Attracting and Retaining Top Talent Essay Example

to Reed, Storrud-Barnes & Jessup (2012), an organization will need to have a health insurance plan for its employees to help them deal with their basic health concerns. Some of the options are either use of Health Maintenance Organizations. This is common to most of the organizations. The employees are expected to choose one primary health care physician to help them manage health care or refer them to other doctors who are part of the network. The workers are only expected to pay a copayment whenever they see a doctor with the rest being covered by insurance.

Preferred Provider Organizations are more expensive but they offer their user better services compared to the other options. The employee is given various doctors as well as hospitals to choose the one which suits him best. The employee has got the freedom to choose hospitals or doctors outside the organizations network. The other option will be the use of a Point-of Service Plan with the employee choosing a primary physician who can refer his client to an outside doctor. High Deductible Health Plans have been on the rise in recent years. Last in the list is a self Insurance whereby the company agreeing to cover its employees. The organization agrees to work with a company providing self insurance with the company necessarily being an insurance company but a set up coverage. There is usually reduced cost with no premiums for risk at any instant. Generally, providing own employees with a good insurance cover with help retain them as well attract others from outside.

Ongoing employee training

Training is important for employee even if they have attained satisfaction in understanding their duties

in the organization. The business environment keeps on changing and employees will need to be retrained on their changing roles in an organization. Training employees has many advantages with some of them being in our area of discussion. It helps the organization develop and retain capital knowledge possessed by the self trained employees within the organization. The company comes up with training programs to help employees develop new skills in their work. According to Batalla-Busquets & Pacheco-Bernal, (2013), most of the successful companies invested in capital knowledge within the company. Virtual learning is one of the ways companies can train and retain capital knowledge. Technology has helped companies train their employees since it eliminates all logistics and physical barriers.

Employee ongoing training also helps in increasing employee satisfaction in their work. Ongoing training equips employees with skills and knowledge needed for them to carry out their duties efficiently and effectively. The employee will be satisfied with his job if he doesn’t have to struggle to perform his duties at work. Improved jobs satisfaction acts a motivator to the employees affecting production positively. This has been evidenced by companies with more job satisfaction having lower employee turnover compared to those with low employee satisfaction (Batalla-Busquets, & Pacheco-Bernal, 2013). The organization will retain its talents by ensuring employee satisfaction is high. This will also promote employee loyalty to the organization since training will help them advance their career. An employee will likely remain with one company if he is guaranteed a promotion. Ongoing training to employees is not only conducted within the premises of the company but also outside the organization. This gives the employees an opportunity to

interact with others outside the working environment benefiting from them. An employee will feel secure with the company and the likelihood of resignation will be low.

Employee engagement surveys

Employee engagement surveys are important for the any company to succeed. When employees in an organization are engaged, they usually feel secure and motivated to work for the very company. Engagement involves a process whereby the company assesses its employees to determine areas of improvement. Some of the issues addressed when conducting an employee engagement procedure include benefits questionnaire to determine what employees will need to be satisfied (Menguc, 2013). Career development questionnaire also helps the company establish what the employees will need to advance in the work. Relationship engagement questionnaires help the company establish the kind of relationships present at the company. Questionnaires may also include compensation and benefits to come up with a plan to compensate employees in the company. Employees will be free to tell what kind of benefits they will require from the company as well as compensation plan. The company will analyze the findings and then come up with a benefits and compensation plan best fit for the employees. Presenting the employees with an improved compensation plan as well as benefits pan will increase their morale which helps improve productivity.

According to Menguc et al (2013), the employees will be willing to remain in the company thus minimum employee turnover. Work environment questionnaire is put in place for the employees to express their views on working conditions in the company. The company will be able to identify areas of weakness as well as formulate strategies on how to improve such areas. With an improved

working environment, the employees will be motivated to work for the given company. Satisfaction to the employees will reduce employee turnover thus helping the company retain its talent. Employee engagement survey makes employees feel they are valued by the company and will be willing to work for the company. Increased morale will also lead to increased productivity as well as increased profits hence growth to the company.

Employee development

Employee development is used by companies to help its employees shape the future direction not their personal careers. In most companies, employee development is ignored or sometimes taken as an afterthought. However, the issue is one of the important aspects an employer can do to retain employees in an organization. When employees feel dissatisfied with the development efforts made by the company, they usually leave the company earlier than expected. Employee development to employees as they will feel satisfied if the employer takes care of their future interests. It’s the obligation of the manager to establish a good development plan for the employees. Employee development helps build employee loyalty increasing productivity (Noe, Mullen & Wanek, 2014). The employees will feel honored by the management and will be willing work for the company. Development will involve stretch assignments and projects to the employees which will develop their skills. Job enrichment to the employees may include presentations at team meetings or volunteering groups within the organization. Mentoring and coaching provides employees with benefits of quality work as well as solving problems. Job shadowing is a process of teaching employees to help them learn some of critical elements of their job. It also presents the employees with an opportunity to learn

potential career opportunities inside the company. It is also important to carry out job rotation as it helps employees adapt to other positions within the company. Lastly, it is important for the company to promote who perform better in their areas of work. It acts as a reward to great performance from the employees. Employee development helps gain trust from the employees making them loyal to the organization.

Well equipped human resource department

It’s a department which deals with employee issues. Employees present their queries to the human resource department to work on them (Kehoe, & Wright, 2013). The department works as a bridge from the employees to the top management. When an organization puts a performing human resource depart, the employees will feel free to present their issues. Performing human resource department will fight on the side of the employees. This will motivate the employees to work for the company when they figure out their issues being taken into consideration by the company. It’s also important for the company to provide improved terms to the employees. Such terms include working environment and improved payments to the employees.

Conclusion

Organizations will need to attract and retain top talents for them to succeed. Attracting top talents to the company will require the company to provide good terms for people to get attracted to offer their services to the company. Hiring top talents enables the company to execute its operations and increase productivity. To ensure the company retains the top talent hired, it’s important to ensure satisfaction to the employees. Retaining employees eliminates the cost associated with employee turnover. This can be through provision of health insurance cover to the employees

to help them access health services whenever they get ill (Sprunt, Howes & Pyrcz, 2013). Employee development is also important to motivate the employees in building up trust with the company helping their performance. Training employees on their areas of duty as well as other areas within the company helps the workers feel valued by the company. Employee motivation is important when it comes to recruiting and retention of top talent.

References

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• Horwitz, F. M., Heng, C. T., & Quazi, H. A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human resource management journal, 13(4), 23-44.
• Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.
• Menguc, B., Auh, S., Fisher, M., & Haddad, A. (2013). To be engaged or not to be engaged: The antecedents and consequences of service employee engagement. Journal of Business Research, 66(11), 2163-2170.
• Noe, R. A., Wilk, S. L., Mullen, E. J., & Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations, ed.
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