Motivating Factors Attracting Applicants and That Retain workers
Employee dedication, efficiency and retention subjects are emerging as the most serious labor force management challenges of the immediate future. These issues are driven by worker loyalty concerns, business streamlining efforts and competition for key competences. For many organizations, worker departure can have a considerable effect on the implementation of business plans and may ultimately result to a parallel decrease in productivity (Chew, 2005). This experience is particularly realistic in light of present economic ambiguity and following company downsizings when the effect of losing important workers rises exponentially.
What are the motivating features about jobs and work atmosphere attracting applicants and retain workers?
Business leaders should appreciate that formulating a workplace that appeals to, retains and connects with their workers is vital regardless of the economic conditions. Money and compensation are key issues in retaining and catching the attention of workers, but reward and appreciation facilitate meeting that basic human requirement to feel valued and satisfied for what one does. Talented and skillful workforce is always in demand and the more skill and aptitude they have, the more probable that they can opt for another employer.
Connecting with the personnel is another essential factor. People are more devoted when there is a system where they can incorporate their thoughts and proposals (Earle, 2003). The mainly efficient technique for recruiting people and attracting employee is through referral. The agency employees can create awareness to their associates on the need of working at the agency and selling them on the various benefits of working for it. To achieve a superior gain from these referrals, a proper procedure should be put in place to frequently identify applicants and maintain the pipeline fully. The agency workers should know the story they can enlighten about the benefits and perks the agency offers.
Which motivating factors are most effectively used by the employer you identified?
Disney World uses reward and acknowledgment as key components of the compensation program. A broad program helps form an accommodating environment, ensures worker retention, and endorses worker engagement (Horwitz, Heng & Quazi, 2003). They have more than 20 dissimilar acknowledgment programs, for example, ‘Applause-Ogram’ and ‘Thumbs-Up’ reward certificates given to employees. In addition, each unit has custom designed compensation programs providing instantly recognition
What could the employer do to enhance the use of motivating factors?
Expanding the potential of workers is the major factor in retaining the employees and could be effectively used by the employer to improve the use of motivating factors. Many workers rate learning and education prospects as just as significant as the salary they receive. In a recent study, over 40% of the participants indicated they could abandon their current post for another job with equivalent remuneration if that job provided enhanced career development and bigger challenges (Chew, 2005). The employer could also improve worker motivation by rewarding workers with individual attention. This can consist of a pat on the back, a letter, or a quick remark in the hall.
What specific steps does the employer use to tackle the diverse characteristics of workers and applicants?
The employer used two major tools that facilitated making better hiring decisions. The first is behavioral interviewing and then application of pre-employment evaluation tools. Behavioral interviewing entails, first, that the interviewer spend sufficient amount of time with the applicant. It is hard to conclude a person’s appropriateness for a job if you spend only an hour with them and especially if the applicant is cross-examined by only one person (Earle, 2003). Since a person’s experience is a good suggestion of his/her qualification for the post, the interview questions should be directed at behavior of the candidate.
Whatever the selected method, it is significant to have an arrangement in place that enhances employee motivation. Offering factors like satisfaction, appreciation, recognition, and compensation ensures that the organization has something to contribute to the motivation of every worker (Earle, 2003).
Chew, Y. T. (2005). Achieving organisational prosperity through employee motivation and retention: a comparative study of strategic HRM practices in Malaysian institutions. Research and Practice in Human Resource Management, 13(2), 87-104.
Earle, H. A. (2003). Building a workplace of choice: Using the work environment to attract and retain top talent. Journal of Facilities Management, 2(3), 244-257.
Horwitz, F. M., Heng, C. T., & Quazi, H. A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal, 13(4), 23-44.