Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages To Order 5-10 Pages Description/Paper Instructions
Every organization takes part in the analysis of HR initiatives aimed at retaining, attracting, and rewarding employees to improve the performance of both the employees and the company. To have a deeper understanding of the concept, the main focus of this study will be on the acquisition of talent, employee retention and engagement strategies, learning and development, total reward, and how they contribute toward achieving the organization’s goals effectively.
Talent Acquisition
The acquisition of talent focuses on the long term view. Organizations interested in the acquisition of talent are well involved in looking for the most appropriate candidate. One strategy to acquire the best talent is by building a positive culture (Walford-Wright, 2018). A defined culture that is clear makes it quite easy to hire a new employee who can complement that culture. An organization with people working towards the same goals, eyeing teamwork, and respect, finds it more comfortable to attain the organization’s purposes. Collaboration promotes an increase in productivity.
Conducting workforce planning is one of the best approaches to developing proactive strategies in the acquisition of talent. This helps in achieving the goals of the organization by shifting the efforts of recruiting from the reactive approach to the proactive approach. The stages of having effective workforce planning include analyzing the talent supply, considering the future needs of the organization, identification of gaps, and finding a solution. This is also an effective way of achieving the goals of the organization.
Employee Engagement and Retention
Engaging with employees in the best way promotes retention in the organization. One best way of engaging with employees is by showing them that you do listen. If they raise an issue, it Is essential to ensure that the problem has been worked on. Of more importance is addressing the issue in a visible manner (Moore, 2020). When an employee knows that her problems are not only listened to but also has an effect on change, the chances of moving out of the company are meager.
Another essential strategy is to understand the learning styles of an individual as well as their preferences. Suppose the management understands how an employee learns, that is, whether he or she prefers to work via groups or independently. One will be in a position to know how they work. With this knowledge, it Is quite easy to allocate them jobs according to their preference. One tends to work best in his or her area of expertise. This makes them more comfortable, thus increasing the rate of retention.
Learning and Development
By investing in learning and development, one is committing to the professional development of employees. This is the right way of promoting retention and engagement among the employees. It also acts as an excellent competitive advantage in the recruiting approach. One of the learning and development opportunities that can be utilized to promote higher retention is accessible, agile learning.
With Agile learning, flexibility innovation and speed will be crucial. With these skills, the employees will be able to perform their duties in n an excellent manner. This will make them proud of their job. This increases the possibility of retaining employees. It is the company that has equipped them with the relevant skills that are required to increase their productivity and the company (Tufail, 2017).
Another crucial component of learning and development is coming up with a culture of learning. This is by creating a thirst for learning in the culture. This may be effective if the company builds learning programs that surround the priorities of employees. With this approach, the employees will feel appreciated by the company and thus difficult for them to leave the company.
Total Reward Strategies
A salary only encourages an employee to work on the required level. However, the introduction of a reward system helps improve job satisfaction and the retention of staff. Some of the strategies that can be applied include payment of overtime, the introduction of bonuses, attractive health packages, and the introduction of perks (Pregnolato, 2017). For instance, a health benefits package may be crucial in retaining an employee who is quite impressive. A company may also choose to reward its hardworking employees by taking them for holiday vacations every year.
It is also crucial to understand that besides providing benefits such as perks, employees feel more encouraged when they are appreciated through recognition. Every employee who consistently performs well should be subject to credit. They feel that they are genuinely valued. A well motivated employee is likely to work even harder. This benefits the organization as the goals are easily achieved. An employee who is also well-motivated has the highest probability of remaining in the current job compared to an employee who is not satisfied or motivated by the organization he or she is working for.
References
Walford-Wright, G., & Scott-Jackson, W. (2018). Talent Rising; people analytics and technology driving talent acquisition strategy. Strategic HR Review.
Moore, S. J., Durst, P. T., Ritter, C., Nobrega, D., & Barkema, H. W. (2020). Effects of employer management on employee recruitment, satisfaction, engagement, and retention on large US dairy farms. Journal of Dairy Science.
Tufail, S. (2017). Role of training & development in organizations.
Pregnolato, M., Bussin, M. H., & Schlechter, A. F. (2017). Total rewards that retain: A study of demographic preferences. SA Journal of Human Resource Management, 15(1), 1-10.
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. 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Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. 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