Managing Employee

10 Retention, Engagement,
and Careers

4-

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 Learning Objectives
1. Describe a comprehensive approach to
retaining employees.

2. Explain why employee engagement is

important, and how 4-to foster such
engagement.

3. Discuss what employers and supervisors

can do to support employees career
development needs.

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 Learning Objectives
4. List and briefly explain the main
decisions employers should address
in reaching promotion and other
employee life-cycle4- career decisions.

5. Explain each of the main grounds for

dismissal.

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Describe a comprehensive
approach to retaining
employees.
4-

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 IMPROVING PERFORMANCE:
HR as a Profit Center
Studies show link when turnover rates
rise financial performance is at risk
HR practices can lower
4- turnover
o Opportunities
o Training
o Development

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 Managing Employee Turnover

Costs of turnover
Managing voluntary turnover
Reducing voluntary 4-
turnover

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 Managing Employee
Retention
1. Identify issues with surveys
2. Compensation
4-
3. Selection
4. Professional growth
5. Meaningful work/ownership

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 Managing Employee
Retention

6. Worklife balance
7. High engagement
4-
8. Data analytics
9. Counter offers
10. Workforce planning

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 IMPROVING PERFORMANCE:
HR Practices Around the Globe
IBM technology training
program is improving
o Employee retention
4-

o Minimizing layoffs
o Resignations and
o Turnover costs

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 Managing Employee
Retention

Talent Management and Employee

Retention 4-

Job withdrawal
o Dealing with job withdrawal

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 Review
Identify issues with surveys
Compensation
Selection
Professional growth4-
Meaningful work/ownership

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 Review
Worklife balance
High engagement
Data analytics
Counter offers 4-

Workforce planning/
Talent Management
Job withdrawal

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 Explain why employee
engagement is important,
and how to foster such
4-
engagement.

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 IMPROVING PERFORMANCE:
HR Practices Around the Globe
Rio Tinto is a global mining corporation
Using metrics and measures, consulting
firm Towers Watson conducted an
4-
employee engagement survey so Rio
Tinto could take the steps to:
o Employee engagement and
o Performance
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 Managing Employee
Engagement
Gallup survey
o Business units that have employee
engagement have 83% chance of
performing above the company median
o Those with the lowest
4- employee
engagement have a 17% chance

Watson Wyatt Worldwide survey

o Highly engaged employees generate 26%
higher revenue per employee

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 Managing Employee Engagement
Employee Actions That Foster
Engagement

1. Understanding how their department

contributes to company
4- success
2. Seeing how their efforts contribute to
achieving company goals
3. Get a sense of accomplishment from
work at the company
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 Review
Employee Engagement
and Performance
Employee Actions That
4-
Foster Engagement

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 Discuss what employers and
supervisors can do to support
employees career
4-
development
needs.

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 Career Management
Career terminology
Careers today
Psychological 4-

contract
The employees
role

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 Career Management
The Employers Role
o Depends on length of time employee is
employed
Employer Career Management Options
4-
o Employee career planning form suggested
Managers Role
o Actively train, mentor, review performance

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 Review
Career terminology
Careers today
Psychological contract
4-
The employees role
Employers and Manager role
Employer Career Management Options

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List and briefly explain the main
decisions employers should
address in reaching promotion
4-
and other employee life-cycle
career decisions.

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 Making Promotion
Decisions
1. Is seniority or competence the rule?
2. How should we measure competence?
3. Is the process formal
4- or informal?
4. Vertical, horizontal, or other?

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 Making Promotion
Decisions
The Gender Gap
o Eliminate barriers
o Improve networking,
4- mentoring
o Break the glass ceiling
o Have flexible career tracks

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 Making Promotion
Decisions
Look at Practical Considerations
Managing transfers
4-
Managing retirements

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 Review
Promotion Look at Practical
decisions Considerations
Measurement Gender Gap
4-
Formal vs. Managing transfers
informal Managing retirements
Vertical or
horizontal

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Explain each of the
main grounds for
4-
dismissal.

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 Managing Dismissals
Grounds for Dismissal
Avoiding Wrongful Discharge Suits
Supervisor Liability 4-

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 Managing Dismissals
The Exit Process and Termination
Interview
4-
Layoffs and the Plant Closing Law
Adjusting to Downsizings and
Mergers

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 Review
Managing dismissals
Avoiding suits
Liability
4-
Exit process
Downsizing and mergers

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 Improving Performance
at The Hotel Paris

Many hotel jobs are dead end; for example,

maids and valets with no aspirations to move
up, or are using these jobs temporarily, for
instance, to help out with
4- household
expenses.

First, do you agree with this statementwhy,

or why not? Second, list three more specific
career activities you would recommend Lisa
implement for these employees.
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Hotel Paris
Strategy
Chapter 10

4-

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