Future agree disagree strongly disagree

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Unformatted text preview: to union concerns / issues • Town hall meetings (Q and A with executives) • Analyzing employee exit interviews • Ask line managers to monitor morale / employee concerns • Team development / planning days • Annual “Intention to Leave” survey (see next slide) Conduct a Retention Audit Conduct a Retention Audit Step 2 – knowing why people leave INTENTION TO LEAVE SURVEY This is an anonymous survey Strongly Agree I intend leaving this company within the next 12 months It is very likely that I will leave the company in the next 2 years I would like to change jobs but stay with this company I would like greater career guidance to help me see what opportunities are available at this company If I feel that I want to leave the company I would express this to my manager before making a final decision If I decide to leave the company I could be persuaded to stay if certain things changed If I left the company I would reconsider working for the company again in the future Agree Disagree Strongly Disagree Conduct a retention audit Conduct a retention audit Step 3 – Keeping people through good ‘People Policies’ Once you have identified the reasons why people might leave you can begin addressing them through your HR policies. In fact, many reasons that people leave jobs can be minimized through a commitment to improve policies and procedures. Conduct a retention audit Conduct a retention audit Step 3 – Keeping people through good ‘People Policies’ Design and nature of KPIs and position descriptions Rewards, benefits and recognition Organizational culture and values in practice Promotion system and opportunities Work-life balance Job (duties, expectations, conflicts with priorities, time available) Quality of leadership and management On-boarding, ongoing support and professional development Performance management and performance support Grievance, dispute and complaint handling and resolution Occupational health and safety Diversity, equal opportunity, merit policies Conduct a Retention Audit Conduct a Retention Audit Step 4 – Managing new recruits Keeping great employees will be easier if we get induction and orientation right for new employees • There’s a 35% turnover for all employees in their 1st year. • The longer you keep people, the less likely they will leave. Turnover rates fall each year you keep someone for the first seven years. • New hires cost the most to loose. This is because we have got very little return from them. Conduct a Retention Audit Conduct a Retention Audit Step 4 – Managing new recruits There is a small case study we will do in small groups on how to manage new recruits well. The case is called “Brooke Insurance Co.” and is saved in the Class Activities on the L Drive. Design a Retention Plan Design a Retention Plan Once a company has conducted an audit it has the information and momentum to act. The next task is to design a Retention Plan and the first step is an organization­wide S.W.O.T. analysis • Strengths –...
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This document was uploaded on 02/03/2014.

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