Business Report: Analysis of Employee Retention Issues at MRG HPI

This business report analyzes the employee retention issues faced by MRG HPI, a company struggling with high employee turnover. The report identifies key problems such as untrained employees, lack of coordination, lack of trust, poor recruitment strategies, and inadequate leadership. It then proposes various strategies to improve retention, including enhanced training programs, improved communication, fostering a culture of trust, refining recruitment and selection processes, and recognizing employee contributions. Furthermore, the report emphasizes the importance of open communication, competitive compensation, and employee engagement to create a more positive and supportive work environment. The report concludes with a discussion of the company's communication plan, suggesting ways to keep employees informed and engaged to improve retention rates.

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Business Report
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Contents
Introduction.................................................................................................................................................3
Primary Retention Issues.............................................................................................................................4
Untrained employees...............................................................................................................................4
Repeating of Courses...............................................................................................................................4
Lack of Coordination...............................................................................................................................4
Lack of Mutual Trust...............................................................................................................................4
Lack in recruitment and selection strategy...............................................................................................5
Lack of Confidence in Leadership...........................................................................................................5
Lack of Recognition................................................................................................................................5
Retaining existing employees......................................................................................................................6
Other plans to communicate........................................................................................................................7
Communication Plan...................................................................................................................................8
Analysis of Communication Plan................................................................................................................9
Conclusion.................................................................................................................................................11
References.................................................................................................................................................12

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Introduction
Human Resource Management (HRM) is a department that works with individuals who
work in an organization to hire, organize and provide support and direction with them. The
systems and services where individuals are influenced are part of the HR domain, as you can
understand.In the human-resource (HR) environment the working environments that
communicate with clients and future workers are also components. The team leaders of the HRM
have the expertise, the resources available for the organization to work efficiently, schooling,
administrative services, and counseling, guidance in law and management, as well as talent
acquisition supervision (Bamber, Bartram, & Stanton, 2017).
HR staff is partially responsible for ensuring that the business has an overarching
mission, strategy and values shared and that workers continue to work with their organization.
These are motivational elements that make people feel that they belong to something greater than
themselves.The role of staff and civic outreach will also be funded by human resources
administration. They are also advisors and executive team leaders who deal in philanthropic,
community engagement and family-based activities. If the top performers of the company quit,
an organization cannot survive (Budd, & Bhave, 2019).
This is important that the management maintain the deserving workers who think and
contribute most to the company. A company needs committed and hard-working workers to
accomplish the purpose of the organization. Retention of personnel is defined as the capacity of a
company to maintain workers. It may also be called a cycle of inspiring and attracting people to
remain in an organization, for the benefit of the organization, for a longer period. The primary
aim of workforce management is to make employers and workers more comfortable. It allows
committed workers to commit to the company for longer stretches, and all partners profit in
exchange (Djankov, 2016).
In the following part there will be detailed discussion on the issues faced by company in
retaining its employee and the manner they can retain its employee in an effective and efficient
manner.

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Primary Retention Issues
The loss of workers is costly and a issue in companies across the globe. They use a large
part of their experience and skills any time an employee leaves.Therefore, in order to analyze the
case scenario MRG HPI focused over the issues that is faced by the company in providing the
quality service due to which they areforced to reduce its staff. Instead of offering and developing
the 15 course, the company is required to reduce its employee after hearing such issue the
talented or productive employee also leaving the office that decrease the retention ratio of the
company. There are certain issues that are faced by the company while retaining its employee as
they are explained in he below points:
Untrained employees
The employees who are working in the company were untrained. They did not able to
answer the questions that are raised by the client. Furthermore, the instructor was not good
enough to provide training to the clients that created hurdles for the client to understand the
course for which the training is given to them (Auer, & Cazes, 2017).
Repeating of Courses
The final course was similar to the previous course that shows the similarity of training
that is provided to the employees of the clients. It enhances the level of dissatisfaction among the
clients that affect the overall quality and image of the company to the certain extent
(Drahokoupil, & Fabo, 2016).
Lack of Coordination
There was lack of coordination among staff and manager that affected the overall
performance of the company to the certain extent. It enhance the level of tension among the
employee that create an retention issues for the company to the certain extent (Caroly et al, 2017)
Lack of Mutual Trust
Each working partnership works on a reciprocal confidence basis. A poor sense of trust is
a8 significant factor in employee revenue. A survey by Tolero showed that 45 percent of workers

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left due to loss of confidence.Employers have faith in their staff so that they can do the job they
have done. Employees expect their contractor to work in equal, secure and ethical circumstances
and to have the instruments they need. Therefore, in such scenario, the employees or staff of the
company does not able to trust its employer that forces them to leave this job. They were concern
towards protecting their job for longer period of time that forces them to grab other opportunities
rather than to stay here for short period of time (Graham, Murray, & Amuso, 2009).
Lack in recruitment and selection strategy
The company does not follow any rule or guidelines for hiring an employee. The select
SME’S without having technical skills due to which they are forced to hire technical persons for
that. They also hired employee on over budget that enhance the overall cost of the company
which at last pointing over the performance of the employee which de-motivate them to the
certain extent and enhance the overall cost of the company (Evans, 2017).
Lack of Confidence in Leadership
It is not difficult to resolve a lack of faith in leadership; only some considerate measures
are required. In order to analyze the case, the staff lost confidence on his leader as they feel their
job is not protected that made them force to leave such job and grab other opportunity as the
leader does not able to gain the confidence of employee and fail to provide proper guidancethat
decreases the retention ratio of company (Lim, Chalmers, & Hanlon, 2018).
Lack of Recognition
A significant part of the engagement and productivity of workers is appreciation for a
well performed work. A study by Bersin and Associates found, that "Companies which scored
31% lower voluntary turnover rates than the top 20 percent for creating a 'recognition-rich
community.’ “Employee engagement appreciation is one of the simplest and cheapest methods
of enhancing longevity. However, Bersin and Associates discovered in the same survey that just
58 per cent of workers recognized that their company already had a system of recognition. The
company didn’t recognize its employee that is one of the primary concerns for the company
(Morales Mediano et al, 2019).

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Retaining existing employees
 It is required for the company to reduce communication gap that will help in
understanding the issues and concern of the employee. The employees are scared for not
being protected in the company as they think that they can ask for leaving the job anytime
which force them to leave tis company before manager ask for. Therefore, it is required
for the company to understand the fear of employees and communicate them properly
and prove them assurance that they will not reduce the staff randomly. It will help in
retaining talented employees such as senior graphic lead and so on (Muma, 2018).
 Start by recognizing the work of workers in a manner coherent, important, and tangible
and linked to the goals and culture of the company. More and successful
acknowledgment means that projects already have the highest opportunity for meaningful
outcomes. In time, the window of perception closes with full effect (Musker et al, 2020).
 Not all types of recognition are similar, and although tenure-based recognition systems
are dominant, they also do not have the same effect. Under a tenure program, workers are
rewarded instead of making direct benefits to the company for the length of time they
have spent there.Start by honoring employee efforts in a manner that is consistent,
relevant, and measurable and connected to the organization's priorities and
culture.Further and effective acknowledgment assures that efforts have the highest
potential for beneficial outcomes at the moment. With time, the awareness window closes
as impactful as possible (PK, 2019).
 Incentives are important in retaining satisfied, dedicated and safe workers. However,
incentives will go way further than hospitals and paid maternity leave. You should also
consider giving stock options and other financial incentives to those who meet or remain
with you for a predetermined amount of time, says Pickett. Pickett. According to the
CTA, nearly nine out of ten businesses (88%) see reward and bonuses as the secret to
keeping their staff over the next five years. Therefore, MRG HPI can provide perk to its
remaining talented or productive employee that will enhance the interest of retaining
among the employees to the certain manner (Sandhya, & Kumar, 2011).

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 Furthermore, MRG HPI is also required to enhance its recruitment and selection
strategies,. They should set proper guidelines for specific job and placement must be
done according to the job post. They must hire multitalented employee that can help in
controlling the cost of the company to the certain extent (Shah, & Sarkar, 2017).
 The organization should build partnerships with prospective hires well before recruiting
an employee requires them. These suggestions also help the organization attract a wide
number of applicants while you have a position at your fingertips.When you recruit an
employee, you will grow the most skilled employees; the most likely they are to be a
skilled employee. Learn on to figure out the right ways to grow an employee's talent pool.
 Clear dialogue between staff and managers may lead to promote a mutual sense of
purpose and a mutual aim, Pickett says. Regular meetings where workers can give ideas
and ask questions and "open-door policy" which allow people to talk openly to their
bosses enable people to feel respected (Terera, & Ngirande, 2014).
Other plans to communicate
The other plans that need to be communicating to retaining and recruiting new employees are
explained in the below points:
 The first step to dedication and success is attendance. MRG HPI should make sure that
workers at all levels of the company feel 'in the loop,' insiders who care about their boss
as well as key policy makers in the hierarchy, use the best internal communication
strategy.It would only be achieved if the employees receive their updates from a
consistent contact plan that identifies and constructs the best networks. During the past,
telephone, fax or newsletter boards may be used, but they all run the risk of failure. It is
easier to post on a fuller site, such as an intranet (Tomlinson, 2018).
 The salary of the employees will be restructuring that will help in attracting productive
employees that will help in retaining the employees to the certain extent. Just 24 per cent
of "Generation X" workers believe financial security motivates them to stay in work,
according to a number of new studies on job retention. Nonetheless, 56 per cent of staff
claims they are already covered by medical services and pensions. Benefits which are
also valuable. Money cares. Wealth cares. What companysell your workers in this sector

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must be equivalent to other firms in your area of business.Once you have read these
figures, you would be forgiven if you felt that it would seem to provide more resources
and benefits to job retention problems more quickly. These are definitely two big
concerns that employers need to take into consideration and this is important for certain
workers (Muma, 2018).
 For hiring new employee, proper recruitment procedure will be follow in which with the
basic attribute, the profession and talent of the employee will be analyzed,. Therefore,
change in the recruitment and selection plan will e discussed with the HR that will help
the in recruiting new employee in an effective as well as in an efficient manner (Musker
et al, 2020)
 The changes required in the company will be discussed with the employees. It is one of
the important aspects that are required for the company to follow. The employees are just
upset from the decision taken by the company. It is required for the manager to discuss
the issues with the employees to clear their concern and query whatever is rising in the
mind when they hear that the company is planning to reduce the employees to cut off the
cost (Shah, & Sarkar, 2017).
Communication Plan
Audience Communication
Objectives
Message Channels Timing
Senior
instructional
Designers
Enhance the
overall quality of
service Discussing issues
faced by them
while providing
training
One on one
meetings
11.00 AM to
12.00 PM

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HR manager Putting right
person at the
right place
Change in the
recruitment
policy
Electronic
communication
such as mail
10.00 AM
Senior Graphic
Lead
Retaining in the
company
Special perks is
provided to him
to retain in the
company
One on One 1.00 PM to 3.00
PM
Remaining Staff To clear the
issues
The changes
requirement in
the company will
be discuss to all
staff
Group Meeting 3.30 PM to 6.00
PM
Technical
Writers and
Graphic Artist
Retaining in the
company
Increasing salary
of such
employees
Specific one on
one meeting
6.15PM to 8.30
PM
Analysis of Communication Plan
Communication plan play a vital role for the growth and development of the company. MRG
HPI is facing issue of retaining its employee due to the reason of lack of coordination among
employees and employers. Therefore, it is required for the company to prepare the
communication plan that will help in reducing the communication gap between employer and
employers. The communication plan is explained in the below template:
 Firstly the company will try to understand the issues that are faced by instructional
designers in proving the training to the clients. It is necessary to understand their issues

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and concern. Therefore, one on one meeting will be held for each instructional designer
to understand the actual issues or concern. It helps in creating trust among employer and
employees to the certain extent which could retaining the employees for longer period of
time and enhance the overall quality service (Caroly et al, 2017).
 Secondly, the employers will communicate with human resource manager for
recruitingnew employees on the pace of resigned people. In the meeting the new
recruitment policies will be discussed to the HR manager which will help them to put
right people at right place at low cost (Sandhya, & Kumar, 2011).
 It is one of the motives of manager to retain senior graphic leader due to the reason it is
the backbone of the company. therefore, the manager will offer price some perks to the
senior graphic manager which will enhancing the interest of such employee to retain in
the company for longer period of time.Other than that the company will also provide
wellness service to the senior graphic manner to earn the trust and confidence of them to
the certain extent (Auer, & Cazes, 2017).
 Furthermore, the technical writer and graphic writers will be offered high salary by
manager to retain in the company. Manager will take one on one meeting with technical
writers and graphic writers that will support the company to not stop their work and can
able to enhance the quality work to the certain extent (Evans, 2017).
 The most important discussion that will be done by manager is communicating with all
the remaining staff due to the main reason, the issues were not discussed with the
employees but still some of them left the office and other employees is planning to leave
the company. Therefore, the group meeting will be helped in which the issues faced by
the company will be communicate to the employees. Ithelps in creating bond among
employees and employer which could help in retaining the employees to the certain
extent. The employer will discuss the mannerthey will reduce the staff. They have a
motive to regain the trust of its entire employee so that employees can ableto focus over
the quality work rather than wasting their time in searching new opportunities in the
market (Djankov, 2016).

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Conclusion
From the above analysis it can be concluded that The HR staff are largely responsible for
ensuring that the company's overarching mission, plan and values are shared and that workers
continue to work together. These are motivational elements which make people feel more
important than them. The position of workers and public service is also provided by the
department of human resources. We are both advisors and corporate team members and are
associated in philanthropic, civic engagement and family traditions. An organization cannot
survive unless its top performers depart.The lack of jobs is costly and a major issue for
businesses. Whenever an employee exits, they lose a big portion of their skills. For this cause,
MRG HPI concentrated on the challenges that the organization faces in the quality of operation
that compel it to reduce its workforce in order to evaluate the case scenario. Instead of providing
and developing the 15 course the company must reduce the talented or productive employee's
retention rate of the company after hearing such an issue. The company must also leave the
office. There are certain issues that are faced by the company in retaining its employees which
include trained employees, repeating of courses, lack of coordination, lack of mutual trust and so
on. The company can retain its employee through reducing communication gap among that and
with other manner. The company is also required to enhance the salary of some of its employees
can change its recruitment strategies that will help them to put right people at right place in an
effective manner. Therefore, MRG HPI is required to create effective communication plan to
reduce such gap which willhelp in increasing their productivity in an effective and efficient
manner.

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