Combating Employee Attrition in Organizations

This assignment focuses on the issue of employee attrition within organizations. It requires a detailed analysis of various factors contributing to attrition and the development of strategies to combat it. The discussion should encompass recruitment and selection processes, employee retention initiatives, career progression pathways, and the creation of a positive work environment that fosters engagement and loyalty.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Importance of recruitment and selection in attracting and retaining employees
Name of Student
Name of the University
Author Note

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Introduction
The recruitment and selection is one of the most important jobs of the human resource
department, which is responsible for reduction of turnover in the company (Beardwell &
Thompson, 2014). The process of recruitment is concerned with the creation of a suitable pool of
employees and selecting the best candidate from them. The organizations employ number of
background checks as well as recruiting methods for employing the best possible candidate.
These processes ensure that the organizational productivity is increased and the employees
contribute to the organizational success (Beardwell & Thompson, 2014). This is a changing
business world and companies need to recruit people who are loyal, adaptable, confident,
dependant and knowledgeable in their own aspects. There is also the requirement of good team
bonding and good communication skills, which have become pre-requisites of getting employed
in multinational companies. This essay would discuss some good literary works by implementing
critical or analytical thinking. The corresponding HR theories and concepts would also be
discussed.
Discussion
As defined by Beardwell and Thompson (2014), the strategic human resource
management of the firm is concerned with the process of linking the social, human and the
intellectual capital of the employees by fulfilling the strategic needs of the company. The
screening process should be a powerful one in which the candidates are judged on the basis of
what they can offer to the company (Beardwell & Thompson, 2014). The company should use
strong judgmental capabilities to determine the strategic fit of the concerned candidates and if
they are able to fulfill the organizational goals. It is important to understand the “job hopping”

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tendency of the candidates, which is concerned with the tendency of the candidates in moving
quickly from one job to the other (Chelladurai & Kerwin, 2017). The recruiters should pay
attention to the duration of the concerned candidates at their previous jobs as well as carefully
monitor their references (Beardwell & Thompson, 2014). This would make them retain these
candidates for longer period of time by eliminating the employees who have a tendency of
switching jobs frequently. As argued by (Brewster, Mayrhofer and Morley (2016), the
employees gets demotivated if they are faced with a gradual decrease in their responsibility. In
such instances, the employees feel insulted and they tend to disconnect with the organization.
As opined by (Leong (2014), the Krumboltz theory focuses on the fact that there is a
need of the people to change within the transforming labour market. The management of the life
transitions is an important consideration in the career management skills of the employees. This
theory focuses on the need of planned activities in recruitment process from the point of view of
the candidates (Beardwell & Thompson, 2014). The planned recruitment as well as selection of
the employees would makes sure that they stay in the organization As opposed by Patton and
McMahon (2014), the Holland’s Theory of Career Choice, the employees are known to prefer
jobs in which they find similar kind of people around them or there are employees in the
organization, whom they like them (Beardwell & Thompson, 2014). The employees choose job
roles and prefer the work environments in which they would be able to use their abilities as well
as skills in a better way. This theory is helpful in the recruitment and selection of the people in
which the employees are free to express their values and attitudes, while they have an effective
affinity between the environment and the personality (Beardwell & Thompson, 2014). The
employees who have favorable job environment in the organization are more likely to be loyal in
the organization and this is because of the fact that the employees tend to enjoy their stay in the

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firm. The Holland theory is concerned with the personality types such as investigative, realistic,
social, artistic, conventional and enterprising (Beardwell & Thompson, 2014). It is presumed that
while recruiting, if the candidates possess such qualities, then there would be less attrition rate of
the organizations.
The good recruitment as well as selection of the employees would lead to understanding
of the attitudes and mind set of the employees (Call et al. 2015). The fresh talents should be
scrutinized well and their value system should be measured. An effective HR would come to
known if the employee is grounded enough and his individual objectives are aligned to the
organizational objectives or not. The recruitment process prepares the candidates well so that
they can perform their duties well in the organization (Beardwell & Thompson, 2014). This
would automatically lead to a subsequent decrease in the turnover level of the firm, since the
employee is likely to continue in the organization for longer duration (Call et al., 2015). In the
instance that the right candidate is not recruited, then it may result in the creation of chaos as
well as imbalance in the organization. The recruitment process plays a vital role in creating
balance as well as harmony in the organization.
As commented by Breaugh (2017), an effective recruitment process would also enable
the employees to understand if they would be able to work in the organization. The recruitment
process should not only check the quality of the candidates, but it should also provide adequate
information to the candidates regarding the organizational mission, values, culture and the
reporting types (Call et al., 2015). This would also increase the chances of employee remaining
in the organization for quite some years. This is because of the fact that if there is a match
between the organization and the employees, then there would be positive recruitment and if the
employee is unable to accept the terms and conditions of the employer, then he or she would

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simply not join the organization (Krueger & Casey, 2014). This would automatically indicate the
fact the organization would be having a stable and low attrition rate.
As stated by Glaser (2017), the grounded theory methodology often helps the researchers
in expanding the knowledge as well as application of the HR practices in the process of
recruitment and retention. This theory enables the interviewers to let the candidates express
freely and hence follow the path of the interview (Call et al., 2015). This kind of interview has
no rigid structure and hence it leads to the development of new knowledge as well as
comprehension. If the interviewee is subjected to more liberal approach in the interviews, then he
or she should have the perception that the organization is considerate about them and would
support them whenever required (Call et al., 2015). This would increase the overall employee
satisfaction and there would be good organizational culture. This would also mean an increase in
the productivity as well as loyalty factor of the employees (Gentles et al., 2014). The recruiter
should be aware of the strengths as well as weakness of the employees so that they can be
channelized in the right direction. This factor would also lead to less attrition rate of the
employees as they would be enjoying their stay in the organization.
The views of Palinkas et al. (2015) indicate that the recruitment and the selection process
also implies the internal recruitment methods used. This primarily comprises of the internal
promotion method selected and the transfer of the employees into more suitable job roles. The
internal promotion is always positive for the company and it boosts the employee morale. If the
internal recruitment is done in a correct manner, then it would surely affect the wellbeing of the
employees and they would be delighted to perform better at the new job role (Call et al., 2015).
This also implies the fact the employees would be satisfied to give higher productivity in their

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new job roles. This implies that the organization would be able to retain the employees for a
longer duration.
The recruitment process should make the business profitable and it should be efficient in
the long run. This process should identify the candidate who would be useful for the organization
in the long run (Call et al., 2015). The recruitment process should not only match the
qualification of the candidates but it should also look for candidates who are aligned with the
core values of the company (Bartneck et al., 2015). The recruited candidate should fit into the
organizational culture in a perfect manner. The organizations should also look for the fact that if
the concerned candidates are able to adjust with the organizational values. The organization
should understand the fact that if there is improper recruitment and the selection of the wrong
person, then there would be high turnover of the company. This would not only imply a great
financial loss but it would also damage the reputation of the company.
(Anitha, (2014) states that the recruitment process should enhance the career path of the
employees. This is because of the fact that the job should be vital in shaping the career of the
employee and this should act as the guiding factor. The positive attitude would help in the higher
performance of the employees and hence there would be improved customer perceptions of the
firm. The positive attitude would also mean that there would be enhanced customer satisfaction
as more number of customers would be eager to purchase the products or services of the firm
(Call et al., 2015). This also makes it sure that the employees are given perks and benefits, which
would help them in increasing their motivation levels. This would also ensure that the employees
would not be eager to leave the organization and join some other firms.
Conclusion

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The recruitment and the selection process would comprise of the effective tactics that
would be needed to deal with the process of attrition. It is important to make the employees stay
for longer duration by providing those adequate facilities as well as career progression paths. The
recruitment and the selection process would be altered so that it satisfies the interests of the firm
in the best possible way. The organizations should strive to make more effective recruitment
policies so that they are able to retain the candidates for longer time period. It is important for the
companies to focus on retaining the new candidates for longer time period so that there is an
overall increase in the organizational productivity.

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References
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