1. Staffing System and Retention Management

2. Staffing Organizations Model
Mission
Goals and Objectives
Organization Strategy
HR and Staffing Strategy
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Recruitment: External, internal
Planning
Selection: Measurement, external, internal
Job analysis
Employment: Decision making, final match
Staffing System and Retention Management
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3. Introduction
Even the best recruitment and selection system in the world will be of little value to an organization if the new employees leave their jobs soon after being hired.
Therefore, the establishment of effective system for retaining employees is critical part of the staffing process.

4. Turnover and Its Causes
Nature of problem
Types of turnover
Causes of turnover

5. Nature of the Problem
Employee retention can contribute to organizational effectiveness
Turnover is not only costly but may be beneficial.
Focus of retention strategies
Number of employees retained and
Who is retained
Approach to retention management
Gather and analyze employees’ reasons for leaving

6. Types of Turnover
Types of Employee Turnover:
Voluntary
Involuntary

7. Types of Turnover Voluntary:
is broken down into avoidable and unavoidable turnover.
Avoidable - Could be prevented
Try to prevent for high value employees by certain organization actions like pay raise or new job assignment.
Do not try to prevent for low value employees.
Unavoidable - Could not be prevented like
(retirement, health problems).

8. Types of Employee Turnover - Voluntary -- Employee Initiated

9. Types of Turnover Involuntary Discharge
It is aimed at the individual employee, due to discipline and/or job performance problems.
Downsizing
May occur as permanent or temporary employees layoffs.
Typically targets groups of employees .
It occurs as part of an organizational cost- reduction program.

10. Types of Employee Turnover - Involuntary -- Organization Initiated

11. Causes of Turnover: Voluntary
Causes of Voluntary Turnover
Behavior of leaving preceded by intention to quit.
Factors affecting intention to quit
Desirability of leaving
Often results from a poor person/job match or
Person/organization match
Ease of leaving
Represents lack of barriers to leaving and, being able to likely find a new job
Available alternatives
Depends on other job options both internal and outside organization

12. Causes of Turnover: Involuntary
Discharge turnover
Mismatch between job requirements and KSAOs
Employee fails to follow rules and procedures
Unacceptable job performance
Downsizing turnover
Mismatch in staffing levels which leads to an overstaffing situation
Factors related to overstaffing
Lack of forecasting and planning
Inaccuracies in forecasting and planning
Unanticipated changes in labor demand and/or supply

13. Measurement of Turnover: Reasons for Leaving
Important to determine, record, and track reasons why employees leave
Tools
Exit interviews
Formal, planned interviews with departing employees
Postexit surveys
Surveys sent to employees soon after their last day
Employee satisfaction surveys
Surveys of current employees to discover sources of dissatisfaction which may become reasons for leaving
Results can provide information to pre-empt turnover

14. Most Effective Retention Initiatives

15. Guidelines for Increasing Job Satisfaction and Retention
Extrinsic rewards
Intrinsic rewards
Rewards must be meaningful and unique
Rewards must match individual preferences
Link rewards to retention behaviors
Link rewards to performance
Assign employees to jobs that meet their needs
Provide clear communication
Design fair reward allocation systems
Ensure supervisors provide a positive environment
Provide programs to enhance work-life balance

16. Other Guidelines for Increasing Job Satisfaction and Retention
Provide organization-specific training
Combine training strategy with a selection strategy focused on assessing and selecting general KSAOs
Approaches to make internal alternatives more desirable than outside alternatives:
Internal staffing
Encourage employees to seek internal job opportunities
Provide attractive internal options