The later will likely stay far longer with the company, having invested their time into the company in far broader ways (Fox, 2007). However, the two most important steps a company may take to increase the chances of longevity in employees are: a systematized, regular, and balanced training program; and, spend some time and effort examining the actual motivational patterns of employees. For many, it is not all about salary, but maybe work environment, flexibility, dress code, or a host of other items that might be as simple as changing chairs or desks? Now, with e-learning so available, employees may take classes online that will not only improve their skills within their job of the day, but, more important, broaden their intellectual sphere of knowledge and bring valued information back into the workplace (Frauenheim, 2007).

Of course, it is not as simple as establishing formal and informal learning environments, of providing comfortable work furniture, or even a regular salary increase. Instead, add to your arsenal an increased focus on building strategic allies with the building. Finding a mentor will...

However, the overall key is changing Human Resources as a clerical function to HR as an important and vital management tool that remains practical and functional, as well as predictive and strategic (Millman, 2008).
REFERENCES and WORKS CONSULTED

Buhler, P. (2007). "Managing in the New Millenium: Ten Keys to Better Hiring."

Supervision. (4): 17-20.

Fisher, a. (July 19, 2006). "How to Plug Your Company's Brain Drain."

Fortune. Cited in: http://money.cnn.com/magazines/fortune/fortune_archive/2006/07/24/8381688/

Fox, a. (2007). "China: Land of Opportunity and Challenge." HR Magazine. (3):

Cited in: http://www.allbusiness.com/company-activities-management/company-structures-ownership/5504827-1.html

Frauenheim, E. (2007). "Your Co-Worker, Your Teacher." Workforce Management.

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Millman, J. (2008). "The 'Brain Drain." Diversity Inc., (1).