Attracting and Retaining Employees Wonder: Pose a question that you would like to explore about the theme or topic. 

The wonder process of this assignment is predicated on the following question. As an Atlantic based broker engaged in national expansion and significant internal changes, this company is struggling with employee retention and attracting new employees. Thus, the premier question is how exactly is the organization expected to keep the team motivated, reduce the mass exodus including the loss of eight employees in the last six months, and find good people to join the organization? The most important aspect of this question is that there are a number of facets in it that are implicit to providing a succinct answer comprehensive enough to positively affect this organization. Specifically, attracting new employees calls for different measures needed than those for retaining employees, although there is a fair amount of correlation between these two areas. The issue of motivation is central (and implicit) to both of these areas because motivated employees will both want to join as well as remain at an organization which is treating them advantageously.

It is important to realize that the domain of human resources largely exists to answer these questions and to facilitate what are actually needs which are important to the long term propagation of every organization. There are specific human resource strategies which can help to provide stability (1) in these three areas. The material reviewed in this course helps to elucidate which aspects of those strategies might be most relevant as they apply to the organization in question. For instance, compensation packages can play a fundamental role in maintaining motivation, attracting new employees, and keeping them there. However, there are also diverse other facets of human nature which can play a role in positively impacting the three areas of improvement which this particular insurance brokerage firm seeks. One of the factors which can correlate to maintaining employees is policy for continuity when employees leave. Organizations need an orderly means of dividing up the responsibilities and job functions among the remaining employees, until there is a suitable replacement. Similar concerns exist for technological applications and their utility for underpinning organizational processes. There are concerns for implementing legacy technologies with newer ones, or for simply integrating new technologies into the organizations. Also, key elements related to attracting and retaining employees relate to training mechanisms and suitably preparing employees for the challenges they face. Additionally, it is necessary to determine how vital each of these factors...

Compensation packages, for instance, might present certain forms of motivation that are influential for retaining or attracting employees than have desirable training methods, for instance. It is important to identify the correlation between these aspects of human nature and their effects on motivating, attracting, and maintaining employees.
Research: Consider how the course content could help you to develop a solution or• understand your question better.

The course content provides a substantial amount of aid in developing a solution to the question denoted in the wonder section. Furthermore, it offers assistance for understanding some of the implications discussed at the end of that section. One of the most valuable aspects of attracting employees pertains to knowing which ones to attract to contribute to the organization. As previously indicated, the conventional menas of attracting employees is by offering generous compensation and benefits packages—which are somewhat limited in the amount of resources organizations have to devote to this activity. Moreover, traditional means of recruiting employees, which is not necessarily the same as attracting them, involve placing ads on web sites such as Indeed or Monster.com

However, a fairly robust way to genuinely attract employees is by providing a referral program for current employees. This way, those working for the organization can leverage their contacts and field experience to handle some of the recruitment process by soliciting talented people to come work for their company. It is beneficial to formalize this process as much as possible by having standard overviews of the agency, its benefits, its history, and other points of attraction for additional employees (2). Current employees, then should know this material and also gain some form of compensation for referring competent job prospects.

Nonetheless, the research for this tactic for attracting employees reveals a crucial factor for the attraction of employees. Organizations themselves must organize their own histories, benefits, perks, and ‘selling points’ to enable job prospects to want to work for them. Perhaps what is most significant about this knowledge is that it is applicable to both the attracting and retention process of keeping employees motivated to apply and continue working for a company. Those selling points should involve factors which make the organization unique, fun, competitive, and with a positive future. Thus, organizations should identify features which can help to satisfy employees beyond their benefits packages and salaries. These include formulating activities for after…