Employee Retention Management and Measures There are a number of different means by which contemporary companies and their human resource departments can retain the talent they are able to attract to their organizations. Some of these are based on providing palpable employee value. Of equal importance is the ability to create salient brands which can increase employee attention rates, in addition to performance management tactics. All of these approaches should coalesce

The central question of the research would be: Is it enough to offer attractive remuneration package to reduce turnover rate? Literature will include peer reviewed and scholarly journals that have dealt with the topic of retention and employee growth etc. These journals will study the subjects from different angles including what is really important for an employee at work, what make them stay with a firm and what doesn't, what works

Employee Retention Strategies Employee retention and turnover are the most objective measures of employee satisfaction and dissatisfaction in businesses. As a result, many employers try to retain employees through basic strategies, such as increased pay and benefits. However, research shows that there are less expensive and more effective ways to retain employees. William M. Mercer, Inc. (1998) discovered, when surveying 206 medium to large companies in 1998, that businesses with high

baby boomers grow older, America is faced with a growing need to provide for them in long-term care situations, such as Nursing Homes. However, at the same time, we are faced with a growing difficulty finding and retaining a workforce to care for them. People are attracted to the health care industry that have a genuine heart-felt desire to care for people. They receive their education and enter the

Employee Turnover Rates Letter of Transittal The availability of human assets is best expressed by the turnover. The issue on turnover has extensively become one of the renowned research areas in the field of human resource management. There are two different types of research interest, namely turnover intention and voluntary turnover. Though a significant number of studies on turnover have shown that turnover intention is highly correlated to voluntary turnover with

These requirements are: The respondent has worked within the financial sector for at least five years The respondent has occupied important positions in the firm (e.g. they are not cleaning staffs) The respondent has been employed with the current firm for at least twelve months. 5. Analysis of data The questionnaire revealed throughout the previous section was issued on 50 respondents, from ten different employers in the local financial sector. The responses are revealed