HR Project - Recruitment and Retention Plan Week 3 (April Long) (Kim Mangini).docx - Motor\u2019s and More INC \u2013 Recruitment and Retention Plan Saint Leo

HR Project - Recruitment and Retention Plan Week 3 (April Long) (Kim Mangini).docx

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Motor’s and More, INC. – Recruitment and Retention Plan Saint Leo University MBA 533-MBOL4 Dr. Terrance Cusaac March 29, 2020 Recruitment and Retention Plan Organizational success often depends on the diligence and expertise of the employees who work in various organizations. Businesses that make the right choices to hire\the right
people often have a high rate of success. One factor that may hinder an organization's progress is employee turnover. It refers to the number of employees who quit various firms and are often replaced by new ones (Fattaah et al., 2020). High employee turnover rate is a risk factor that can plunge an organization in crisis. This is mainly because it takes time for the new ones to adapt to the organization's culture and plan. Consequently, organizations need to maintain a conducive internal environment by hiring the right employees and retaining them to their service. Securing the best employees requires establishing appropriate strategies of recruiting and retaining the employees. This work investigates the case of Motors and More Corporation which is an organization with 116 employees and high employee turnover rate. The demand has increased by 96%, and there is a need to hire more employees to improve the output by an equal percentage. Number of New Employees and the Rationale of Hiring Based on the case, there is a high turnover rate which is an implication of poor work engagement among the employees. The number of employees is currently 116 employees, and there is a need for additional workers to fulfil the demand, which is projected to grow by 96% (McCain, 2009). This implies that the current number of employees will have to increase by 96%. Based on the high turnover rate, I will give an additional 4% increase to make the number 100%. This means the number of employees should double the current number; thus, 116 more employees will be recruited to make the new number of 232 employees. In hiring the employees to improve the output of products, the most critical area is the manufacturing department. It will be given a higher priority. The HR department having only one competent manager will also need an executive assistant and other employees in charge of employee relations, employees’
health and safety, employees’ compensation and a recruitment and training manager. They will all assist in service provision in a way that will help to reduce the rate of turnover. Rationale Organizational leadership is essential in enhancing commitment to work and engagement. It is necessary to strengthen the leadership structure in the new recruitment program. The rationale of recruitment will involve nine new members in the HR department. One will be an executive assistant to the human resource manager. The eight will become the managers and assistants in the departments of employee relations, employees' health and safety, employees' compensation and a recruitment, training and development manager. The criteria will help in ensuring the commitment of employees to their duties is carefully assessed and managed. The

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