Recruitment and Retention of Employees
Yes, I agree with the retention strategies at the two workplaces, with one reservation on the practices of the second organization. To retain the employees, the company offered them a chance for career development. This was achieved by offering training to employees to improve their skills, hence, gain more confidence and a sense of pride in their work. In return, more skilled employees helped in the elevation of the organization to greater heights. Also, the organization ensured that all employees are assigned to positions that befit their academic qualifications.
In the second organization, the employer not only ensures that workers are assigned the roles that they are most qualified in, but also the fact that they are well-aligned with the organization’s culture. This is aimed at increasing their stay at the organization upon getting hired. Also, this organization offers an opportunity for professional and career development to retain employees for as long as possible. However, the university also faces challenges in retaining workers because it lacks a clear framework for intradepartmental promotions. It is thus essential for the organization to relook at its promotion policies and revise them to keep attracting top talent to its fold.
One way to enhance retention in the two organizations is by keeping open communication and feedback channels (Half, 2018). An open line of communication is critical for employee retention. Employees should feel free and safe to approach the employer with concerns, questions, and ideas. On the other hand, the employer should be honest and open with them regarding possible improvements that they should make to enhance productivity. It is fundamental that the employer and employees connect and communicate with each other regularly.
References
Half, R. (2018). Effective Employee Retention Strategies. Retrieved 20 December 2019, from https://www.roberthalf.com/blog/management-tips/effective-employee-retention-strategies