05518nam 2200685Ia 450 991078093650332120200520144314.01-136-38499-51-282-38064-897866123806480-08-051087-6(CKB)2550000000002551(EBL)472859(OCoLC)609850757(SSID)ssj0000362830(PQKBManifestationID)11267701(PQKBTitleCode)TC0000362830(PQKBWorkID)10399221(PQKB)11607367(Au-PeEL)EBL472859(CaPaEBR)ebr10349861(CaONFJC)MIL238064(MiAaPQ)EBC472859(EXLCZ)99255000000000255120030401d2003 uy 0engur|n|---|||||txtccrManaging employee retention[electronic resource] a strategic accountability approach /Jack J. Phillips, Adele O. ConnellAmsterdam ;Boston, MA Butterworth-Heinemann ;Alexandria, Va. Society for Human Resource Managementc20031 online resource (375 p.)Improving human performance seriesDescription based upon print version of record.0-7506-7484-9 Includes bibliographical references and index.Front Cover; Managing Employee Retention; Copyright Page; Contents; Preface; Acknowledgments; 1. Why Retention Is a Serious Problem. . . Still; Definitions; Retention as a Critical Issue; Negative Impact of Turnover to the Organization; Negative Impact of Turnover on Individuals; External Drivers of the Retention Crisis; Internal Driuers; Turnover Myths; Turnover Rates; Payoffs of Retention Solutions; Final Thoughts; References; Further Reading; 2. A Strategic Accountability Approach to Managing Retention; Problems with Existing Approaches; Needed: A Strategic Accountability ApproachMeasure and Monitor Turnover DataDevelop Fully Loaded Costs of Turnover; Diagnose Causes and Needs for Retention Improvement; Explore a Range of Solutions; Match Solutions to Needs; Forecast the Value of Retention Solutions; Calculate ROI of Retention Solutions; Make Adjustments and Continue; Final Thoughts; References; Further Reading; 3. Measure and Monitor Turnover and Retention Data; Definitions; Economic Climate and National Data; Benchmarking Turnover; Monitoring Turnover and Retention Data; Additional Monitoring; Distribution of Information; Responsibility; Final Thoughts; ReferencesFurther Reading4. Develop Fully Loaded Costs of Turnover; Importance of Costs; How to Develop Turnover Costs; Cost Monitoring Issues; Classifying Costs; Final Thoughts; References; Further Reading; 5. Diagnose Causes of Turnover; The Dilemma of Analysis; Building Insight: Connection Between Employee Needs, Causes, Situations, and Solutions; Starting Point: Analysis of Turnover Data; Questionnaires and Surveys; Interviews and Focus Groups; Nominal Group Technique; Exit Interview (or Survey); Basic Idea Generation Tools; Final Thoughts; References; Further Reading6. Solution Set: Recruiting New EmployeesImage; Market Performance; Recruitment; Interviewing and Selection; Job Fit; Orientation; Final Thoughts; References; Further Reading; 7. Solution Set: Establishing an Appropriate Work Environment; Job Satisfaction; Workplace Design; Safety; Job Security; Culture; Life Balance; Diversity; Final Thoughts; References; Further Reading; 8. Solution Set: Creating Equitable Pay and Performance Processes; Pay; Benefits; Rewards and Recognition; Performance Management; Final Thoughts; References; Further Reading9. Solution Set: Building Motivation and CommitmentQuality of Leadership; Empowerment; Teamwork; Ethics and Trust; Commitment; Professional Growth; Final Thoughts; References; Further Reading; 10. Match Solutions to Needs; Introduction; Combining Data from Different Sources; Determining the Significance of the Cause; Reaching a Consensus; Presenting Data for Decision Making; Matching Solutions to Needs; Avoiding Problems; Final Thoughts; 11. Forecast the Value of Retention Solutions; Why Forecast ROI?; The Tradeoffs of Forecasting; Pre-Project ROI Forecasting; Forecasting with a Pilot ProgramForecasting ROI with Reaction DataDuring the past decade, employee turnover has become a very serious problem for organizations. Managing retention and keeping the turnover rate below target and industry norms is one of the most challenging issues facing business. All indications point toward the issue compounding in the future and, even as economic times change, turnover will continue to be an important issue for most job groups. Yet despite these facts employee turnover continues to be the most unappreciated and undervalued issue facing business leaders. There are a variety of reasons for thisImproving human performance series.Employee retentionLabor turnoverEmployee retention.Labor turnover.658.3/14 21658.313Phillips Jack J.1945-253912Connell Adele O1580364MiAaPQMiAaPQMiAaPQBOOK9910780936503321Managing employee retention3861248UNINA