosing the best
    • Plan ahead
    Recruitment Plan
    “If you hire people just like you,
    you’re going to get more of what
    you’ve got. I have made a point of
    hiring people from different cultures,
    heritage, educational backgrounds. It’s
    a mosaic. That’s what you want - you
    want this palette that has all of this
    diversity.”

    President/CEO, advertising agency,


    Lethbridge
    Positive Practices
    • Health and safety
    • Providing the necessary tools,
    equipment, training, time & support
    to work safely
    • Safe work practices
    • Protect employees from harassment
    & potentially dangerous or violent
    situations
    Positive Practices
    • Quality and effectiveness of
    managers, supervisors
    • Get survey
    • Train
    • Hold managers accountable
    • Supply the resource
    Positive Practices
    • Work-life balance
    • Good communication
    • Responsibilities in the other, work-life
    balance is compromised
    • Start by getting to know your
    workers on a personal level
    Employee Recruitment & Retention

    CONCLUSION
    Conclusion

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