HRM Report: Analysis of Employee Retention and Communication

This report, focused on Human Resource Management (HRM), addresses critical aspects of employee retention within an organization. It begins by identifying primary retention issues such as untrained employees, lack of coordination, recognition, and trust, alongside ineffective recruitment and leadership. The report emphasizes strategies to retain existing employees, highlighting the importance of recognizing their efforts and implementing communication plans. It provides steps for effective communication, including proper information transformation, salary restructuring, and employee consultation. An analysis of a communication plan for MRG HP is presented, focusing on understanding employee issues, strict hiring practices, retaining senior leaders, and rewarding employees. The report concludes by summarizing the HR department's role in achieving company objectives and supporting employees. References to relevant academic sources are included.

Business Report
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INTRODUCTION
•Human Resource Management (HRM), an important
element of an organization.
•The department is wholly responsible for the
organization objectives, HR management, developing
strategies and hiring personnel.

Primary Retention Issues
There are some of the following issues du to
which employees does no retain for the longer
period of time are as follows:
 Untrained employees
 Repeating of Courses
 Lack of Coordination
 Lack of Recognition
 Lack of Mutual Trust:
 Lack in recruitment and selection strategy:
 Lack of Confidence in Leadership:

Retaining Existing Employees
 The foremost important tool is to focus
on existing employees and make plans
and strategies to retain them for the
longer period of time.
 Retention of existing employees benefits
a lot to the organizations as they well-
know about organization’s environment.
 Employees want organization see their
efforts and greet them for that.

Other Plans to Communicate
There are some step such as:
 Proper attendance and information
transformation is highly required.
 There must be a fix time period for the
restructuring salary so that employees will
work productively.
 Proper recruitment procedure must be
followed.
 Before applying any change the management
mist consult with employees and other staffs .

Communication Plan

Analysis of Communication Plan
 The MRG HP is going through the major problem and
therefore, a goof communication plan is in highly demand.
 First, company needs to understand the situation of
employees their problems which they are facing.
 Secondly, the HR department need to be more strict and
mature while hiring new staff so that only competent staff is
hired.
 Moreover, managers need to retain the senior leaders as
they are highly experienced and vital for company
dealings.
 Furthermore, employers should consult with its employees
when any change is required and also, employers should
reward their and staff and recognize their efforts.

Conclusion
 The above information can be
summarized in the form that HR
department is wholly and solely
responsible for the company's targets.
 They are the main supporters and
backbone of company and its
employees.

References
 Auer, P., & Cazes, S. (2017). Employment stability and flexibility in
industrialized countries: the resilience of the long duration employment
relationship. In Labour Market and Social Protection Reforms in
International Perspective (pp. 91-96). British: Routledge.
 Bamber, G. J., Bartram, T., & Stanton, P. (2017). HRM and workplace
innovations: formulating research questions. Personnel Review.
 Budd, J. W., & Bhave, D. P. (2019). The employment relationship: Key
elements, alternative frames of reference, and implications for HRM. SAGE
handbook of human resource management, 41-64.
 Sandhya, K., & Kumar, D. P. (2011). Employee retention by
motivation. Indian Journal of science and technology, 4(12), 1778-1782.
 Shah, S., & Sarkar, S. (2017). Impact of Organizational Culture on
Employee Retention: A Theoretical Perspective. Asian Journal of
Management, 8(4), 1261-1270.
 Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job
satisfaction and employee retention. Mediterranean Journal of Social
Sciences, 5(1), 481.