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Critical thinking week 4 350

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Running Head: OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO
1
OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO
Jennifer Cvoric
Colorado State University Global Campus
HRM350-1: Compensation and Performance Management
Mindy Smith
November 6, 2020

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OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO
2
OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO
Introduction
The employment world is an ever-changing community. Companies are in a constant battle
in this largely competitive environment and are always looking for new ways to bring in new
talent. They are also battling to decrease and abolish retention numbers. The high demand for
skilled employees and the expansion of service industries in recent days has led to enormous
turnover rate, which directly and indirectly affect the employer and ultimately the productivity
and profitability of the organization (Soundarapandiyan & Ganesh, 2015).
Companies are turning to their human resource departments to find the answers to their
long-time questions. Why are our employees leaving, why are they seeking out our competitors
for their next positions, and what are we doing wrong? The easy answer is to create an
innovative retention strategy
A new innovative retention strategy can create a new more employee friendly
atmosphere that in hopes will start with the onboarding process. From the start we can evaluate
the impact a new retention strategy will bring from new hires and current employees, but this
does bring a sense of change. To get employee buy-in for onboarding process change, the
organization must paint the picture of where it's been, where it is now, and where it is going in
order to make an impact (Stephenson, 2015).
Innovative Retention Strategy Plan
A powerful and successful retention strategy plan starts with the employees and their
point of view. Just like fingerprints, no employee is the exact same as the other and have their
own goals and desires when it comes to their jobs. The most important aspects tend to be the

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Running Head: OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO Jennifer Cvoric Colorado State University – Global Campus HRM350-1: Compensation and Performance Management Mindy Smith November 6, 2020 1 OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO OPTION 1: ORGANIZATIONAL LEADERSHIP SCENARIO Introduction The employment world is an ever-changing community. Companies are in a constant battle in this largely competitive environment and are always looking for new ways to bring in new talent. They are also battling to decrease and abolish retention numbers. The high demand for skilled employees and the expansion of service industries in recent days has led to enormous turnover rate, which directly and indirectly affect the employer and ultimately the productivity and profitability of the organization (Soundarapandiyan & Ganesh, 2015). Companies are turning to their human resource departments to find the answers to their long-time questions. Why are our employees leaving, why are they seeking out our competitors for their next positions, and what are we doing wrong? The easy answer is to create an innovative retention strategy A new innovative retention strategy can create a new more employee friendly atmosphere that in hopes will start with the onboarding process. From the start we can evaluate the impact a new retention strategy will bring from new hires and current employees, but this does bring a sense of change. To get employee bu ...
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