Retention Intervention - Essay Example

To counteract a high turnover rate, a set of retention techniques can be used to avoid/resolve conflicts and improve the company image. Retention means retaining those employees who share the company values and fit with the company profile. When staff retention is a program, a workforce development program can be initiated. An organization cannot survive if its top performers quit. Loyal and dedicated workers are needed if the company’s strategic objectives are to realized. The management must retain valuable employees in order to ensure the long term success of the company.

An employee who spends a longer duration with an organization becomes more familiar with its rules and guidelines and has less adjusting issues. This can save the company valuable time it will otherwise have to spend on training and helping adjust new recruits. Whenever an employee resigns, it is the responsibility of the HR to intervene and find the cause of resignation. There can be many reasons for a resignation which includes lesser salary, lack of growth, negative ambience etc. The primary role of the HR is to keep track of any trends or patterns which may emerge in resignation data which suggest that there is a problem for the employees.

In order to ensure that the retention issue and resignation does not arise in the first place, the recruitment of the right candidate by the HR department is necessary. The HR department should recruit people who fit the company profile. It is enticing to hire a person by forcing him to stay for a lesser salary but this is a bad tactic. The person might stay for some time but will eventually leave. The recruitment process therefore should be tailor made to ensure the right people are hired who won’t cause a retention problem to arise in the first place.

There are many retention techniques that an HR department can undertake. These include the launch of motivational