3 Major Human Resource Issues in Australia

Organizations with high rates of employee retention concentrate on creating four distinct cultures that keep people focused on the organization and its goals. The purpose of this article is to explore these four cultures and to recommend practical strategies for developing these cultures in your workplace. Effective retention cultures include an intense focus on choice, balance, development and care.

By discovering the reasons as to why employees leave the organisation, strategies for organisations to increase retention can then be identified (Mowday 1984).

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of

The retention of employees basically refers to different procedures and practices that help retain employee for a much longer period of time. The following issues should be taken under consideration if they want their employees retained for a longer time period: management, communication, salaries, decision making, perks, career development, recruitment, understanding and appreciation (Belanger and Caron, 2005).

Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are

Employee retention and turnover has been identified as vital manpower planning elements for a long period of time by many organizations. This is largely because a company recruits, trains and educates its employees in order to improve its productivity and profitability. Through these methods, productivity is attained as employees are retained to meet the specific business needs of the organization. Employee retention is also a critical aspect of an organization's planning because human capital has the capability of leaving a firm freely before the expiration date unlike other physical capital of the firm. As a result, a company must invest in hiring, training, and retaining of employees to avoid the consequences of high turnover. In the recent past, technological means have been developed to help in improving the ability of a company to meet its business needs.

As employee turnover increase, it is the role of the HR manager to keep that from happening, by being more engaged with employers, Richard P. Finnegan introduced this in his book ‘The Rethinking Retention in Good Times and Bad, Breakthrough Ideas for Keeping Your Best Workers’. Mr. Finnegan spoke of the ten principles he believe will decrease the employee turnover, in addition to improving HR and employer’s relationship, he conducted research through surveys, and through experience.

As requested, I am submitting the attached report titled Addressing High Employee Turnover Rates: A recommendation. This report outlines my examination of existing data concerning employee turnover rates and remedies to help retain high quality employees.

Managers that are therefore in a position to obtain a shared understanding of issues to do with employee turnover can be in a position to retain their employees and hence achieve a competitive advantage. Turnover is also important for organizations so that they can r4place the old employees in the process of them carrying out business processes (Glebbeek & Bax, 2004). Organizations are in a position to plan for employee replacement in the most convenient manner without necessarily disturbing the existing equilibrium. Decisions about turnover made by the employees have also been seen as an opportunity for employees to carry pout individual improvement. Employees are in a position to carry out an assessment of the current job and bring into perspective the possible alternatives that they can go for in the market.

a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a

When discussing employee turnover and retention the immediate reaction is to view turnover as a negative and retention as a positive. Psychologists have been researching and documenting their findings on the subject for over 50 years, mostly focusing on why people leave organizations (Staw, 1980, p. 253). One cannot deny there are organizational costs due to an employee’s departure; however, it would be naïve not to recognize there are benefits as well. Organizations must weigh the costs of turnover, recognize the benefits, and strive to find a balance.

In conclusion, there is a lot of different issues HR departments face on a daily basis. There are also many solutions to the look for when an issue comes up for the HR department. The best solution is always one which will save the company money and make the company look good to the consumer they are trying to win over. When an HR department can implement the

Building awareness of the importance of employee retention is also essential. The costs associated with employee turnover can include lost customers and business as well as damaged morale. In addition, there are costs incurred in screening, verifying credentials and references, interviewing, hiring and training a new employees. Retention strategies strengthen the ability of a business to attract and retain their workforce. Once the right people have been selected, retention practices can provide the tools necessary to support staff (LMF for Yukon, n.d).

A broad body of literature in the management field is cantered around the idea of people as assets and emphasizes the importance of Human Resource Management (HRM) to improve firm’s performance and underpin its strategy.