Attracting and retaining staff Assignment
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Added on 2021-02-21
Attracting and retaining staff Assignment
Added on 2021-02-21
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Attracting andretaining staff(revised)
Table of ContentsINTRODUCTION ..........................................................................................................................1Attracting and retaining employees in education sector.........................................................1CONCLUSION ...............................................................................................................................7REFERNECES ...............................................................................................................................8
INTRODUCTION Retaining and attracting employees is an important part of any organisation. The mainfactor of attracting top talents of company and also retaining the existing employees is beneficialfor the company. Companies can attract and retain top employees by creating high level ofsatisfaction among employees. If any organisation losses employee, this influences productivity,morale and overall profitability of a company (Iqbal and Hashmi, 2015). The followingassignment consists of essay on the topic – “Attracting and retaining employees in educationsector”. Attracting and retaining employees in education sectorEmployee retention has become a major concern of lots of companies nowadays.Organisation is a set up in which individuals come together for working in unison for attainingcommon goals and objectives. Employees are lifeline of the company and these contribute tosuccessful functioning of the company Aruna, & Anitha, (2015). An organisation cannot sustainfor longer if employees are not satisfied and working effectively. Retention of employees isdefined as different policies and practices that allows an employee to work in the company forlonger period of time. There are many reasons of employees to leave an organisation. Employeeretention means that company has the potential to keep it's employees (Erasmus, Grobler andVan Niekerk, 2015). This can be represented by a statistics i.e. 80% reflects that an organisationkeeps 80% of employees in a given period. Employee retention is important for both employeeand the organisation. Employer are responsible for retaining best employees in the organisation.There are various opportunities with employees and they can switch to next job when they wantto. There are different ways by which employers retain their workers and employees Nankervis,& Et. AL. (2017). This includes support, relationship, compensation, growth and environment.An effective employee retention is defined as systematic effort made by employers for creatingand fostering an environment which encourages workers to remain employed by obeying allpractices and policies. Retention of employees is an essential tool for long term success andhealth of a company. Retention of best employees ensures satisfied collogues, customersatisfaction, effective succession planning and organisational learning and knowledge. If anyorganisation fails to retain employees, it is costly proposition. Employees are the most importantasset for any company and if they leaves, it costs up to three or four times of salary. There are1
different ways of employee retention in education sector of the country. Some of these are talentattraction and selection, talent retention and development, managing workplace health andsafety, work design in changing environment and workplace negotiation processes. Educatorretention is the biggest challenge faced by country today Bland, Church, & Luo, (2016). Theturnover of teachers influences whole environment of university, college or school negatively.High turnover of teachers decreases the overall experience level of campus or universities. Thebiggest challenge for educator retention is to provide effective training programs. There arebasically five factors that allows a teacher to stay in an organisation or leave it (Chaudhary andBhaskar, 201). These are salary and compensation, preparation and costs to entry, hiring andpersonnel management, induction and support from staff and working conditions of theworkplace. Salaries and compensation – The salary of teachers affects supply of teachers including qualityand quantity of individuals preparing for becoming teachers and distribution of teachers withindistricts. Salary of teachers affects teacher attrition. When teachers are working in small districtsat lower wages then they are mostly seen leaving their jobs. Salary of teachers in Australia arelower than salaries which are given to other college graduates Nankervis, & Et. AL. (2017).Teaching profession offers a very less salary to freshers than other professions. In the mid ofcareer it is very difficult for teaching professionals to rely on single income. The public schoolteachers are earning a same compensation as compared to other workers having same collegedegree (Hakeem and Gulzar, 2015). Within time, there is a good hike in compensation given toteachers including their salary, health benefits and pension. In order to improve recruitment andretention of good teachers, districts and states can maximise salaries offered to teachers inschools. For doing this, states can fund statewide salary minimums which equalise pay andincentives. Districts can also negotiate salary structure which helps in retention and makingcompensation packages competitive in local market. Districts and states can provide low incomeschools and districts for attracting and retaining quality teachers. Funding must be effectivelyutilised for developing career opportunities of teachers. Districts must take care of salary andresources linked with distribution of teachers. The government has to provide good funds forimproving quality of teachers and making them competitive in today's world. Districts and statescan enhance overall compensation of teachers by providing housing incentives Bode, Singh, &Rogan, (2015) These consists of money for expenses like relocation, rent, discount homes,2
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