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10 Strategic Tips For Employee Retention
Nowadays many model surveys are used for HR benchmarking purpose such as classic cross-sectional surveys, longitudinal surveys and other copyrighted management model surveys like Engagement model survey, David Ulrich models etc …but due to the complexity of human behavior one scenario of an investigation conducted in one specific place is not applicable in another place. As human behavior in an organization is directly influenced by the quality and attitude of the leaders who drive the organization and the culture and trend that is generated in a place of the organization. Conducting a survey is a way and probably the most effective way for HR professionals to decide what to do next, based on the survey results in relation to the current trend regarding HR issues and problems and one of them is the employee retention problem. Before employee retention has never been so important especially here in the Philippines as it is well known one can easily find many talented professionals but due to the brain drain currently affecting our country, the trend changes..
The error in the cost of employee turnover and its severe impact on an organization’s bottom line is on the rise, as employee recognition and rewards are limited in most organizations. Unfortunately, many HR professionals don’t understand the importance of recognizing and rewarding a team member’s hard work. Many may even wonder why they should acknowledge their employees when “they’re just doing their job.” The truth is, recognizing employees for work well done is one of the least expensive and easiest ways to improve employee morale and retention in an organization, as well as a return on investment for a manager’s time with a minimum spend by the company . For this reason, to help HR professionals with this issue, I have listed here 10 tips that I researched and learned and ranked them accordingly during my masters studies at Mondriaan Aura College-Subic:
1. Balance your work and personal life
Balancing work and personal life – HR professionals are battling the challenges of a transforming workforce reality, the need to be aware of certain trends impacting efforts to attract and retain talented employees. The application of work-life balance to a person’s actual work and personal life was not as important in the past as it is today because, in the past, people are often able to easily fill all the major roles of their life. Family is very important to all of us, when work starts to take its toll on one’s family, no amount of money will keep an employee around. So a small gesture of allowing an employee to take extended leave once a month to watch with his daughter’s or son’s school activity will likely pay off in loyalty and extended employment with an organization.
2. Competitive compensation package
Higher Salaries” Money is still the number one consideration, where employees seek change. It is common for us to feel that we have been paid appropriately and fairly for the work we do. So be sure to research which other companies and organizations they are on offer in terms of salary and benefits.It is also important to research what is the standard salary package and benefits for the particular position, especially health and dental insurance, retirement, paid vacation days and time off. Make sure the compensation package your company has is competitive enough so that team members don’t go looking for employers willing to offer more competitive compensation packages.
3. Treat each employee with respect and as an individual
Treat each employee with respect and as an individual, acknowledge the team member’s contribution in front of members of management. This can reduce the tendency for employees to feel that their supervisors take all the credit. Learn to recognize your staff, not every employee wants to be singled out in a gathering of hundreds of colleagues. The approach to recognizing team members can vary greatly across generations. You may unintentionally humiliate a baby boomer by making him stand up in front of his colleagues as they discuss her recent accomplishments, but a Young Gen will relish the opportunity. A simple “thank you” or “nice job” or pat on the back given regularly or frequently can significantly boost employee morale. Often a team member will really appreciate the time you spent finding them at her desk and delivering the message personally.
4. Positive work environment
While the compensation benefits are important, the main reasons workers leave a company are disorganized work environment, toxic workplaces, bad bosses and difficult coworkers. All employees want a clean and organized work environment where they have the equipment they need to do their job well. When people and resources are not organised, physical barriers hinder the ability to work efficiently, obviously this causes stress. Try to organize things so people have easy access to the people and resources they need. It usually works best by organizing workspaces around the people who manage the process or the types of work they do. The idea is to make it as easy as possible for people to get their jobs done. Some employees need personal space but none is available, try blocking off areas with furniture, screens or blinds.
If noise is a problem, plants can help soften it. Make sure you explain to your employees why you are doing this and point out the benefits of making the change. The quality of supervision and mentoring, by a “bad boss,” has been so often said that people quit people, not their jobs. Supervisors play the most important role in a team member’s development and organizational successes. All employees want to have a respectful, courteous and friendly boss. Workers are more likely to stay in a company if they have a good and positive working environment.
5. Eradicate favoritism
The best person can see a question from all sides without bias-Cunfucius” The so-called “inner circle or good guys club” can create an unpleasant organizational culture and can promote bitterness among team members, which can have Devastating on a Valuable Team The results of employee favoritism are destructive in nature because the following idea is inevitable (Why should I perform if it will get me nowhere? Why do it if others won’t? Why commit if I won’t be recognized? Why trust the boss if they aren’t right?)
As a result, employee morale, productivity, and relationship with the manager will decline, thus creating disengaged employees who will eventually create disengaged customers. Then treat all employees equally and avoid favoritism at all costs. Individuals want the perception that every employee is treated equally. Establish or create a policy, behavioral guidelines, or methods for requesting time off, and any other work-related decisions you can think of.
6. Communication and availability
The HR department must be very responsive to employee questions and concerns. In many companies, the HR department is perceived as the decision-making arm of management. Indeed, in forward-thinking HR departments, responsiveness to employee needs is one of the cornerstones. You can easily do this by actively listening to your employees. Give them honest feedback, both positive and negative. Clearly communicate expectations, goals and new rules to follow.
Let them know what is expected of them. Engage them and keep them informed: Provide them with any information that tells them how their work fits into the overall company effort. Let’s face it. Employees really want to have face-to-face communication time with both their supervisors and managers. This communication helps them feel recognized and important. For managers; You may have many things to do and occupy and surely your time may be full. But the main job of a manager is to support your colleagues towards the success of the organization. By this act managers guide and amplify the success of the organization.
7. Employee empowerment
Authorized personnel have a sense of responsibility and a sense of ownership, and their ideas are often recognised. So a workplace that promotes employee empowerment, power over what and how things are done, and the knowledge that they matter to the organization has huge productivity gains and fewer complaints. When employees think they need their organization as much as the organization needs them, that need has been appreciated better than a salary and all the benefits packages that made them stay and stay with the company longer.
8. Place the right talent for the right job
Placing the right talent in the right job dramatically increases employee retention and improves organizational success while reducing costs across many business aspects. Find out how you can improve your employees, place them in an environment where they can be truly useful. A new car behind glass is just a mass of metal, plastic and glass, but a driven car is truly what a car should be. The same goes for people once developed, one should use what they have learned so they can make the world around them a better place for themselves and for others. And with that you must not forget to provide them with training, show them opportunities for advancement and help them turn a job into a career.
9. Celebrate successes, big and small, and make the workplace fun.
Sharing small successes with your employees is a great way to make the workplace fun, not only champagne, two or more kilos of ice cream or a small cake with 1.5 liters of soda is good enough, but you must do what works best for you, if your immune system has taken a hit, perhaps you can celebrate successes with a cup of hot coffee or tea with a loaf, it warms you up and still sets the tone for the celebration or perhaps celebrate the positive momentum for sometime just whistling a happy tune or tapping as an affirmation of greater gratitude.
10. Flexibility in the workplace
Be flexible, whether that means offering your employees the ability to work flexible hours, customizing schedule rotations, or self-scheduling through coordination with other staff members in charge are good ways to foster positive morale of employees or you may allow your staff to leave work early on a personal matter when appropriate. Flexibility in the workplace is difficult to manage because operational demands must be met. But it must manage so that the flexibility policy is well defined and implemented accordingly so that its good intentions are not lost.
The bottom line is that employee recognition works. And with these tips employee satisfaction increases and certainly satisfied employees produce more and stay longer in their workplace. Visit http://www.aheadguide.com for more articles regarding human resource management
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