Employee Retention Towards Engagement

Retaining more talented employees in the organizations is very important and this directly link with organizations performance and productivity further this created the positive mindset among the general public and customers which lead the competitive advantage (Durand H. Crosby, 2014). Younger generation employees are expecting meaningful jobs which can help employees to develop knowledge and gain opportunities in global market and employees will change the companies if employer unable to understand and fulfil the requirements hence understanding the employees needs and retain them is very crucial in current situation (Sara Jacobs et al, 2014).    

Video02: Employee Retention

(Source: Gregg, 2018)

Above video comprehensively explain the employee retention towards engagement, employee retention is most important factor of an organization as its directly link with organizations’ performance, productivity, cost and customer satisfaction further organizations conduct survey and then take necessary strategic decisions to retain employees through engagement activities (Gregg, 2018).

Employee retention is considered as a heart of organizations success, hence encouraging employees to stay long time period or until complete the given task or objective further engaged employees hardly leave the organization and this reduce the cost of the organization such as absenteeism, recruitment, training and development (Komal Khalid, Samina Nawab, 2018). Employees are assets In any organizations’, as per corporate leadership council highly performing organizations keep 87% of employees in other words employee retention level is 87% further to maintain this level organization has to recruit appropriate candidates and provide proper training and development which enable discretionary performance and employee engagement which link with employee retention (Balachandran, C et al, 2013).

Employee Recruitment     

Recruitment and selection is very crucial part of an organizations, an effective recruitment practice can help organization to enhance the competitive advantage further in current business context most of the organizations are initially do the internal recruitment as this will improve employee engagement as organization give the first preference to internal employees and employees knows about the organization’s culture and system hence less time for adoption (Janes, 2015). Customer satisfaction is more important to retain and gain the business, in order to satisfy customers organizations should have trained and experienced employees hence organizations must recruit suitable person and that is the foundations of employee engagement further in order to select right person organizations must do psychometric test rather than recruiting people by looking at the person or skills (How to Engage Employees During the Recruitment Process - Engage for Success, 2020).   

Training and Development

Training & development is a unique activity in organization, recruiting a suitable person is not enough for organization’s success hence organizations should provide proper training and develop employees to get engage, in addition engaged employees retain and deliver over the expectations (Siddiqui and Sahar, 2019). In global context retention level reflect the organizations performance, in globally 2%-3% of retention is acceptable, further in the competitive environment organizations must keep high performers to gain competitive advantage hence organizations should give proper training and develop employees as training and development will increase the engagement and people will retain the organization(Waleed Hassan et al, 2013). 

Applying the theory to the organization which I work for

The organization which I work for is a leading company in telecommunication industry in Sri Lanka, I observed that last 10 years this organization keep the number one position in the telecommunication industry further to maintain the position, organization retain the employees and give proper training moreover recruiting proper candidate to right position and right time. Organization continuously maintaining the retention level which is 3% and as mentioned above this is globally accepted, further employee retention will be evaluated monthly and this included from line managers to senior managers’ monthly evaluation which exhibit that all the managers are responsible for employee retention as such organization perform well continuously.

Moreover organization initially publish the vacancies to internal staffs and employees can select suitable position once staffs completed two years of existing position, as per my observation employees get motivated as staffs think organization help employees’ development in horizontally and vertically and this shall enable employee engagement and also innovations, currently organization practicing 70/20/10 rule which is zero defects, learning and innovations and this is directly link with organizations tag line which is “The future today” means introducing new technology to customers at first time further organization does psychometric test during interview and not immediately appointing employees instead observing employees during on the job training period for two weeks and this will give the clear picture about employees whether employee is suitable for organization’s culture as recruiting proper employee is a foundation of employee retention.

Organization provide vas range of training to employees through digital platform and this will be evaluated of employees monthly evaluation hence all the employees are force to do the on line trainings, I observed this will improve employees knowledge and skills, providing training is very crucial in current business context as environment change rapidly, in other word organization is responsible of employees knowledge and ensure employees are updated the latest technology, some employees are giving opportunities to go abroad for special training and this is link with organization’s objective further I observed that all these practices are engaging and retain employees as result organization perform well in the industry continuously.      

List of Reference

Balakrishnan, C., Masthan, D., Chandra, V. (2013) Employee Retention Through Employee Engagement- A Study at An Indian International Airport. International Journal of Business and Management Invention, 2(8), pp.09-16 [Online]. available at < https://pdfs.semanticscholar.org/edd1/b3dc2cfaf845312f3da3e569cb50db8cc3e0.pdf.>. [Accessed on 20^th June 2020].

Crosby, D., 2014. Improving Employee Retention in the Public Sector by Increasing Employee Engagement. SSRN Electronic Journal, [online]. available at <https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2555709.>. [Accessed on 19^th June 2020].

Engage for Success. 2020. How to Engage Employees During The Recruitment Process - Engage For Success. [online] available at: < https://engageforsuccess.org/how-to-engage-employees-during-the-recruitment-process.>.[Accessed 21 June 2020].

Gregg (2018) employee retention [Video]. available at< https://www.youtube.com/watch?v=jbT-KrrXkYQ.>. [Accessed on 20^th June 2020].  

Janes O Samwel. (2015) Influence of Recruitment, Selection, Retention and Motivation on Performance of Manufacturing Companies. International Journal of Science and Research, 78(96), [Online]. available at < https://www.ijsr.net/archive/v6i11/3111703.pdf.>. [Accessed on 20^th June 2020].

Komal Khalid, Samina Nawab. (2018) employee participation and employee retention in view of compensation. Sage journals, [Online]. available at < https://journals.sagepub.com/doi/full/10.1177/2158244018810067.>. [Accessed on 20^th June 2020].

Sara Jacobs, Robin John Snelgar, Michelle Du Toit Nee Renard. (2014) Intrinsic rewards and work engagement in the South African retail industry. [Online]. available at <https://www.researchgate.net/publication/267765041_Intrinsic_rewards_and_work_engagement_in_the_South_African_retail_industry.>. [Accessed on 19^th June 2020]. 

Siddiqui, D. and Sahar, N., 2019. The Impact of Training & Development and Communication on Employee Engagement¬ – A Study of Banking Sector. Business Management and Strategy, [online] 10(1), p.23. Available at: < https://www.researchgate.net/publication/332526740_The_Impact_of_Training_Development_and_Communication_on_Employee_Engagement_-_A_Study_of_Banking_Sector. >. [Accessed on 21^st June 2020].

Waleed Hassan, Amir Razi, Rida Qamar, Rida Jaffir and Sidra Suhail. (2013) The Effect of Training on Employee Retention. Global Journal of Management and Business Research Administration and Management, 13(6), [Online]. available at < https://globaljournals.org/GJMBR_Volume13/3-The-Effect-of-Training-on-Employee.pdf.>. [Accessed on 20^th June 2020].