Retention Strategies
Assignment
You are required to identify a specific Human Resource Management issue in your organisation and develop a proposal that includes the following
• Background information on the issue,
• An explanation of what you think needs improvement and why the change is required; and
• Benefits you plan to achieve. Issue Identified
Undertaking the Challenges of Employee Retention in an Organisation
TABLE OF CONTENTS
1. EXECUTIVE SUMMARY 5
2. INTRODUCTION 6
3. KEY FINDINGS AND ANALYSIS 7
4. CONCEPTUAL FRAMEWORK 8
5. RECOMMENDATIONS 9
6. BENEFITS TO BE DERIVED 12
7. CONCLUSION 13
8. REFERENCES 14
9. APPENDICES 16
Appendix 1 - Company’s Organisational Structure 16
Appendix 2 - Company’s Benchmark Score 17
Appendix 3 - Company’s Areas for Improvement 18
Appendix 4 - Employee Benchmark Survey Results - Category Talent Management Practice 19
TO: CHIEF EXECUTIVE OFFICER
FROM: VICE PRESIDENT, HUMAN RESOURCE DEPARTMENT
DATE: NOVEMBER 3RD, 2013
SUBJECT: EMPLOYEE RETENTION AT ATLANTIC
1. EXECUTIVE SUMMARY
Over the years, employee retention has become a critical issue for companies especially for those in the energy sector. A global competition for skilled resources forces a company’s Human Resource Department to always remain a step ahead to ensure they develop, implement and sustain strategic human resource practices to give them that competitive edge. This proposal seeks to address that challenge and highlight a few recommendations to enhance retention strategies and the expected benefits to be derived.
Atlantic LNG Company of Trinidad and Tobago (Atlantic), a liquefied natural gas (LNG) operating company located in south Trinidad, will be used as an example in this proposal.
Atlantic has developed Human Resource (HR) strategies to achieve one of its strategic goals, which is the capability growth and development of their employees. Surveys have been conducted to gauge employees’ overall
You are required to identify a specific Human Resource Management issue in your organisation and develop a proposal that includes the following
• Background information on the issue,
• An explanation of what you think needs improvement and why the change is required; and
• Benefits you plan to achieve. Issue Identified
Undertaking the Challenges of Employee Retention in an Organisation
TABLE OF CONTENTS
1. EXECUTIVE SUMMARY 5
2. INTRODUCTION 6
3. KEY FINDINGS AND ANALYSIS 7
4. CONCEPTUAL FRAMEWORK 8
5. RECOMMENDATIONS 9
6. BENEFITS TO BE DERIVED 12
7. CONCLUSION 13
8. REFERENCES 14
9. APPENDICES 16
Appendix 1 - Company’s Organisational Structure 16
Appendix 2 - Company’s Benchmark Score 17
Appendix 3 - Company’s Areas for Improvement 18
Appendix 4 - Employee Benchmark Survey Results - Category Talent Management Practice 19
TO: CHIEF EXECUTIVE OFFICER
FROM: VICE PRESIDENT, HUMAN RESOURCE DEPARTMENT
DATE: NOVEMBER 3RD, 2013
SUBJECT: EMPLOYEE RETENTION AT ATLANTIC
1. EXECUTIVE SUMMARY
Over the years, employee retention has become a critical issue for companies especially for those in the energy sector. A global competition for skilled resources forces a company’s Human Resource Department to always remain a step ahead to ensure they develop, implement and sustain strategic human resource practices to give them that competitive edge. This proposal seeks to address that challenge and highlight a few recommendations to enhance retention strategies and the expected benefits to be derived.
Atlantic LNG Company of Trinidad and Tobago (Atlantic), a liquefied natural gas (LNG) operating company located in south Trinidad, will be used as an example in this proposal.
Atlantic has developed Human Resource (HR) strategies to achieve one of its strategic goals, which is the capability growth and development of their employees. Surveys have been conducted to gauge employees’ overall
References: Peter Cappelli (March 2008), Harvard Business Review article, “Talent Management for the Twenty-First Century Peter Cheese, Robert J Thomas and Elizabeth Craig, 2008, “The Talent Powered Organisation” p.2 Mathieu J E and Zajac D M (1990), “A Review and Meta-Analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment”, Psychological Bulletin, Vol. 108, No. 2, pp. 171-194.