Analysis of Retention and Separation Best Practices for Java Corp

This memo, written from the perspective of a new HR manager at Java Corp., addresses the company's challenges with employee retention and high turnover rates. The memo identifies both voluntary and involuntary turnover, highlighting the need for effective strategies. The author proposes enhancing employee engagement through motivation, competitive salaries and benefits, and ensuring the right hiring process. To reduce involuntary turnover, the memo emphasizes the importance of progressive discipline policies, creating a structured and ethical workplace. The memo also stresses the importance of a legally-sound policy and emphasizes that employee discipline is about creating a safe and pleasant environment. Finally, the memo suggests documenting all behavioral issues for future analysis.

Running head: RETENTION AND SEPARATION
Retention and Separation
Name of the Student
Name of the University

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Memo
To:
From:
Date:
Re:
As a new HR manager of Java Corp., it has come to my notice that this organization is having
trouble in retaining their valuable companies and thus the consequence has led to an
increment in the employee turnover and termination of several number of employees for their
inadequate performance. What I believe is that the employees need some practices that would
keep them engaged and the best practice of doing so is by creating diversity and by being
flexible. The company would support diversity and inclusion and it will help in the increment
off employer brand. It would also increase the performance of Java Corp. I have also thought
of building flexibility in the work culture so that the workers feel comfortable outside the
work; this would help them to be more engaged and focused.
Recently the company is facing an increase in the employee turnover rate; both involuntary
and voluntary turnover is taking place. Involuntary turnover includes termination of poor
performance employees and this type of turnover indicates company’s lack of effort in
management and also in its financial operations (Cran, 2012). Voluntary turnover occurs
when employees leave their job because they got a better job offer somewhere else, or got
transferred or retired. This can be a negative aspect for the company since it may involve loss
of valuable employees. Since Java Corp is facing both types of turnover, it is in dire need of
retention strategies. The first and foremost strategy that I would apply for reducing retention
of employees is enhancing employee engagement. I believe that distraction is not the only
thing to blame for employee disengagement; distraction is merely a product of lack of

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motivation and as the new HR manager of Java Corp., it would be my priority to enhance the
employee engagement through motivation. The other strategy that I would impose would not
only retain the turnover of employees, but it will also motivate them as well. I have decided o
male the salaries and the benefits that our workers receive will be competitive, so that there
are no voluntary retentions for salary issues. Moreover, to reduce the involuntary employee
turnover, it will be ensured that the right candidate is hired from the start (Cloutier et al.,
2015). Employees will be more appreciated and rewarded and I would ensure to prioritize
their happiness.
Whilst ensuring to prioritize the happiness of the employees, I know that there is a possibility
that they can take their job as taken-for granted. This is the reason I will also have my focus
on the implementation of progressive discipline in the employees. Imposing this is not an
easy task since there is always a risk of attempting discrimination unconsciously, but the
consequences of neglecting discipline in employees will have long term negative impact.
Progressive discipline policies would provide a structure to the organization as well as it will
retain the involuntary turnover rates of employees. Through progressive discipline policies,
an ethical culture will be maintained within the workplace and thus it will prohibit any
employee to violate any company policy or attempt any kind of unethical behaviour for the
fear of termination. Moreover, the managers and supervisors will also gain an idea of
standard that they have to maintain in the workplace regarding the performance of the
workers.
It must be stated that I am well aware of the fact that in order to impose progressive discipline
among the employees, a legally- sound policy is required. Employee discipline is a grave
matter and it is not about imposing punishment or dominance but about making the ambience
of the workplace safe and pleasant for both the management team and the employees (Noe et
al., 2020). Framing the policy is our responsibility but the employers must be well aware

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about what the law says on the topic of employee discipline. The employer must always have
it in mind that a company policy does not protect any kind of personal right to terminate any
employee at their own will. Every employee must be clearly informed about what kind of
behaviour is acceptable and what kind of behaviour is not at all tolerated. Managers should
not show any signs of favouritism and they cannot discipline any worker or a group of
workers for wrong reasons or in any manner that is illegal or abusive. Finally, it should be
always be noted that every evidence of employee behavioural issues should be collected and
documented for a certain period of that so that it can be reviewed and analysed in future
circumstances.

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References:
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The importance of
developing strategies for employee retention?. Journal of Leadership, Accountability
and Ethics, 12(2), 119–129.
Cran, C. (2012). Top 10 employee retention strategies. Managing People at Work, (369),
6.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human
resource management (8th ed.). New York, NY: McGraw-Hill. Available in the
courseroom via the VitalSource Bookshelf link.