In today dynamic and rapidly changing business environment

In today dynamic and rapidly changing business environment, it is no doubt that employees are the key and valuable asset in the organisation. It is the human assets that differentiate an organisation from its competitors. “The most valuable asset of 21st century institution, whether business or non-business will be its knowledge workers and their productivity” quoted by Drucker, 2011. It is clearly remark that the human asset, which refers to the employees are the primary contributors toward the organisation’s goal and objective, by gaining revenue, brand recognition and shareholder value of the organisation. Therefore, when a skill employee leave an organisation, it actually bringing cost to the organisation. The employees that leave an organisation might be replaced physically. But on the other hand, their skill-sets and knowledge can’t be exactly replaced, as each individual possesses a different skill set, knowledge and experience. In addition, going through a new process of requirement and selection to replace employee who resign might take generous time and cost. “It is also well known by the business that the skill of employees, account for 85% of a company asset” (Drucker, 2011).
2. Findings
2.1 Reasons why employees leave the organisation
There are innumerable reasons for an employee to quit his or her job. However, the majority of reasons why employees quit their job are mostly because of the poor management in the organisation. This include from the obvious reasons which is low salary. When an organisation offer a employee below the market standard or what the employees’ expectation, they may leave the organisation. As they feel they’re being treated unfairly, unequally to their co-workers and unappreciated for their effort.
Furthermore, the second reason could be lack of opportunities. According a study done in 2017 by Robert Half International in “What Millennial Workers Want” showed that they want a sense of direction that they could gain and have while working, thus, it also refer to the opportunities where the employees can grow and develop their skills, knowledge and position.
Work life imbalance is also one of the factor that employees leave the job, it may cause due to inflexible working schedule, the organisation demand for allocating one person in two person task, this is true when an organisation is downsizing or restructuring. It resulted in a longer period of work. This may affect the employee personal life, as they are force to choose between their personal life and work life.
Last but not least, the overall organisation culture do make a difference for employees. It included varies aspect that may lead an employee to quit his or her job. For instance, does the organisation appreciate employee, demonstrate respect and caring to each other, is the working environment conducive to employee engagement and satisfaction? Lacking of this aspect may lead employee to feel unappreciated, transparent in the organisation and lack of sense belong to the organisation. 2.2 Retaining strategies
A business organisation couldn’t sustain if it’s employees quit. It need employees who are commitment and work with full dedication to achieve the organisation’s goal and objective. It is vital for the management to retain its employees, especially those who highly contribute to the organisation. Employees who work in a longer duration at any particular organisation or department is familiar with the rules, policies, the working culture and environment of the organisation and thus, they could bring benefit from these.
The manager, especially the manager of human resources department play an important role in employees retention. Whenever an employee resign from his or her current job, the manager has the responsibility to intervene and to discover the reasons which prompt the employee to resign. After understand the employees’ side of the story, it is up to the manager to focus on the strategies to retain the employees. In addition, the manager should treat retention the same way as they treat in recruiting good employees.
There are a few strategies that were recommended for retaining employees, one of the basic approach is compensation and benefits. Studies shown that there is a couple of crucial facts that the manager need to keep in mind. “Each employee’s salary and benefit need are different and somewhat reflected in a person’s choice of employer”.(Lowman S 2016) These basic needs are met when the employee sense of equity by them. Therefore, The manager need to have a clear communicate regarding pay scales and benefits, but they also need to keep in mind that sometimes more money does not solve everything. Other than that, a reward system can be seen as a recognition in the employees’ point of view.
Furthermore, training is one and also the important approach that the manager could take to retain employees. On job training, web-based training, conferences, seminars, Instructor training and etc can actually thrive and motivate employees as they are learning and growing during these training. When undergo these trainings, the employees expand their skills, confidence, loyalty and accomplishment. Thus, by going these trainings, it showed that the employees have opportunities for career growth and advancement. “Lack of opportunities to learn and grow may lead to employees dissatisfaction” (Memmott L, 2012). Training resulted bringing a competitive advantage in the organisation, as the organisation own and retain the best talent.
Lastly, the manager can look into the working environment of the organisation. These can cover a lot of different categories, such as the workplace flexibility, arrangement and the workplace culture. The management team can give employee a chance to choose for his or her working schedule, as the employees also have personal lives, children and other aspects that may consume their time. In addition, this strategy is also include with the relationship between employees and their colleagues and the department supervisor or manager. The manager In charge must make sure that the supervisor or manager of that particular department are delegating the task responsibilities, being respectful to all his or her employees and being fair and consistent to them.

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