Analysis and Report: Strategies for Employee Management and Retention

This report identifies employee retention issues within a government department, focusing on the challenges posed by an aging workforce, declining productivity, and low morale. It highlights concerns raised by the human resource director regarding young employees' short tenures and perceived lack of career growth opportunities. The report suggests implementing improved communication, rewards, and recognition programs to address these issues. Furthermore, it recommends restructuring the human resource department and introducing employee training programs to foster better coordination and motivation, ultimately aiming to enhance employee retention and overall organizational performance. This document is available on Desklib, a platform offering various study resources and AI-based tools for students.

Running head: ASSIGNMENT ON EMPLOYEE MANAGEMENT
ASSIGNMENT ON EMPLOYEE MANAGEMENT
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1ASSIGNMENT ON EMPLOYEE MANAGEMENT
Identification of the issues
After having an interaction with the human resource director of the company, it is found
that the company is facing issues related to employee retention. As stated by the human resource
director, generally young employees do not wish to work with the company for too long as
compared to the experienced employees (Cloutier et al. 2015). The issue can put the entire
department in danger in a near future once the experienced employees retire due to lack of
knowledge. The human resource director highlights better opportunities in other organizations as
the reason behind this.
The other issue was identified during the interview session is that the young employees
consider lack of opportunities in regard to career growth (Deery and Jago 2015). As per their
survey of the employees, it has been observed such believe originated among the young
employees as most of the top-notch positions are occupied by the seniors. Lack of coordination,
appraisals from the seniors and corruption during the recruitment of the seniors were some of the
major issues that the department is currently facing.
Solution to the issues
In order to address the above issues, some measures can be adopted. Communication is
the one of most important aspect that needs to be implemented (Das and Baruah 2013). The
seniors must communicate and coordinate with the junior employees so that a healthy workplace
environment exists. As per the human resource director’s statement, he was unable to address the
issue of employee retention even after he had improved the salary structure. In that case, some
rewards and recognition need to be introduced to prevent the employee from leaving their jobs

2ASSIGNMENT ON EMPLOYEE MANAGEMENT
(Shields 2015). The regards and recognition need not be in terms of money only but can be
something else like appraisals, letter of recommendation and so on.
Recommendations
While implementing the recommendations, different strategies need to be applied that
were not used earlier. Employee training programs, therefore, can be introduced in order to make
both the employees learn how to communicate with each other (Keep 2014). The human
resource department should include the senior employees in order to motivate the junior
employees so that they stay in the organization for the long run. The human resource department
itself needs to be restructured in order to execute the above mentioned recommendations (Dobre
2013).

3ASSIGNMENT ON EMPLOYEE MANAGEMENT
References
Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The importance of
developing strategies for employee retention. Journal of Leadership, Accountability and
Ethics, 12(2), p.119.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Das, B.L. and Baruah, M., 2013. Employee retention: A review of literature. Journal of Business
and Management, 14(2), pp.8-16.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives, pp.109-
125.
Dobre, O.I., 2013. Employee motivation and organizational performance. Tabel of Contents.