Suggestions to Increase Retention and Reduce Attrition Among Employees at ABC Company

The report discusses demographic trends related to retirement figures that would help managers in ABC organization understand the effect of it. It also provides suggestions to increase retention and reduce attrition among employees at ABC Company. The report also includes a scenario-based question and report on redundancy policy, exit interviews, and demographic trends.

Running head - SCENARIO BASED QUESTION AND REPORT
Scenario based question and report
Name of the student
Name of the university
Author’s Note

1SCENARIO BASED QUESTION AND REPORT
Task 1
The University of Sydney has been shaping the way and scope of education (The
University of Sydney, 2019). The university have distinguished policies regarding its regulation.
Although, The University of Sydney lags in the field of redundancies as there is no policies
regarding it (Brew et al., 2017). The following discussion contains a redundancy policy features,
demonstrating the policy’s background, policy statement, purpose of the policy, application of
the policy, approvals and policy reviews.
Background
The Redundancy policy 2019, states that –
a. Demonstrate the university’s assurance to minimize the involuntary redundancies
b. A framework will be provided for the transition in career aspects in the order to retain
talents in the university
The policy is developed on the basis of supporting the endowment that would be applied
to redeployment covered by The University of Sydney Enterprise Agreement Act 2018
Policy Statement
The policy would be applied to assist in guidance for the management in the process of
redundancy and voluntary retirement.
Policy purpose
The solo purpose of the policy would be providing information to the employees of the
university regarding their employment circumstances and the decision of the university regarding
your service to the university.

2SCENARIO BASED QUESTION AND REPORT
Application of the Policy
 Staff covered by the policy – the policy would be applied to all the staff that are
involved in the academic services. The policy would be applied on the fixed-term.
However, the policy is not applicable on staff that are in the university on
sessional basis, the employees that are on the employed for a period of six
months.
 Reason of Redundancy – The University would declare their employee’s
position redundant for the reasons of decrease in the number of students, financial
crisis, and change in organizational structure, technology changes.
 Formal notice of redundancy – The University would inform the particular staff
that have been affected and would indicate the time to the staff from when their
service would be terminated.
 Staff member may elect to take voluntary redundancy or redeployment –
Staff who would receive a formal notice from the university claiming that their
position have been declared redundant by the university could write 20 days
within the day of the notice issued for voluntary redundancy or redeployment
from the university.
 Redeployment, Relocation and Retraining – If the university is redeploying a
staff, then the redeployment would be in a suitable position inside the university.
For retraining, prior notice would be issues to the employee.
 Income Maintenance for Professional Staff – If a professional staff have be
declared for redeployment, the staff member would be paid the same amount that

3SCENARIO BASED QUESTION AND REPORT
was received by them if the position would not have been redundant in a period of
10 months from the issued date for redeployment.
 Severance Pay – In case the university gave offered a staff an alternate
employment who is entitled to the payment of severance, in that scenario, the
member would not be in position of receiving severance payment. A member of
the university who have selected voluntary redundancy or a staff that have been
chosen for involuntary redundant by the university, then the staff would receive
severance payment as follows
No of weeks worked
Completed years of
service continuously
Staff being less than 45
years old
Staff being 45 years and
older
5 13 16.54
10 32.55 32.55
15 42.85 42.85
20 53.25 53.25
 Capping of Notice and Severance Payments – Staff would receive a highest
amount of payment from redundancy severance payment and also any payment
would be determined by the university capped at 82 weeks’ salary.
 Involuntary Redundancy Payment – The involuntary payment would be paid to
a staff when the member is elected for seeking redeployment but is not applicable

4SCENARIO BASED QUESTION AND REPORT
for redeployment at a suitable position. They would also receive on the basis of
participation for trial redeployment period that have not been successful.
 Voluntary Retirement – Staff member that is within 4 years of their retirement
date, if the member is provided with a notice of redundancy could apply for
voluntary retirement.
Approvals
The approval to all the decisions that are related to the redundancy policy would be
according the university. The declaration of redundancy would be approved by the university
president. Decision of other board of members of The University of Sydney’s trust would be
required.
Policy reviews
The University of Sydney could make changes in the policy in required from time to time
to increase the effectiveness of the policy.

5SCENARIO BASED QUESTION AND REPORT
Task 2
Formal Exit Interview form of ABC Company

6SCENARIO BASED QUESTION AND REPORT
Exit Interviews – ABC Company
Context – ABC Company is obliged to inform that the solo purpose of presenting this exit form is to
analyze the opinions of departing staff members. These members are generally more impending and
constructive than the staff at their jobs. The Exit Interview Form would provide a scope for giving
feedbacks regarding the company and providing a positive leave note to maintain good relation with the
company. The following form is designed to identify the possible flaws in the corporation and
suggestion on improving them. With the concern of the departed staff, the questionnaires would help
ABC in gathering information that would be discussed with the management, so that before the staff
levaes, the raised issues are solved. A copy of this form would be retained by the HR department and
also would be placed on the staff’s personal file.
Staff member initials departing –
Faculty - Date –
Members of management conducting the Exit Interview –
1) For how many years the staff have worked for ABC? –
2) Please provide a reason for departing –
3) What is your recent plans? -

7SCENARIO BASED QUESTION AND REPORT
How ABC served the staff?
4) Could the staff describe the CPD that was provided by ABC? –
5) Name the achievements the staff was proud of while working for ABC –
6) What works well at in ABC? –
7) Advice some professional aspects for new staff members –
8) How would the staff present ABC in front of new employees? –
Staff’s Target
9) What did the staff wanted to achieve at ABC, but could not? –
10) What are the factors that does not work well at ABC? –
11) What would you miss after leaving ABC? –
12) What should be ABC’s top priorities and why? –
Optional Details
E-mail address - Phone number –
Address of new place of work -

8SCENARIO BASED QUESTION AND REPORT
Task 3
From the following case study, it can be attributed that ABC is lagging retention and
attrition among employees. The following discussion is based on providing suggestions that
would help ABC Company to increase retention and reduce attrition of employees.
One of the major factor for increasing retention among in employees in developing a
great job environment (Wu, Griffin & Parker, 2015). With the help of developing a home like
environment at work by mangers and leaders at ABC, employees would be motivated and
encouraged to provide their best in the work. Some of the following steps could be followed by
managers at ABC for developing a great job environment (Nagori & Singh, 2019).
a. Sometimes employees view their managers and leaders as invincible and resilient.
The image they portrait is misinterpreted by the employees. The employees view
them as being unapproachable. Managers and leaders at ABC could show some
vulnerability towards their employees, so that they get aware of the humane side of
their managers. Portraying an image of flawlessness could be intimidating that would
leave employees felt defeated. By showing that there is more human side of the
managers at ABC, in turn would help in developing a great job environment (Western
et al., 2016)
b. The manager could be more communicative toward their employees. This would help
the managers at ABC in knowing the strengths and weakness of the employees that
would be later applied by the mangers to allocate task according to their domain.
Another method of increasing retention at ABC Company would be good relationship
with peers (Schermuly & Meyer, 2016). Developing a good relationship with the peers would

9SCENARIO BASED QUESTION AND REPORT
help in improving the efficiency of the employees and the production of ABC Company. The
manager should be able to have and hold good conversation with the employees. This would in
turn help the manager in developing a good bond.
With clear goals, ABC would be able to increase their retention. Employees should be
aware of the goals of the organization so that it would help the employees’ work according to
that set goals.
The management at ABC should accept the following strategies to reduce attrition of
employees in the company (Showry & Manasa, 2016). The company should have a proper
hiring process for getting the right fit for the organization. A correct process for hiring would
help ABC in knowing the capability of the hired employees. Listening to the employees for
feedback would help ABC Company in reducing attrition. The company should monitor that the
employees are having fun alongside working. This would in turn help ABC in keeping the
attrition the lowest level (Hoffman & Tadelis, 2018).

10SCENARIO BASED QUESTION AND REPORT
Task 4
Short Report about Demographic trends related to retirement figures that would help
mangers in ABC organization understanding the effect of it.
Introduction
Demographic trends are demonstrated as the study of population growth of human and its
flow till death (Cairns et al., 2018). Demographic study related to retirement plans and figures
would help and organization in analyzing the need for saving and preparing plans for their retired
employees (Willoughby & Ndhlovu, 2017). The following report discusses about the
demographic study related to retirement figures that would help the managers of ABC
organization in understanding the effect it could imply on ABC.
Discussion
Over several decades, the population of ageing people in Australia have increased, that
had an implication on size of working age population and demand of skilled labor. Between 1996
and 2016, the portion of population from 16 to 64 has stayed stabled at Australia (Wade, 2018).
The portion of population aging 65 years and above have increased from 12.0% to 15.3% and
people aging above 85 years have increased from 1.1% to 2.2% (Toloo et al., 2015).

11SCENARIO BASED QUESTION AND REPORT
Fig 1 Showing the demographics of Australian population.
(Source-Abs.gov.au.2017). -
Fig – 2 Future population index that could increase in Australia.
(Source - Demographics.treasury.gov.au. 2018).
The above figures could be followed by ABC Company in understanding the effect of
retirements that could affect the company. The demographic graph stated in the above provide an
insight for ABC Company to prepare the retirement plans. As the more people are retiring as the
population have increased, the number of people of above 65 years have also increased. Thus,
ABC Company should monitor the above stated demographic charts for developing retire plans
and also these would help in understanding the effect it would imply on the company.

12SCENARIO BASED QUESTION AND REPORT
Conclusion
Thus it could be concluded that. due to the rise in population initially, the number of
elderly people would be increased as days passed by. ABC Company should develop strategies
to support their financial plans that would create greater retirement plans according to the
increase in population.

13SCENARIO BASED QUESTION AND REPORT
References
Brew, A., Boud, D., Lucas, L., & Crawford, K. (2017). Responding to university policies
and initiatives: the role of reflexivity in the mid-career academic. Journal of Higher Education
Policy and Management, 39(4), 378-389.
Cairns, R., Schaffer, A. L., Ryan, N., Pearson, S. A., & Buckley, N. A. (2018). Rising
pregabalin use and misuse in Australia: trends in utilization and intentional
poisonings. Addiction.
Hoffman, M., & Tadelis, S. (2018). People Management Skills, Employee Attrition, and
Manager Rewards: An Empirical Analysis (No. w24360). National Bureau of Economic
Research.
Nagori, P., & Singh, R. (2019). Study of Relationship between Job Stress and Job
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Schermuly, C. C., & Meyer, B. (2016). Good relationships at work: The effects of
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Showry, M., & Manasa, K. V. L. (2016). Attrition among the new hires: A soft skill
perspective. IUP Journal of Soft Skills, 10(4), 46.
The University of Sydney. (2019). Home. [online] Available at: https://sydney.edu.au/
[Accessed 22 Feb. 2019].

14SCENARIO BASED QUESTION AND REPORT
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