Erscheinungsdatum: 11.04.2013, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: The of effectiveness of employee retention policies in Sainsbury and Tesco, Titelzusatz: A comparative study, Auflage: 1. Auflage von 2013 // 1. Auflage, Autor: Cole, Alex, Verlag: GRIN Publishing, Sprache: Englisch, Rubrik: Wirtschaft // Management, Seiten: 68, Gewicht: 111 gr, Verkäufer: averdo
The work was guided by four specific objectives, that is, to establish the relationship between, physical environment, psychosocial environment, training policy, management development policy and staff retention. The study used mainly the quantitative approach with a correlational cross-sectional research design.The study showed that the variables were positively correlated to academic staff retention. This study recommends managers of Higher Education to pay attention to designing conducive work environment, to invest strategically in technology to improve learning and management, improve welfare of employees, build trust among teams, design clear training and gender -sensitive policies to foster retention of faculty.
In today's business world, employee retention is one of the much-debated topics and identifying the reasons for employee turnover and implementing the necessary policies to retain employees can be crucial. Thus, all organizations expect to minimize the employee turnover to the best possible level. Therefore, the intention of this research is to study the impact of Human Resource practices on employee retention, conducted on the Business Process Outsourcing (BPO) sector in Sri Lanka. This study is significant as such research projects have been sparse in the Sri Lankan context and in order to fill that gap this research have been conducted for three companies namely Company A, B and C. The analysis was mainly based on 237 executive level employees from Company A, B and C . According to the results, obtain through regression analysis all three companies indicated that there is less impact of HR practices on employee retention. As a conclusion when management of BPO sector formulate formulate the policies in their organizations with regard to employee retention.
The knowledge-intensive economy implies a need for faster adaptation to an accelerated change in the environment of public policies and service delivery. The Department of Economic Affairs, Agriculture and Tourism (DEAAT), in the Provincial Government: Western Cape, is responsible for the implementation of the Cape Online programme, through the creation of structures, systems and processes that support e-government. This book assesses the knowledge management processes creation, sharing, application and retention in the DEAAT to determine its readiness for knowledge management initiatives. The research findings indicate an overall moderate level of readiness for knowledge management with the key inhibitors being the bureaucratic structure and organisational culture. A framework for the implementation of knowledge management initiatives is proposed.
Revision with unchanged content. Low retention of valuable employees and difficulties in finding qualified candidates for recruitment are two issues in the high growth markets, and a growing concern among consultants and Human Resources (HR) managers around the world. The managers focus is often on the easy-to-measure data, like turnover data and number of employees, largely ignoring intangible variables like the job satisfaction. We suspect that a number of current HR policies, like training and hiring, are inefficient because of misperception of work related attitudes when designing policies addressing retention. Although literature shows the training does not directly influence work attitudes like job satisfaction, many managers falsely assume a causal link between the two. On the other hand, policy makers focus often on hiring to replace the loss of specialists, but they don t measure the real causes behind the turnover. This book presents a case study of the Romanian market and it builds a System Dynamics model that tests HR policies. We show that improving commitment is done by taking into account the intangible variables in HR management.
A highly motivated staff is key to organizational efficiency and effectiveness. In the modern day trend, non-financial incentives play a pivotal role in attracting and retaining skilled staff both in developed and developing countries. They potentiate a workers inherent motivation. As a consequence, institutions need to ensure that their human resources strategies attract managers with soft skills and not technocrats, as well as, set policies that favor staff development, retention and transfer of skills and experiences. Most developing countries have embarked on health system reform and transformation for varied reasons. The South African experience among others have shown that good principles of management with a focus on leadership would translate policies, structures and systems to desired outcome.
Enrollment management (EM) has been a preoccupation among higher education institutions over the past decades. The socio-economic and technological changes have influenced student demography and students' financial capacity, which entails challenges in EM around the world. Researchers have studied a wide range of measures to manage enrollment, including measures increasing student engagement, international student numbers, non-traditional student population, diversity, recruitment, and marketing. However, research has not focused on the role of student support policies (SSPs) in EM. Therefore, this book fills the gap with insights from a case study at Loyal University, a public four-year university in the Midwest of the United States of America in 2012, about students' attitude towards SSPs when they decide to enroll in a university and retain until graduation. The findings indicate that SSPs, at a certain degree, are a catalyst for both recruitment and retention. Higher education administrators and researchers may find the data useful and helpful when they strategize and promote student enrollment at their institutions.
This book highlights the valuation of human recourse through different model by providing theoretical justification to the human resource valuation concept. The human resource management models suggested to data includes both monetary and non-monetary methods. Human Recourse Accounting (HRA) helps in identifying the right person for the right job, based on the persons' specialized skills, knowledge, capabilities, experience, etc. Valuation of human assets could also be effectively used to motivate employees to achieve best results, using the best of their abilities. It also ensured continuous evaluation and follow up of various human resource policies associated with recruitment, selection, training, development and retention. By adopting and implementing HRA in an organization could obtained information s i.e. Cost per employee, Human Capital Investment Ratio, The ratio of salary paid to revenue generated, Absenteeism rates, Employee turnover rate and retention rate. Although this book is helpful to researchers, students and society in various ways to understand the information about HRA and its importance in terms of income, occupation, finance, economics etc ..
Better recruitment and selection strategies result in improved organizational outcomes. With reference to this context, the book entitled Recruitment and Selection Process of Prime Bank Limited: An In depth Analysis has been prepared to put a light on recruitment and selection process of Banking sector. The main objective of this book is to assess and evaluate the recruitment and selection strategy of Prime Bank Limited and make constructive recommendations for the improvement of the banks recruitment and selection process. The book also provides some suggestions that can help Prime Bank Limited in future for utilizing human resources as a distinctive competency. At the end of the book some suggestions are made to review the recruitment and selection policies of the bank that will lead to higher employee retention and improved organizational performance. This book is an in depth analysis of the recruitment and selection process as a key part of Human Resource Management in the field of private financial organization.