Significance of Employee Retention Policies

Question: Discuss about the Significance of Employee Retention Policies. Answer: Introduction: Successful human resource professionals must possess the required knowledge, experience, and skill to handle the needs of employees at workplace. Therefore, successful human resource professionals must understand the motivational policies, strategies for solving workplace conflicts as getting acquainted to the manner in which their chosen human resource functions, who their employees competitors are and their motivating policies and approaches of establishing a career-growing base for all employees. Moreover, Salamon (2011) argues that the approaches of differentiating human resources policies in the employees mind, the methods of planning and presenting new workplace ethics ensure that a higher friendly workplace and a viable manner to provide the training and assimilation of new recruits required to organizational success. According to Akar Topcu (2011), good governorship, motivating policies, good communication channel, and a strong employee-employer openness at workplace attracts driven and creative individuals, who are able to find effective solutions to the challenges that the competitors presents, including competition and unresponsive buyers among others. Apparently, Human Resource careers are highly specialized and socially engaging. However, the HR profession heavily draws on an individuals ability to match the organizational objectives and perceptions with the achievable plans of action the employees can offer (Storey 2007). Therefore, the HR department is divided into several categories including public relations, advertising, promotion managers, sales managers, brand managers, market research analysts, and marketing managers. For this paper, the key focus is on the role of the HR manager in drafting policies that aim at retaining more employees, whereby the HR profession is responsible for estimating the demand for the product, identifying the workplace leakages in which the employee may find hard to cope with, and developing motivational strategies that seek to maximize the organizations market share through employee satisfaction. Several factors influence individuals to work in certain organizations due to the organizations numerous growth opportunities in the opportunities and the high levels of compensation (Bratton Gold 2012). One of the traits that make one successful in the marketing profession is the nature of being social and outgoing, since one is able to easily interact with people and identify the existing workplace information gaps and the needs of the employees to allow facing minimal problems in motivating employees. Moreover, an HR professional must be an effective decision maker. One of the strengths of the HR profession is that it puts one on a constant path of growth (Edwards 2011). However, the hr profession involves high levels of pressure to perform and meet targets, an element that can often lead to dissatisfaction among the employees. The projects conceptual framework will chronicle around motivating employees, meeting their workplace and financial incentives as well as setting decision -making policies that favor employees voice and motivation. Project Proposal The HR requires a keen observation of the set ethical workplace policies and standards, whereby the failure to observe such standards my lead to business failure, especially with the modern day technologies and competition. One of the most crucial ethical issues in the retaining employees is through motivation and offering stable and sustainable working conditions (Dundon Rollinson 2011). However, with the present organizations that focuses on ensuring that companies conduct their businesses in an ethical and sustainable manner, and employees who indulge in unethical workplace frictions such as actions against the organizational policies must be punished. Hence, it is crucial to identify the key ethical issues that affect the HR and highlight approaches to resolve such issues for an effective organizational structure experience in organization. High retention of employees favors high performance, productivity and creation of a positive organizational image to the public. Background and Justification Problem definition- According to Armstrong 2012), the relationship gap between the employees and the employers seems to widen up. Conventionally, a proper way ought to be laid into the organizational policies to foster team-work and a healthy relationship for a higher performance. Through a stable relationship between the employer and the employee, a high retention rate will be witnessed abnormally. According to Kotler Keller (2006), motivation of employees and stable and safe working conditions highly links the employer-employee relationship towards achieving the set organizational objectives. Nevertheless, motivational skills and techniques vary among organizations, which create the performance gap in different companies. Apparently, expertise technocrats well-versed with the human resource skills to initiate balanced motivational skills must dominate the HR departments to avoid employee workplace dissatisfaction. In their pursuit to gain a higher workplace authority ladder, employees are likely to indulge in some unethical practices knowingly and unknowingly. The practices that are considered unethical include stereotyping, whereby some behavior may stereotype some members of the society. For instance, some commercial marketing/ leadership elements denote that a particular individual is a racist just because of religious differences, makes one happy, which is stereotypical since it would indicate that people who have not embraced cultural and religious differences (Lewis Saunders 2009). On the other hand, the exploitation of the social paradigms can offend certain groups of people. For instance, advertisements that feature a rich man charming an attractive woman may be interpreted that women are only interested with a mans wealth, an element that is not true for all women. Other employee ethical issues include focusing on the vulnerable audiences, such as religious/culturally indifferent employees, whereby the employees fail to match the quality of the actual performance to the financial incentives offered (Salamon 2011). Therefore, given the significant implications of the ethical issues that surround the HR profession, it is crucial to establish the policies that may lead to the rise in employee motivations, less workplace conflicts, and offering the employee voice a chance in organizational decision-making. The aims and objective of the project include: To establish the key human resource policy issues that affect the retention of employees in HR profession To determine the factors that contribute towards the development of the ethical issues at workplace To determine the role of the organization in resolving the workplace-related conflicts To establish the impact of engaging in employee voice practices on organizational performance, and in decision making process In order to achieve the projects aims and objectives, the research will seek to answer the following questions; What is the most common HR polices that employees at workplace are associated with? What are some of the factors that influence employees to remain in one company for a very long term in a good working relationship? How the workplace motivational does police affect the role and performance of HR professionals and the organization at large? What role do organizations play to ensure that their employees do not engage in the unethical workplace frictions? Literature Review According to Dundon and Rollinson (2011), previous empirical studies reveal that motivational theories in the employment arena have common motives; to satisfy and please the employee for high employees retention. Conventionally, current employers assess the employees capabilities and expertise to effectively select employees who will bring the much needed organizational value and growth. Therefore, employers have structured policies and alternative ways to retain employees through motivational strategies and improving the working conditions of the workers at large (Storey 2007). Therefore, modern organizations have workplace motivational theories in respect to performance police that aim at improving the quality and expertise of the employees in general. The two-factor theory: According to Fredrick Herzberg assertion, employees are retained through hygienic and motivator factors. These factors fulfill the employees satisfaction as well as enhancing career-ladder growth (Nasibov 2015). According to two-factor theory, hygiene factors revolve around job relationships, remuneration policies, and the workplace policies. On the other hand, motivator factors include performance appraisal, and promotional policies. The motivator factors retain employees through appreciation strategies, which make the employees, work and strive for the best in what they are good at. Appreciation element gives an employer the feeling of belonging, which ensures a high retention rate, hence higher job performance. Conventionally, the hygiene factors are the key motivational skills linked directly to performance and evaluation (Prosek 2001). If the hygiene factors could be eliminated, then the overall organizational performance would drop significantly in all departments. Ultimately, for high retention of employees, the hygiene motivating factors ought to be well-matched to employees performance to ensure that the organization remains as a going concern. Additionally, the distribution of power and delegation authority is often considered unethical if it fails to adhere to the set organizational workplace-hierarchy policies. Most organizations possess laws that regulate employees workplace practices, such as the reporting time, cultural/religious diversity approach, and the performance appraisal criteria (Purce 2014). However, most HR professionals often face tough moral and ethical behaviors at workplace, which force them to remain stern on employees as well as deny them some workplace privileges. As a result, employees may often get away with the illegal and unethical behavior at workplace, since they are very productive members and the organization cannot risk firing them. However, although such ethical issues have been highlighted in relation to the HR profession, little has been done to find out the solutions to the ethical issues, which could be crucial in building an effective employee retention framework. References Alfes, K, Shantz, A D, Truss, C, Soane, E.C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Akar, E Topcu, B. (2011). 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