Retention Strategies: Keeping the Right Talent in a Company

Retention Strategies

As an owner of a company, you have to pass through many problems, and often have to spend so many time, to hire, interview, and identify great employees for your company. So retaining employees became the only priority that must be considered. Retention here involve a set of practices and luckily they are inexpensive to implement. All you need to have is just good retention strategies.

However, the key of all success in term of retention is related to what you are going to do in order to retain good employees. So the key to design retention strategies is learn what your employees are looking for. The best employees who are currently working in a company usually want several things:

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Remuneration of Individuals: A few Principles to Understand

Remuneration Of Individual

Every person joins the company or organization with the main intention of earning his butter and bread. In order to earn that, the salary or wages considered as the most important value. Shortly speaking, his work helps him to fulfill the needs of life, from basic to advance need. The salary and wages must, therefore, be in equality with the work done by an employee. At which point, an employee should get satisfied with the wages or salary, so that he can perform better in doing his work. In this article we’d like to talk about remuneration of individuals, which in essence become integral part of wages/salary.

In general, each employee must get fair remuneration so that both the owner and the employee gets the same value of satisfaction. In term of remuneration of individuals, there is a system which in essence should provide the adequate remuneration to the workers. The system should also motivates the workers to do better in their work. Furthermore, remuneration of individuals may ensure security and safety, as well as help in raising standard of living of the workers. Basically, remuneration became a very important term in the world of industry/business. This is an element from which the employer put a value over his employees in a way that is much better.

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Technology in Performance Management Improves Efficiency and Output

Perfomance Managament

HR technology is one of the keys on modern human resources management. It is significant in every HR areas, including performance management. Technology in performance management is brought by the use of computers, networks, specific apps, and mobile technology to help performance management processing. The result is improvement in efficiency and output of performance management system.

Performance management often get bad rap due to ineffective process, poor implementation, high cost, and inaccurate appraisal. Technology in performance management could make big different in the process, implementation, cost, and appraisal. The benefits are including:

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HR Management Environment is Changing, Along with the Change of the World

Hr Management

HR Management Environment today is very different from HRM the past. I believe that HRM professional who retired 20 years ago or maybe 10 years ago will amaze with the significant change in human resources management today. The changing is necessity to adjust the change of the world, including the change in business environment, jobs nature, worker’s personal character, social values, globalization, and technology.

Business environment is ongoing changing environment as people find a new way to run business, new systems, new strategies, new competitions, new way to relate with each other, new technology, new law, and much more changes. HR management must adjust to the change in business environment because HRM is inseparable part of business. HRM need to support the business in the fullest in order to reach the objectives of the business. For example, HRM today is not merely taking care of the relation between employer and employees but should taking care of the entire shareholders of employers, employees, stockholders, and customers as well as the external related parties.

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Understanding the Complexity of HR Strategy in an Easy Way

Strategic Hr Planing

When talking about one of important components of strategic HR management, we should not put strategic HR planning out of conversation. There is a link built between the strategic plan and HR management, so that both of them is truly inseparable. Most organizations, from mid to large size, should have a strategic plan which in essence function as a map that will guide them in making their mission successful. So basically an organization has to complete financial plans, from which it can measure whether or not organizational goals have been successfully reached. Within such understanding, workforce plans also considered important although is not too important.

A company or organization that has only 10 staffs need to develop a strategic plan, which in essence will guide it to reach any purpose in the future. Development of strategic HR plan roots from the strategic plan. It allows an organization’s HR to make management decision, which later will support the future direction of the company. From a point of budgetary, strategic HR planning take part in which it helps calculate a few of factors in terms of cost, such as training, recruitment, etc. These all will be put into an organization’s operating budget.

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5 Step, Important Process in Succession Planning

Succession Planning

Developing and identifying new leaders for a company or organization is widely considered as a process which often called succession. Succesion of leader begin when old leaders die or retire, and it usually aims for preventing a power vacuum or continuity of leadership. In an empire, succession planning is identical with that of order of succession, whereas in business it has a main purpose, that is, to choose the right individual who has potential to fill leadership positions. So it is quite crucial for every business development. Take this as a process of screening, in which a person will be prepared to assume the role of leadership as s/he become available.

If we take such term in a narrow understanding, there is key role namely “replacement planning” which become the essence of succession planning. Every business will through this process, so it is safe to assume that the planning is common under the very modern meaning of industrial society. There is a 5 step process in every replacement planning, including:

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HR Management – A Vital Function within Organization

HR.management

HR management or human resources management (HRM) is a function within organization that has vital duty and responsibility. This management focuses on the management of people, who work in the organization. The management is including HR strategy building, recruitment, providing direction to the employees regarding company culture, talent development program, and more. All process and programs that link to human resources are part of HR management.

HR management is vital function within organization because human power is one important key in determining company outcome. A strong human power will increase productivity and help the growth of company while poor human power will never able to the jobs and resulting failure. If HR management could not create strong human power, it will lead to the weakening of the company.

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HR Strategy in Market Globalization

HR Strategy

Competition among business in domestic area is fierce enough that make every company need to create strong strategy to survive. As the market becomes more global, the competition becomes fiercer when competitors from abroad take some places in the nation. Excellent strategy is required to stand strong on your business field. It would be better if you can spread your wings and take place in global market. To expand operation overseas are now become the goal of many companies.

HR Strategy is important part in company’s strategy to achieve company’s objectives. It is impossible to work on big company alone and more impossible to expand overseas if you do not have staffs to help you. More important, you need to have trustable, reliable, and powerful staffs to work with you and lead the company to the top. All that would be possible if you have a strong and effective HR strategy.

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Understanding Definition and Function of Human Resource Management

Human-Resource-Management

Human resource management is a process consisting of planning, organizing, leadership, and control activities associated with job analysis, job evaluation, acquisition, sale, or otherwise. In human resource management are integrated set of decisions about labor relations affect the effectiveness of the employee and the organization. In addition, human resource management is also an activity that is done so that the human resources within the organization can be used effectively to achieve various objectives. The main objective of human resources management is to improve the constribution for employees of the company or organization in order to achieve the productivity of the company concerned. The success of the company to achieve the targets and objectives is highly dependent on how the management of human resources in the company.

Human resource management has the following functions:

Staffing

In this case, human resources management has three essential activities such as planning, withdrawal, and selection of human resources. Human resources are an important asset for the company’s life sustainability that needs to be managed properly. When a company is growing, resource management of the human family will gather some relevant information about the composition and skills of the manpower needed company. Although the recruitment of employees in the company are conducted in full activity by human resources department, other departments in the company also remains engaged to provide descriptions and job specifications to facilitate the process of withdrawal. Continue reading

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