Organizational practices for resourcing and retention strategies Harvard Case Solution & Analysis

Organizational practices for resourcing and retention strategies Case Study Solution


The problem of employee retention is very frequent nowadays causing businesses to lose a substantial amount of human resources resulting in frequent rise cost. In order to minimize the retention, management should change some policies regarding the recruitment, selection, initiation, job training, and design and salary packages. However, the choice of policy must be appropriate in order to minimize the problem for the company.

Moreover, the employee retention has a direct relationship with wage rates, which should be competitive in the industry in order to have attrition in the industry. As there isa continual increase in indirect costs such as employee retention, it is very important to identify the reasons for the respective problem and appropriate action that should be taken by management. (CONNER, 2002)

It has been determined that the relationship between employee turnover and performance is very complicated. Therefore, it can be identified that performance of the employee could reduce the turnover to a very low rate. In other words, if the turnover is low, it shows the employee’s loyalty and stagnation.  (Whitt, 2005)

The reasons for employee higher turnover could be gender inequality such as the working women faces many difficulties while working and stepping towards career goals. However, as the problems that are created by everyday sexism, there are many other issues that have been highlighted in order to make the perception of women’s competence level and their sustainability. These issues include pregnancy, being a working mother etc. Consequently, many cultural and societal obstacles have been faced by women. Therefore, the women are not likely to be suitable for many job posts as well as the lower pay for the same work is earned by them. As a result, the employee turnover ratio has been increasing (Kihlman, 2010).

Literature review

Employee retention:

The balance in work life and personal life is an important factor for employee engagement and retention. It has been researched that the intervention of work in personal life has resulted in higher stress and exhaustion for employees. (Summers, 2004)It has been found out in the study of Australian Advisory Committee that the incorporation of telework options have been resulted in benefiting 70% of businesses by increasing productivity, reduction in costs, increased employee flexibility and the balance in work life and personal life.

The employees enjoy the work and benefits work environment which provides them the emotional attachment such as a feeling of belongingness. (Joseph Purayidathil, 2014). The study of Wells & Thelen says that generous policies of human resources have a higher rate to retain and satisfy its employees. Such as by facilitating them with the privacy and sound control on workplace which increases the motivation level of employees and makes their commitment to the organization for a longer period of time. In addition, the recognition of personal needs of employees at workplace increases the employees’ commitment as well as a suitable work environment for them (Luke Thelen, 2002).

An important factor of employee retention has been found out by Messmer in which he has stated that the investment in employee training and development helped them to retain for a longer period. However, the organization tends to invest in such an employee who is expected to return the investment and produce greater output (Messmer, 2000).

The employee’s turnover can be of a different level such as individual level and collective level. However, the collective turnover can be connected with variables that are in existent at individual levels such as the size of the group or the performance of the firm. On the other hand, the individual level turnover factors could be different or entirely opposite from collective level.

The retention factors for collective turnover may include the collective correlation with human practices which includes internal mobility, the commitment to Human Resources system, and the selection of staffs. On the other hand, the individual retention factors include racial minorities such as men over women or white over black, which has a higher impact on employee’s retention and may decrease it. Moreover, the demographic differences also have an impact on retention such as American do not like to work with American Africans due to many differences. The individual differences may also arise on the job level and on performance of an individual.(Muir, 2014).

Succession planning

As the organizations are facing with many complicating challenges and more globalized work. However, to remain competitive in technological and developmental advances, the company should identify itself with higher diversified structure. Consequently. The succession planning has been an important part of company’s planning.

It had been identified in a study that the 40% of the professionals have been failed to create collaboration between younger and older workers. However, the lack of collaboration would result in the chances of younger employee’s development of leadership. Therefore, to have a better understanding of skills and abilities of the organization, a better succession plan should be developed.

The processes of succession planning which have been utilized in the organization resulted in a  successful outcome(Barnett, 2008). In addition, the succession processes have been viewed as an additional reason for organizational successful results. (Haveman, 1993)Like other processes that operate within an organization, succession plan has also been an important part which carries the believers and values of employees to understand the necessary characteristics of promotions (Schein, 1992). Different authors have generated a definition of succession planning and processes.........................

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