Recruitment and Retention Tips
1. Strive to become the "Employer of Choice."
2. Offer flexible scheduling and work arrangements.
3. Support work/life balance programs.
4. Promote health and wellness.
5. Clearly articulate company values.
6. Individualize approaches to rewards and recognition.
7. Strengthen the performance focus.
8. Market your reputation, image, and brand.
9. Employees want to work on a winning team.
10. Use creative recruiting techniques.
11. Find the right people first through upfront screening.
12. Use creative sourcing strategies, such as high school and college mentoring programs.
13. Provide growth and development opportunities.
14. Help employees become change-resilient.
15. Structure jobs to be challenging.
16. Intensify leadership training.
17. Provide a "boot camp" for new hires.
18. Increase performance feedback.
19. Tie career growth to competency development.
20. Provide flexible reward and recognition programs.
21. Decentralize pay and reward systems.
22. Design programs that tailor rewards to individuals.
23. Push stock programs lower in the organization.
24. Train managers to effectively administer reward programs.
25. Ensure retirement and flexible benefits support people management programs.
26. Ensure retirement plans are career and age-neutral, and portable.
27. Increase benefit plan flexibility and choice.
28. Support work/life balance programs.
29. See employees as "whole" people, with lives outside of work.
30. Provide more workplace and scheduling flexibility.
31. Enhance work/family programs (child care referral, concierge services, etc.).
32. Strengthen management skills.
33. Train managers to continually promote business plan engagement.
By Watson Wyatt.
JSF
From India, Bangalore
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351. Strive to become the "Employer of Choice."
2. Offer flexible scheduling and work arrangements.
3. Support work/life balance programs.
4. Promote health and wellness.
5. Clearly articulate company values.
6. Individualize approaches to rewards and recognition.
7. Strengthen the performance focus.
8. Market your reputation, image, and brand.
9. Employees want to work on a winning team.
10. Use creative recruiting techniques.
11. Find the right people first through upfront screening.
12. Use creative sourcing strategies, such as high school and college mentoring programs.
13. Provide growth and development opportunities.
14. Help employees become change-resilient.
15. Structure jobs to be challenging.
16. Intensify leadership training.
17. Provide a "boot camp" for new hires.
18. Increase performance feedback.
19. Tie career growth to competency development.
20. Provide flexible reward and recognition programs.
21. Decentralize pay and reward systems.
22. Design programs that tailor rewards to individuals.
23. Push stock programs lower in the organization.
24. Train managers to effectively administer reward programs.
25. Ensure retirement and flexible benefits support people management programs.
26. Ensure retirement plans are career and age-neutral, and portable.
27. Increase benefit plan flexibility and choice.
28. Support work/life balance programs.
29. See employees as "whole" people, with lives outside of work.
30. Provide more workplace and scheduling flexibility.
31. Enhance work/family programs (child care referral, concierge services, etc.).
32. Strengthen management skills.
33. Train managers to continually promote business plan engagement.
By Watson Wyatt.
JSF
From India, Bangalore
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JSF,
The list is exhaustive, and I also appreciate it. But everything that was indicated in the list sounds bookish, not a criticism, but just thought of saying that this is a consolidated list of HR TERMINOLOGY given for a bunch of HR Practices. We can speak about it in a more specific and practical manner. I welcome the comments.
Shankar Anappindi
From India, Visakhapatnam
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The list is exhaustive, and I also appreciate it. But everything that was indicated in the list sounds bookish, not a criticism, but just thought of saying that this is a consolidated list of HR TERMINOLOGY given for a bunch of HR Practices. We can speak about it in a more specific and practical manner. I welcome the comments.
Shankar Anappindi
From India, Visakhapatnam
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Hi,
A few of these tips can be used in organizations. The first thing that needs to be done is to authorize HR to make decisions on their own and provide HR with all kinds of resources, which is not happening in many organizations.
Regards,
Akriti
From India, Chandigarh
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A few of these tips can be used in organizations. The first thing that needs to be done is to authorize HR to make decisions on their own and provide HR with all kinds of resources, which is not happening in many organizations.
Regards,
Akriti
From India, Chandigarh
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Gentlemen:
Good to hear from you..!
M not a HR person like U…n don't have voice to Comment on this…:cry:
Found the article in Watson Wyatt & thought of sharing. :)
One more Article from Watson Wyatt “Human Resources Recruitment and Retention Strategy”
Thanks,
JSF
From India, Bangalore
Acknowledge(0)Amend(0)
Good to hear from you..!
M not a HR person like U…n don't have voice to Comment on this…:cry:
Found the article in Watson Wyatt & thought of sharing. :)
One more Article from Watson Wyatt “Human Resources Recruitment and Retention Strategy”
Thanks,
JSF
From India, Bangalore
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Innovative HR Practices-.doc