1. Hiring and Retention MANA 4328 Dr. Jeanne Michalski michalski@uta.edu

2. Types of Contracts  Legal  Employment contract  Employment-at-will  Psychological  An implied contract  Employee promises: Hard work, extra effort, commitment to company goals.  Employee expects in return: Job security, fair treatment, development, pay and benefits.

3.  Employment-at-will  VS.  Employment Contract

4.  Employment-at-will  Employer not obligated to retain for specific time  Termination for any legitimate reason without liability  Disclaimers in applications and offer letter  Employment Contract  Employment for a definite period of time  Entitlements for compensation / benefits

5. Offer Letter  Legal document  Should be carefully worded  Creates obligations (intended or unintended)  Letter from HR or legal  Attraction tool  Final incentive for prospective hire  Should make new employee feel welcome  Letter from manager or company president

6. Job Offer Content

7. Responses Yes  Follow immediately with positive communication  Instructions for start day (when, where, etc) No  Try to find out why  Working conditions vs. $$$ Maybe / More time....  Find out when  Answer any questions

8. Those Not Selected Maintain positive relations with fair treatment  Inform promptly  Thank them for applying and acknowledge the effort  Tell them they were a finalist with good skills to offer Most companies do not provide details of decision Keep applications on file Notify by mail or by phone for higher jobs

9. Independent Contractors “You have been retained as an independent contractor........for the XYZ project.......to be completed by ABC date.” “As a contractor you are not entitled to any benefits........company will not withhold any taxes, FICA or other deductions.”

10. Pricing Jobs – Point Systems Point System  A quantitative job evaluation procedure that determines the relative value of a job by the total points assigned to it. Point-factor systems – Managerial jobs  Hay System Know-how Problem solving Accountability  More points equals higher salary

11. Pricing Jobs – Market Pricing Market Pricing  Salary surveys  Salary.com  Watson Wyatt  Trade associations

12. How much is a job worth?  What is the median income in the U.S. (50% above/below)?  What income puts you in the:  Top 20% of annual income in the U.S.?  Top 5% of annual income in the U.S.?  What is the average starting salary for new college grads in Business Administration?

13. Managing Retention Cost of turnover and replacement Types of Turnover  Involuntary turnover  Voluntary turnover out of company control  Voluntary turnover that company can control Turnover and performance  Increases costs  Decreases productivity Positive vs. Negative Turnover

14. Analyzing Turnover Diagnosing retention problems  Active: Employee surveys  Active: Exit interviews  Passive: Research and HRIS data mining How much is too much turnover?  Depends on the organization  Depends on the position

15. Federal Human Capital Survey  34.6% of federal employees said they were considering leaving their jobs. Half of these will retire, half plan to quit.  68 % of workers are satisfied with their jobs  64 % are satisfied with their pay  65 % are happy with their retirement benefits  91 % believe they do important work  Less than 50% are satisfied with recognition for doing a good job  30 % saying awards programs provide real motivation.  27 % said steps have been taken to deal with poor performers  36 % said their leaders generate high levels of motivation among workers.

16. Why Do People Leave? Desirability of Leaving  Job satisfaction  Switching costs  Career progression General Ease of Leaving  Labor market conditions  Human capital (education and training)  Job offers