Professional Development Experience 1: Employee Retention Strategies

This report details a student's professional development experience focused on employee retention strategies within an organization. The student, acting as an HR manager, outlines the planning and implementation of various strategies, including training and development programs, feedback mechanisms, and reward systems. The report evaluates the success of these strategies, highlighting the importance of recognizing employee efforts and fostering a positive work environment. It further explores the practical application of Maslow's Hierarchy of Needs theory to enhance employee satisfaction and retention. The student also identifies barriers encountered, such as employee specialization gaps and the need for global recognition, alongside strengths like effective training and reward programs. The analysis concludes with an assessment of the goals achieved and an action plan for future improvements, offering valuable insights into the challenges and rewards of managing employee retention.

Professional Development Experience 1

Table of Contents
ASSESSMENT-2 Log book and project.........................................................................................3
Reflective log...................................................................................................................................3
How did you plan your activities?...............................................................................................3
Have you managed to reach the goals projected?........................................................................4
Detailed description of the project...................................................................................................4
Skills, Knowledge and attributes gained during the working and learning experience?.............4
Practical application of ideas: Maslow’s need Hierarchy Theory...............................................5
Barriers and Strengths of the experience.....................................................................................6
Meeting of goals and objectives..................................................................................................7
ACTION PLAN...............................................................................................................................8
REFERENCES................................................................................................................................1

ASSESSMENT-2 Log book and project
Reflective log
How did you plan your activities?
In order to enhance the employee retention within an organization, I will implement the
following strategies:
 I will encourage the introduction and scheduling of training and development
programmes within the organization (Naz and et.al 2020). This is so because knowing
the roles and responsibility of our job and then being to justify the same by our work, it is
essential that the employees must have the required skills within themselves that will help
them in understanding and then retaining within the company.
 I will develop a culture that promotes feedbacks within the enterprise. Feedback works
as a guide for the company in determining the needs and wants of the employees within
the organization and thus works on the same in order to raise employee satisfaction
within the company.
 My strategy to retain employees within the enterprise will also include providing the
employees with rewards and recognition within the company. In order to enhance the
motivation among the employees, I will recognise the efforts of each and every individual
working within the company and thus provide them with rewards for the hard work done
by them (Tarar, 2021). This will help the company in increasing the employee
engagement within the company and thus retaining them within the enterprise.
 Similarly, I will focus on the skill development of the employees within the company
which will help the employees in understanding their job and thus carrying out their roles
and responsibilities in an enhanced manner within the company. The higher the
efficiency of the employees the more benefits the organization will provide the

employees which will help the company in retaining the employees within the company
for a long period of time.
Have you managed to reach the goals projected?
As a human resource manager within a reputed company, I have been able to accomplish
certain goals. But, there are still many things that I will have to focus on within the company in
order to enhance the employee retention within the company. I can say that I have partly
achieved my goals. I am working within a company from a long time now and I have noticed
that as I have implemented the strategy of recognising the efforts made by the employees within
the company and thus providing them with the required rewards has reduced the employee
turnover rate of the company (Biason, 2020). Similarly, I have identified that the technique that
in implemented which included the introduction of training and development programmes also
helped the employees in enhancing the retention of workforce within the company. It has been
observed that training and development programmes are very helpful in retaining the employees
within the company as it helps the organization in developing an understanding within the
workforce of the company with respect to how they should carry out their roles and
responsibilities within an organization. This has helped me in retaining the employees within the
company to a great extent.
Detailed description of the project
Skills, Knowledge and attributes gained during the working and learning experience?
While planning the strategies that will help me in enhancing the rate of employee
retention within the organization, I learned a number of things. I learned the importance of
various aspects that are very vital to the success of an organization in retaining the employees
within the company. I learned the value of feedback from the employees and how important it is
to value the opinions and valuing the employees within the company (Yusliza and et.al 2020).
While developing the strategies for retaining the workforce, I realized that it is important to value
the employees as it develops a sense of importance within the workforce and motivate them to
continue to be part of the organization and also influences them to increase their performance.
I also learned the importance of feedback. I determined that the asking for feedback from
the employees helps the company in developing a great bond between the employer and
employee within an organization. When the organization asks the employees about their opinion
on the culture of the company, the values, the working environment provided to them, it helps

them in getting comfortable within the company and also helps them in enhancing their
productivity within the organization. I also learned the importance of training and development
programmes within an enterprise. It has been determined that the training and development
programmes helps the employees in easily understanding their job roles and responsibilities
within the enterprise (Singh and et.al 2022).The training and development programmes helps the
individuals working within the organization in improving their existing skill set within the
company. Now a day, it has been observed that the organizations have to constantly implement
the new technology within the company in order to boost the productivity and success of the
workforce within the organization. Therefore, it gets essential for the organization to make sure
that the workforce has sufficient knowledge and understanding towards the technology used by
the organization. This knowledge and practical applicability of the technology can only be
developed within the employees by providing them the required amount of training as and when
it is required by them within the company.
Practical application of ideas: Maslow’s need Hierarchy Theory
In order to increase the employee retention within the company, I will implement the
Maslow’s Need hierarchy theory within the organization, which has been explained below:
Physiological needs
In order to retain the employees within the company, it is essential for the organization to
determine the different needs of the employees within the company and satisfy them in order to
encourage them to be a part of the company for a long period of time and contribute to the
success of the enterprise. For the same, I will make sure that the physiological needs of the
workforce within the enterprise, for instance, air, food, drink, shelter, sleep are being satisfied or
not. I will try to provide the employees with quarter facilities who are staying away from their
homes to make a living.
Safety needs
I will ensure that the organization follows the required safety laws, employment related
laws within the company (Taha and Esenyel, 2019). This is to make sure that the workforce
does not have to face any kind of issues related to exploitation, any other kind of difficulties for
that matter. Also, provide the employees with a safe and healthy working environment.
Belongingness

In order to provide the employees with satisfaction from the job, I will make sure that all
the problems associated with the employees in their professional and personal lives get solved on
time. They will be getting the required amount of support for their families too.
Esteem needs
In order to satisfy the esteem needs of the employees within the company, I will ensure
that the employees get respect from the management and their colleagues within the company.
Self-actualization
Similarly, for the purpose of satisfying these needs of the workforce, the organization
will conduct timely training and development programmes within the company.
Barriers and Strengths of the experience
Barriers
While implementing the required strategies within the company, I had to face certain barriers,
which includes:
 I noticed that even though I was trying to provide the employees with benefits and perks
in relation to the efforts made by them within the organization, most of the employees
were not happy within the company as they were not getting enough exposure from the
organization (Al-Suraihi and et.al 2021)It has been noticed that now a day each and every
employees wants to work for the organizations that have a prestige all over the world.
This factor was a challenge for me as even though the employees were getting enough
perks and rewards for their contribution but still they were not satisfied with what has
been provided to them.
 Another challenge with respect to the employee retention that I faced within the
organization was that there were many employees that were not specialised in their job
roles and responsibilities. I conducted various training and development programmes
within the company for the workforce in order to boost their productivity and bring the
efficiency within the individuals. But, the existing employees within the company were
not specialised in their field. Therefore, they were not able to effectively develop the
required skills within the individuals as expected by the me.
Strengths
 The employees who had sufficient knowledge and the required skills within themselves
that were needed in order to carry out their job roles and responsibilities within the

company were greatly benefitted within the organization (Nasir and Mahmood, 2018)The
training and development programmes were helpful to the workforce who had specialised
in their required field of interest and their existing job profile. The training and
development programme helped those individuals in enhancing their personal as well as
the professional skills within the company and this influenced them into staying within
the company for a long period of time as they are getting an opportunity to prepare
themselves for their career development within the enterprise.
 The strategy of rewards and recognition implemented by me within the enterprise was
also a strength for the organizational development and retaining the employees within the
company. This is so because when the company started to appreciate the efforts made by
the workforce within the company it boosted the employee morale within the
organization and allowed them to feel important for the company. It developed a sense of
importance within the minds of the workforce that they are important for the company
and the organization needs them (Malik, Baig and Manzoor, 2020)Listening to the needs
and wants of the employees also worked as a strength for the company as it helped the
company in influencing the employees to stay within the company and help the
organization in achieving the goals and targets set by the company.
Meeting of goals and objectives
In my opinion, I think as a human resource manager I was quiet successful in achieving
the employee retention within the company in which I work. The strategies that I implemented
within the company in order to boost the retention of the workforce within the enterprise were
successful in achieving the objectives to a great extent. The strategy such as the training and
development of the employees helped me in reducing the rate of employee turnover within the
company. I have observed that the training and development programme helped the employees
working within the company in enhancing the employee skills and knowledge about their roles,
responsibilities and functions within the enterprise (Baharin and Hanafi, 2018). The training and
development programmes were useful in enhancing the potential of the employees within the
company and made them believe that working within this firm will be good for their personal
and professional career development. This has encourages the workforce to stay within the
company and reap the benefits that the company is providing them in the form of training and
development programs. Similarly, encouraging the culture of feedback within the organizational

premises has also been found helpful the company as it provides the workforce with an
opportunity to present their views, opinions and other important beliefs within the company.
Asking for the views of the employees before making important decisions within the company
also helps them in enhancing their views and perceptions towards the existing culture of the
company. Asking for feedback from employees also helps the company in determining the needs
and wants of the workforce within the company and thus make the required changes within the
practices of the company. Similarly, it also helps the company in determining if the employees
are facing any kind of issues within the company and therefore allow the company to make the
required changes within the same. This, in turn, has helped the company and myself in achieving
the desired targets and goals within the company and reducing the employee turnover within the
enterprise by a significant rate.
ACTION PLAN
As for me it is important to have potential skills and knowledge in order to manage people in
organisation, employees play a crucial role for the growth or success of the firm. There are some
strategies or action that I will be concern with in order to overcome the challenges like employee
demotivation, their turnover and job dissatisfaction etc. I will proceed with to work with all
employees and allow them to share their views and opinions in decision making and other
businesses so that they will feel valued. For the workplace it is important to have culture where
employees are motivated and have a clear vision to make organisational goals achievable
(Arasanmi and Krishna, 2019). I will proceed to enhance my communication, decision making
and time management skills in order to manage employees within organisation and to ensure
their retention with firm. For the success of every project it is important that there should be a
proper communication, for this I will proceed to cultivate a workplace environment where
employees are free to share their views and to interact with other team mates in order to deliver
possible efficient outcomes of any task.
Another approach which I have been thinking to implement is to create the environment
where employees are rewarded and appreciated for their better performance. It will help them to
feel motivated and this will reflect in their potential work. it is important to have a relationship
with the employees not only professional but also little bit personal that will help them to
develop faith in me. As for better work outcomes it is mandatory that employees show trust in
their leader, thus I will proceed to work on that and to develop empathy and patience in me to

listen to employees and to solve their problems. It will be better for the overall growth of
particular project as well as it makes the employee to work for the firm for longer period (Pertiwi
and Supartha, 2021). Training and development are other concept that is essential for the
employee retention, I will proceed to analyse the requirements for an instance contemporary
business is demanding that employees should have technical knowledge thus for that I will
proceed to suggest recruitment panel to recruit the employees who have potential technical
knowledge and to organise such trainings for the existing workforce in order to deal with
technologies.
I will do things differently as to build up the culture where 360-degree feedback concept
is implemented, I will proceed to give feedbacks to employees over their work strategy and
performance it will help them to improvise their performance for the better result of any task.
Additionally, I will go with fostering a culture where employees really want to be a part of it, as
to encourage them to suggests new things that can be implemented, for an example to arrange
some exercise and other games activities one in a week for the refreshment and their relaxation,
it will be beneficial for them as they will feel more enthusiastic towards their work and overall it
will maximise their engagement with firm that will overcome turnover challenges.
Gantt Chart

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REFERENCES
Books and journals
Al-Suraihi, W.A. and et.al 2021. Employee turnover: Causes, importance and retention
strategies. European Journal of Business and Management Research. 6(3). pp.1-10.
Arasanmi, C.N. and Krishna, A., 2019. Employer branding: perceived organisational support and
employee retention–the mediating role of organisational commitment. Industrial and
Commercial Training. 51(3). pp.174-183.
Baharin, N.L. and Hanafi, W.N.W., 2018. Effects of talent management on employee retention: A
case study of hospitality industry. Global Business and Management Research. 10(3).
p.697.
Biason, R.S., 2020. The effect of job satisfaction to employee retention. International Journal of
Economics, Commerce and Management. 8(3). pp.405-413.
Malik, E., Baig, S.A. and Manzoor, U., 2020. Effect of HR practices on employee retention: The
role of perceived supervisor support. Journal of Public Value and Administrative
Insight. 3(1). pp.1-7.
Nasir, S.Z. and Mahmood, N., 2018. A study of effect of employee retention on organizational
competence. International Journal of Academic Research in Business and Social
Sciences. 8(4). pp.408-415.
Naz, S. and et.al 2020. A study in the relationship between supportive work environment and
employee retention: role of organizational commitment and person–organization fit as
mediators. Sage Open. 10(2). p.2158244020924694.
Pertiwi, N.K.A.Y. and Supartha, I.W.G., 2021. The effect of compensation and organizational
commitment on employee satisfaction and retention. American Journal of Humanities
and Social Sciences Research (AJHSSR). 1(3). pp.333-342.
Singh, R. and et.al 2022. The role of big data and predictive analytics in the employee retention: a
resource-based view. International Journal of Manpower.
Taha, O. and Esenyel, İ., 2019. The effect of internal complaints systems on employee retention
and turnover intention: The mediating role of organizational justice. African Journal of
Hospitality, Tourism and Leisure. 8(2). pp.1-28.
Tarar, A.R., 2021. Employee Retention Strategies in Small and Medium Sized
Companies (Doctoral dissertation, Walden University).
Yusliza, M.Y. and et.al 2020. Effects of supportive work environment on employee retention: the
mediating role of person–organisation fit. Industrial and Commercial Training.
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