Hiring New Employees Example

Hiring New Employees Example Hiring New Employees – Coursework Example EMPLOYEE RETENTION TOOLS al Affiliation: Employee Retention Tools Employee retention refers to the ability of an organization to hold its human resources characterized by low worker turnover. There are numerous personnel benefits that managers can extend to their workers to motivate and retain them in the organization. One of the strategies an organization can use to retain employees is by exhibiting gratitude through rewards and benefits (Niles, 2012). Employers have an obligation to provide health cover plans, incorporating vision and dental plans, sick leave and retirement plans and holidays to their workers to motivate them and earn their trust, which often translates to low employee turnover. The retention of employees is a beneficial strategy and less costly exercise in the long-run lieu recruiting new employees.Additionally, it is imperative for the HR management to offer rewards such as competitive salaries, earnings sharing, extra programs and paid time-off. Retirement and h ealth benefits also enable the employee to feel secure and certain about their future. Moreover, holiday breaks and vacations allow the employees to manage their work-related stress, and provide an opportunity for rejuvenation. Employers have a platform to avail other benefits such as education refunds and child or old-age care services. Singer and Goodrich (2006) argue that the education refund packages convey a vital message to the employees that the firm highly regards them.An organization can also roll out mentoring programs in the firm. A mentoring program with a goal-oriented feedback arrangement provides a structured system for building strong relations within a company and is a concrete foundation for human resources retention (Devereux, & Hart, 2006). Further, mentoring programs in an entity match a worker that is more experienced in a field with a less experienced one in a related field. Pairing of employees develops definite competencies, presents performance feedback and devises a customized career development plan for the workers. In addition, the employers can provide recommendations and recruit from within (Devereux, & Hart, 2006). Hiring workers from within the company decreases employee turnover since employees are already familiar with the organization’s operations and policies.ReferencesDevereux, P. J., & Hart, R. A., 2006. Real wage cyclicality of job stayers, within-company job movers, and between-company job movers. Industrial & Labor Relations Review, 60(1), 105-119.Niles, N. J. (2012).  Basic concepts of health care human resource management. Massachusetts: Jones & Bartlett Publishers.Singer, P., & Goodrich, J. (2006). Retaining and motivating high-performing employees.  Public Libraries-Chicago-Public Library Association,  45(1), 58.