Since gender focused policies and practices may lead

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diversity. Since gender-focused policies and practices may lead to a gender-diverse organisation, it could also provide the organisation with a competitive advantage. An advantage means that with a diverse workforce, male and female employees’ may have experience their social lives differently and they are able to relate more to the different needs of male and female customers respectively. In conclusion, it is essential for an organisation to have this gender-focused policies and practices in place. Article 9
Siti Rohana Binti Norisham Student Number: 33014704 Renaud, S., Morin, L., Saulquin, J., & Abraham, J. (2015). What are the best HRM practices for retaining experts? A longitudinal study in the canadian information technology sector. International Journal of Manpower, 36 (3), 416-432. doi:10.1108/IJM-03-2014-0078 The impact of HRM practices on retaining employee. In this research, methods used were data collected through electronic questionnaire that was conducted on new employees in an international IT firm in Canada. This study considered this particular sector in their study as it is one of the sectors that has a high voluntary turnover rate and that replacing workers with years of experience is expensive. The results of the study shows the relationship between human resource mangement practice and retention and whether retention differ with employees’ level of expertise. However, there was a significant impact on retention regardless of expertise. Working environment, incentives as well as proper training and development appears to have a high impact in retaining staff. Therefore, implementing such practice in an organisation should be a prime concern as losing an expert employee is a lost of asset to the organisation. Article 10
Siti Rohana Binti Norisham Student Number: 33014704 Hsieh, Yi Hua and Hai Ming Chen. 2011. "STRATEGIC FIT AMONG BUSINESS COMPETITIVE STRATEGY, HUMAN RESOURCE STRATEGY, AND REWARD SYSTEM." Academy of Strategic Management Journal 10 (2): 11-32. ? url=? accountid=12629. The importance of reward system in an organisation. A reward system in an organisation increases performance of employee by motivating them to work to their fullest potential, attracts and retains them from leaving the organisation. It is therefore important to recognise employees’ effort that has been put into the organisation and also keeping them motivated this also helps with retaining employees. However, with reward system, an organisation must ensure that their investments on rewarding employees’ are managed effectively as with improper design of reward system may hinder organisation to be successful. There is not only one way of rewarding employees’ there are different ways but it will have a different organisational outcome depending on what an organisation wants to achieve. With a strategic reward management, it can benefit every individual in the organisation, from achieving organisational goals, improving individual performance to expanding their knowledge, skills and ability of their career.

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