Factors Responsible for Employee Retention

Factors Responsible for Employee Retention Strategic Human Capital Management The paper is generated by referring to Christeen George’s article paper, with title of Retaining professional workers: what makes them stay?. The main issue normally practice by Human Resource is to let the turnover occur then only to find out the reason of the intention to quit through exit-interview. Knowing the reason only after people quit is seem defenseless because the collected information on why people quit fail to restore back the job gap. Hence, the purpose of this paper is to identify the factors that capable to retain the professional staffs in one organization, then the factors are tested for the retention of the professional employees. The variables used in this paper are divided into two dimensions, first dimension is organizational which consist of four factors, management, conducive environment, social support and development, second dimension is job which consist of four factors, autonomy, compensation, crafted/sculpted workload, work-life balance. Hence, the paper is driven by research questions, which are to explore whether the eight factors identified in this paper is usable to measure the individual intention to stay in the organization, are the factors identified distributed into organizational group and job group is blended positively, and whether the organizational level and job level could predict the individual’s intention to stay in the organization. The study area is conducted in UK site, the sample of the study is focusing the employees of multinational marketing company which come from variety job function such as Accountant, IT professionals, Consultants, Marketing and Sales professionals, and HR professional. The total respondents are 138, which covered 76 male, 62 female. The age range from 20 to 61 years. The measurement instrument, the questionnaires were electronically sent to the respondents. The independent variables (IV) content of sex, age, organizational level scores and job level scores showed significant result, and that showed the IVs used are able to predict the intention of the employee to stay and to quit. The most durable IV to predict the intention of the employee to stay and to quit is organizational level scores which consist the characteristics of leadership and support from management, work environment is fun, flexibility, adequate resources, feel belong to the team, friendly and caring workmates, opportunity to enhance/acquire skills, promotion prospects. Meanwhile, the eight factors that distributed into organizational level and job level showed significant positive correlations respectively, and that showcase the eight factors were distributed in the correct group. Many researchers and academias give substantial focus on the impact of employee turnover, the turnover impact towards organization cause high cost. This is supported by Ghosh, Satyawadi, Joshi and Shadman (2013) literature finding stated an internal analysis has shared to replace turnover employee is more expensive than compensate employee, which is more than 35 per cent. Knowing the big loss could occur to any organization due to turnover, it is wise to prevent better than cure, the idiom may sound clichà ©, but it is a crucial issue to tackle in order to assist the organization to save the resources. Apart of loss in revenue, the organization is facing the risk of loss of experience employees, bad reputation to other organization, productivity is affected, loss of intellectual capital which knowledge is one of the valuable intangible asset to the organization (Sandhu, Jain, Ahmad, 2011) and this lead to other organization gain more advantage by obtaining the asset (Ghosh et al., 2013). Turnover issue is inevitable, however the issue could be alleviated with the help of research. Hence, the paper is creating awareness about it is more advantage to identify factors that make the professional employees stay rather to identify factors on why they are quit. The paper could help the organization to understand the proven factors (management, conducive environment, social support and development under organization level is the most durable predictor) resulted from this study to strategize on how to retain the professional employees in the organization. However, there are arose enquiries on the part of independent variables and dependent variable stated in the paper. The term of independent variable is viewed as an item that influence the outcome, meanwhile dependent variable is viewed as an outcome which may result different outcome for different independent variable are used to test (Leroy, 2011). Based to the term defined, the organizational subscale which consist of four factors, management, conducive environment, social support and development, and job subscale which consist of four factors, autonomy, compensation, crafted/sculpted workload, work-life balance are responsible to influence the result of retention. Thus, the reader expected the identified variables in the paper, organization subscale and job subscale are independent variable, and intention to quit is dependent variable, however, it is stated in opposite statement. The enquiries arose are not meant to downgrade the content of the paper, in fact, the reader made cor respondent via e-mail on 11 March 2015 as in appendix to the author, respond is yet pending. The purpose of the e-mail is sent with respect and courtesy, and to clarify the doubtful and ambiguity as well. In Malaysia context, one study presented at the 2nd International Conference On Management, Economics And Finance in Sabah by Fadzilah, Queiri, Sabarudin and Iskandar (2013) claimed that Generation Y is more likely to quit their job due to several reasons such as lack of fun work. This issue is critical and need to be taken seriously by the organization because the contribution of Generation Y towards in any economy is significant, and they are growing fast and bigger employees to replace the Baby Boomers who are in line of retirement. Generation Y showcase different characteristics when come to work which influence by leadership, developments and technologies (Cheong, Hasliza, Yusuf Desa, 2011). Despite the respondents’ age range between 21-61 years old in the paper, which mean Generation Y and Baby Boomers are part of the respondents, the paper is capable to provide a foundation framework on how the Malaysia organizations design a strategy to retain the Generation Y. This i s rational because the study conducted by the author tested the similar factors that influence Generation Y when come to work, leadership and development. Malaysia is gearing up to beef up the human capital development by producing first class mentality, knowledge-based economy and talent-based. For instance, Talent Corporation Malaysia (TalentCorp) is responsible to facilitate the talent management in Malaysia. The biggest hurdle encountered by TalentCorp is brain drain. The professional employees choose to leave Malaysia and work abroad. TalentCorp has come with a strategy to attract and retain the professional employees which they offer various packages, such as tax exception and work life balance. Work life balance is one factor tested in the author’s study and that it is proven that the significant of the study does promote to other agency that associate to human resource such as TalentCorp to infuse the factor into part of their retention strategy. Knowing the present of TalentCorp is vital to constantly conduct research in order to ensure the objectives are achieved, thus, this paper could help TalentCorp to come out with a robust blueprint regards strategy on retaining professional employees, of which TalentCorp may considers the tested factors in the paper such as social support. Finally, the research is emphasizing the needs to increase the number of respondents, and needed to expand larger coverage of organizations and professional employees. The wider scope as it may goes, the possibility differ outcome it may be. The factors identified and tested in this study which distributed into organizational level and job level are proven related to the individual intention to stay and to quit. Thus, the finding show significant positive for human resource and organization to design a robust strategy to retain employees. The negative impacts due to turnover or quit the job that discussed in this review could be alleviated by the help of to understand the factors influence the intention to stay and to quit. However, one of the factor in the framework model, which is compensation, may cause the small, medium, enterprises organizations to consider to use it as one of the retention strategy as they are unable to offer competitive compensation packages compare to larger organizations who use compensation as one of their retention strategies, this is supported by Ghosh et al. (2013) stated large organizations could afford to provide better compensation package such as appreciation and recognition award. In the other hand, the future research suggested in the paper is to examine the relation between employee engagement, employee retention and organizational performance. The significant of the future research would create a wider scope for the organization to understand and harvest the benefit of retention strategies. REFERENCES Cheong, T. W., Hasliza, D., Yusuf, M., Desa, H. (2011). A Study on â€Å" Generation Y † Behaviours at Workplace in Penang Associate Professor , School of Business Innovation and Technopreneurship , Universiti Malaysia. Australian Journal of Basic and Applied Sciences, 5(11), 1802–1812. Fadzilah, Z., Quieri, A., Sabarudin, Z., and Iskandar, H. (2013). Generation-y turnover intention in business process outsourcing sector. 2nd International Conference on Management, Economics and Finance (pp.429-439). Sabah, Malaysia: Conference Master Resources. Ghosh, P., Satyawadi, R., Joshi, J. P., Shadman, M. (2013). Who stays with you? Factors predicting employees; intention to stay. International Journal of Organizational Analysis, 21, 288–312. Leroy, G. (2011). Designing User Studies in Informatics, Health Informatics. London: Springer-Verlag London Limited. Sandhu, M. S., Jain, K. K., Ahmad, I. U. K. B. (2011). Knowledge sharing among public sector employees: evidence from Malaysia. International Journal of Public Sector Management, 24, 206–226. Talent Corporation Malaysia. (2011). Malaysian at home. Retrieved March 12, 2015 from http://www.talentcorp.com.my/about-us/

Loreal Company Values and Culture Essay

The focus of this part of paper is on cultural aspects and values in L’Oreal Company. We will quote its ethical principles, which are very important for the company itself. In L’Oreal company we can distinguish core values, given as follows: passion for adventure, enrichment through diversity, leading innovation in beauty, striving for excellence and valuing individual talent. Thanks to its clarity into work ethics we can see how important for the company is innovation, entrepreneurship and creativity. These features make the L’Oreal company leader on the world market. The company includes just one business itself – beauty. This is the topic to which passion comes to and shows what cosmetics can bring to women and men: self-confidence, openness towards others and well-being. The passion for business, which is linked to culture and humanity. To create beauty products is about understanding others and anticipating their needs. Innovation is the second of the company’s core values. This feature is essential in such a topic as beauty because it requires all the time new products. Beauty canon changes so there is a need of a constant higher level of performance. L’Oreal understand the importance of innovation and research, it is making a lot of effort to expand its product lines covering wide variety of beauty products. Another value that is not less important than the others is open-mindedness. Listening customers, understanding their culture and benefiting from their differences are bare priorities, which respond to the infinite diversity of beauty trends around the world. They are inherent from company’s business and mission. Excellence is a value that is involved in every form in the business, in every country. It is expressed in a st ate of mind and a permanent aspiration to perfection. All teams in the L’Oreal Company share this desire to outperform and to be able to provide the best for their consumers. In order to create a high perceive value for its customers L’Oreal invests heavily on culturally adapted products. The main goal for L’Oreal Company is to deliver glamour to everyone. This is the feature that most of the customers identify with the brand. The ethical principles of L’Oreal company are: integrity, respect, courage and transparency. These principles build their culture, give rise the reputation and it is well-known by all L’Oreal employees. It is significant to obey these values because a company with smart ethical  rules is a powerful company which products you can trust (this attribute is the biggest competitive advantage a company can have). Thanks to these features L’Oreal benefit from high levels of client satisfaction and proud and motivated employees. Brands good name in the environment is growing and increasing shareholder loyalty. Acting with integrity is a key for the construction of trust and good relationships. Integrity in the relationship with company’s consumers means assurance that the advertising is based on proven scientific data. Also integrity in the relation to company’s business partners means observance to good governance practices to avoid any real or alleged conflict of interests. Integrity in the way of doing business is respecting the laws of the countries in which the company operates, maintaining high standards in accounting and reporting and fighting against corruption. Thanks to the company’s politics, the interests are never given by illegal or unethical practices. What L’Oreal Company is doing has a huge impact on many people’s lives. The organization shows respect to its customers by providing the specific products they are willing to buy. Because of high quality and relatively low price, which L’Oreal can boast, customers are happy and more eager to trust such a company. L’Oreal show respect to the consumers by recognizing that they are all different. By trying to avoid stereotypes and respond to their different needs, highly efficient products manufactured to the most demanding standards of safety and quality. For the multinational cosmetic companies is not always easy to act ethically. It sometimes means spending time and money needed to get the products that fit the company’s style and client’s satisfaction. L’Oreal show courage by facing up to difficult questions, listening others who may challenge them and creating a culture of openness and freedom of speech so that all employees feel comfortable to come up with new issues, ideas and questions. The last of the ethical principle is transparency, which means that the company must be sincere to international success. The justification of their decisions and actions is always trustful. Staff is often expressed as young and fresh, which means that youthful workers are one of the highlights in the company. Many of them are very ambitious and the fact that they are given responsibility in the early stages of their careers is a great advantage. With the after hour activities L’Oreal has a very wide social scene with regular sport and outgoing events such as football tournaments, comedy nights and pub trips. These attractions only strengthen the relationship between co-workers and surprisingly have an extreme effect on their future work. Moreover employees are offered with free products, free French lessons and discount gym memberships. This provides to spin-off benefits in the workplace – people are working harder and more efficiently because they know they can get extra remuneration not only in the form of money. L’Oreal realizes how fundamental the internal communication is to its operations. That is why there is a vast variety of communication-b ased training courses for staff including media relations, negotiation techniques, presentation skills and personal effectiveness. Another great idea that is extensively spread in L’Oreal is the freedom of speech. Employees are encouraged to engage in exchanges of opinion and to associate easily with people at all levels. As for the beauty company we can see that the majority of L’Oreal’s global workforce are women (63% of staff in 2010). More than 50% of them are on high positions, mostly managers. Moreover it is very important for the company the equality in employment and launching various activities to help ensure fairness in remuneration (it has signed deals with trade unions and delivered diversity training to many managers in Europe since 2006). For L’Oreal diversity is a priority. The company consists of 72600 employees, 126 different nationalities. People with different cultures bring a variety of styles, perspectives, values, beliefs and differences as advantages to the organization. The organization defines integration as a main clue to the success. It respects values and is proud of culture openness to ideas, innovation and creativity, which are  most important for a healthy and growing business. As Jean-Paul Agon who is the Chairman and Chief Executive Officer say â€Å"Today we live and work in an increasingly diverse world, a world of individuals with different cultural and ethnic backgrounds, unique styles, perspectives, values and beliefs. A diverse workforce in all functions and levels enhances our creativity and our understanding of consumers and allows us to develop and market products that are relevant.† In L’Oreal Company the main benefit is that there are people working from all continents with different cultures, every person is ready to add something new from his or her perspective and different point of view thanks to which the company is all the time developing. Diversity is much more inspirational than any other aspect and because of that every year there are thousands of ideas transforming into new beauty products for the company.

What Everybody Else Does When It Comes to Argumentative Science Essay Topics and What You Should Do Different

What Everybody Else Does When It Comes to Argumentative Science Essay Topics and What You Should Do Different To start with, you ought to go through your syllabus and see what choice you've got. Students lead busy lives and frequently forget about an approaching deadline. Themes are available in all shapes and sizes, from the upcoming campus leader to the upcoming chemist. The Meaning of Argumentative Science Essay Topics It is very important to begin with demonstrating the principal idea of the entire piece so you and your readers are going to be on the exact same page. Your readers will need to observe the entire picture, and that's what you should concentrate on. Misleading your readers is quite a terrible thing. At precisely the same time, it's an excellent persuasive essay idea. The one thing that's left is to restrict your topic to a single aspect and stick with it in your essay. The first thing which one has to do is to rate the essay question to find out what is required. A cause and effect essay is comparable in structure to the majority of other essays, since it requires an introduction, a body, and a conclusion. The very first rule in writing a political science essay is to make sure you answer the question collection. Let your writer know which subject you want to cover in your paper when you have specific preferences. You must make sure your paper does not have any grammar issues when you submit it. In the event you do not understand how to format the paper, it is going to appear haphazard. Using Argumentative Science Essay Topics The future of science is dependent upon technology people utilize today. When picking a biology topic, make certain you know what's happening. The reasons they go out in search of academic help is because a few of them feel that they'll not have the ability to write a great essay, as a result of their deficiency of proper English. The truly amazing thing about science is there are so many topics it's possible to write about regardless of which course you're taking. If a state is attempting to impose a transition to clean energy, for instance, they have a lot of alternatives. Write a story what you've pulled from the water. For instance, let's assume you can write on this issue of all-natural disasters. The Lost Secret of Argumentative Science Essay Topics Earth is also unique regarding monikers. Geology usually means the study of the planet. Earth Science is called the study of the Earth. Suppose that Earth's interior includes a huge quantity of lead. The Appeal of Argumentative Science Essay Topics On the opposing side, obtaining a list of good persuasive essay topics is insufficient. Do not allow the interesting environmental science topics sound boring when you're able to ask for a couple necessary changes that are offered at no cost. If you're ready to consider past a topic with no help, start with reading as much literature on the environmental science as you're able to. Even should you need to file your environmental science project topics within a quick notice, we can still deliver promptly. Intensive farming has many advantages and disadvantages. Environmental economics also takes a transnational strategy. Social science essays offer you an opportunity to present your opinion and speak up. Students might be asked to compose expository science essays to identify their understanding of a specific scientific topic.

Operations Management London Zoo and Nottimham Castle Case...

Operations Management london zoo and nottimham castle case study In today’s information age, it is important for businesses to take advantage of the available avenues to reach out to customers and potential customers. Tourist attractions such as London Zoo, and Nottingham Castle, are no exceptions of being in the age of constant information flows. These places want to attract visitors with their facility layouts and overall experiences, and to improve upon what they already have, they would need to optimize their products through well planned operations management. When one thinks of a zoo and a historic museum, it is very natural to think of both places as tourist attractions, but what they offer the visitors could be very different.†¦show more content†¦(Slack et al., 2004) Nottingham Castle is considered a small Castle. The museum and gallery are all located inside the Castle. The space of the exhibition compare to many other museums is on the smaller side. The Castle Cafà © and shop are not very busy during the day. Visitors normally spend one to two hours to see all the facilities. Therefore, the volume of its output is low. Moreover, when visitors go to the gatehouse, the staffs are not only selling tickets but also in charge of the gift shop. Slack et al. (2004) state that when the volume is lower, â€Å"the number of staff will be lower and therefore individual staffs are likely to perform a wider range of tasks† (p.20) this situation can be observed at Nottingham Castle. It might cause visitors to wait in the long queue, because of the customers who want to buy gift and tickets have to wait at the same counter. Once the visitors are in the Castle, they can access many attractions. For adults, they can enjoy the art and historical display; children can experience the outdoor playground and some indoor displays which are design for kids on ground floor. Furthermore, Nottingham Castle hold different events and tours throughout the year. (Table 1) These information shows that Nottingham Castle provides high variety of services. However, when there is no special event, the outdoor facilities