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Motor’s and More, INC. – Recruitment and Retention PlanSaint Leo UniversityMBA 533-MBOL4Dr. Terrance CusaacMarch 29, 2020Recruitment and Retention PlanOrganizational success often depends on the diligence and expertise of the employeeswho 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 isemployee turnover. It refers to the number of employees who quit various firms and are oftenreplaced by new ones (Fattaah et al., 2020). High employee turnover rate is a risk factor that canplunge an organization in crisis. This is mainly because it takes time for the new ones to adapt tothe organization's culture and plan. Consequently, organizations need to maintain a conduciveinternal environment by hiring the right employees and retaining them to their service. Securingthe best employees requires establishing appropriate strategies of recruiting and retaining theemployees. This work investigates the case of Motors and More Corporation which is anorganization with 116 employees and high employee turnover rate. The demand has increased by96%, 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 HiringBased on the case, there is a high turnover rate which is an implication of poor workengagement among the employees. The number of employees is currently 116 employees, andthere 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 by96%. Based on the high turnover rate, I will give an additional 4% increase to make the number100%. This means the number of employees should double the current number; thus, 116 moreemployees will be recruited to make the new number of 232 employees. In hiring the employeesto improve the output of products, the most critical area is the manufacturing department. It willbe given a higher priority. The HR department having only one competent manager will alsoneed an executive assistant and other employees in charge of employee relations, employees’
health and safety, employees’ compensation and a recruitment and training manager. They willall assist in service provision in a way that will help to reduce the rate of turnover.RationaleOrganizational leadership is essential in enhancing commitment to work and engagement.It is necessary to strengthen the leadership structure in the new recruitment program. Therationale of recruitment will involve nine new members in the HR department. One will be anexecutive assistant to the human resource manager. The eight will become the managers andassistants in the departments of employee relations, employees' health and safety, employees'compensation and a recruitment, training and development manager. The criteria will help inensuring the commitment of employees to their duties is carefully assessed and managed. The