Key HR Priorities for Attraction, Retention, Engagement, and Development

Learn about the key HR priorities for attraction, retention, engagement, and development to improve employee performance and satisfaction. Discover how to offer competitive benefits, provide small perks, foster employee development, create open communication, and automate the review process. This presentation covers strategies for hiring human resource professionals, detecting positive capabilities in employees, empowering employees, setting and updating goals, and offering growth opportunities.

Key HR Priorities
ATTRACT
 Offer competitive benefits packages
 Provide small perks e.g. dry-cleaning pick-ups and free snacks on
some days.
 Put out ads for financial rewards towards the employees that
manage to meet their performance goals in the predetermined
time.
 Hiring of human-resource professionals.
ENGAGE
 Stop any unnecessary tension like dedicating around behaviour of engagement.
 Detect the most positive capabilities in the people.
 Empower the employees in order to discover potential.
 Put the employees in a position of power and review their reaction and engagement in various tasks.
 Share the success build with the employees so as to improve their performance.
 Be constituent in the leadership ways and also have the employees back.
RETAIN
 Use contests and incentives in aim for staff to keep motivated
and feel rewarded.
 Keep open promotion opportunities among employees whenever
possible.
 Fostering employee development through training.
 Create open communication between the employees and the
management.
DEVELOP
 Set and update quarterly goals
 Offer individuals the opportunities for growth.
 Have frequent review meetings so as to see the progress of the employees performance.
 Automate the review process to ease the measurement of performance all the year round.

Key Attraction Priorities
1. Offering Competitive Benefits packages.
⁻ Offering competitive gloss salary
⁻ Offering comprehensive insurance benefits packages for
the employee
⁻ Offering paid time off from work
⁻ Offering disability insurance for employees.
2. Provide small perks e.g. dry-cleaning pick-ups
and free snacks on some days.
 Offer discounts for a company referred dry cleaning company for
suits and other official attires
 Offer snack days that are suite the employee taste.
 Hiring of human-resource professionals.
3. Hiring professional Human resources
– Engaging HR professional who are people connected
than they are to the profits the company can gain.
– Hire HR professional that have excellent understanding
to employee problems
– Hire employees that engage the employees in a
personal level and have good communication skills.

Key Engagement Priorities
1. Detect the most positive capabilities in the people.Insert component
⁻ Be able to detect special skills in the employees that can enhance their capability in their work.
⁻ Be able to motivate the employees to tap into their hobbies and skills more to enhance their capability.
⁻ Be able to provide an environment where an employee can grow their skills.
2. Empower the employees in order to discover potentiall.
• Provide incentives that employees can be able to use to build up potential like conferences and workshops,
• Be present in the employees work life and be able to engage with them
• Be available for consultation with employees for improvement of skills and clarification of queries.
3. Share success build with employees
• Involve them in reward ceremonies for achievement of goals,
• Share in profits attained by the company
• Share in the glory through distribution of the new opportunities coming up from the success.

Key Retention Priorities
1. Keep open promotion opportunities among employees whenever possible.
⁻ Engage healthy competition among the employees that promotes promotion opportunities.
⁻ Perform frequent reviews for the employee performance to determine successful promotion candidates.
⁻ Provide challenging tasks that challenge the employee to work towards achieving the task.
2. Fostering employee development through training.
• Creating workshops for the improvement of skills among the employees.
• Create programs that are geared towards improvement of performance and skills.
• Encourage innovation and creativity among the employees through training of new technology
3. Create open communication between the employees and the management.
• Create open opportunities for healthy competition among the employees.
• Crete a communication system that allows the employees to air their views

Key Development Priorities
1. Set up and Update quarterly goals
⁻ Constantly review the goals every quarter
⁻ Analyse the strengths and weaknesses in performance and what needs change
⁻ Put in together effort to achieve more
2. Offer individuals the opportunities for growth
• Offer employees individual tasks to gauge capability and help them grow
• Create engaging tasks that are beyond the employees comfort zones for growth.
• Bring in new talent every now and then to keep the employees motivated to work towards development.
3. Automate the review process to ease the measurement of performance all the yea round
• Use new technology that updates the employees on their performance levels.
• Use new technology that analyses employee performance and skills for employers.
• Keep the progress lopped so as to analyse performance and profits gained over a period of time.