HRD Policy Planning
HRD Policy Planning: Please make a substantive 200 word Peer Reply (comment on their answer) to a question answered by another classmate.
The question: HRD Policy Planning
What policies/programs does your current organization/one you know of have in place to increase retention or to retain talented employees? How do they compare, are similar, different to the Frank article’s engagement and retention tools and strategies? Do you agree or disagree that the policies/programs are/were successful in retaining talent? Why or why not? How would strengthen, improve them based on the Frank article? If your current organization/ one you know of does not have engagement and retention policies/ programs in place, what would you recommend to retain talent based on the Frank article and why? Provide examples.
Peer answer:HRD Policy Planning
The Frank, Finnegan and Craig (2004) made me think of a different time. It was not so long ago that employees often felt a sense of empowerment to “vote with their feet” and move on to a new employer when they felt that they weren’t appreciated or valued. But how things changed at the end of the last decade, with furloughs and lay-offs, and a tendency to hunker down wherever an employee found themselves to wait out the dismal economy. Employer’s too, adopted a different attitude toward training and development and behaved as though their employees were lucky to have a job—which most employees did feel.
In spite of the failure of the trends that Frank et al. (2004) identified as altering the dynamics of the employer/employee relationship to develop in the near term as they predicted, I believe that there is much of value in how they frame employee retention. I believe that many employers would benefit in more than just retention by adopting these practices, I am convinced that satisfaction equals gains in effectiveness and outcomes. I think segmentation of workers and development policies are a smart move, and I agree that leaders need to develop the type of competencies outlined in the article.
As things improve, I can imagine organizations doing more in this area, as competition for talent is likely to increase, also the need to retain institutional knowledge that long-term employees have developed. In an organization that I know of, these policies have been limited to monetary enticements (and I remember what Dan Pink had to say about how ineffective they actually are) with variable compensation packages but little else to retain top talent. This inaction on retention policies has led to many trusted and skillful employees walking out the door.
Frank, F. D., Finnegan, R. P., & Craig, T. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. HR. Human Resource Planning, 27(3), 12-25.
Example of a peer reply:
I think the struggles that you have mentioned also resonate with mine in different ways. For instance, the distress of looking for a job disturbs most graduates, and I have felt the same way many times. This is because of the limited opportunities that are faced by other graduates with equal qualifications. Securing a full time job and well-paying does not come easy because a majority of firms only offer contractual opportunities that come with strict terms and conditions. However, it is not always a good idea to give up because of other new opportunities that arise. Similar to your case, I also chanced on the SISCO Company to work both as a Training Coordinator and an Executive Secretary.
On the other hand, I think assistance to others without the prospects of monetary gains is important for career growth. As you mentioned that your interests and career goals leaned on helping fellow colleagues, it is critical to shape one’s interests correctly. Additionally, daily interactions with persons of different backgrounds and experiences also add value to one’s resume and increased opportunities. Experiences are gained from other areas in one’s domain hence encouraging flexibility. However, this is only possible if the worker takes the initiative of making the first step of realizing that dream without looking back. This may be hindered by factors such as doubts, fears and maybe loss of job, but it should not prevent the desire to learn new things. It will only help in securing promising opportunities, in the job market.
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……………………Answer preview…………………….
My organization employs different kinds of strategies in order to ensure that there is employee retention. Some of the strategies it used include offering competitive compensation. This entails offering them a good salary, with increased benefits. Secondly, the organization hires employee effectively analyzes their needs and problems……………………………..
APA
312 words
