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Employee Retention Assignment Analyzing How Organizations Can Maximize Employee performance


Task: How to investigate performance improvement strategies using employee retention assignment research techniques?


Question 1: Employee retention is required in order to strategically affect the career development and management
Ways via which employee retention could be improved via effective career management and development
This employee retention assignment explores the role of employee performance towards brand development. Career development is good for the retention of employees in terms of the developmental opportunities that are provided to the employees (Kumar, 2021). Through effective engagement, the development of a career is important for the retention of the employees along with the productivity of the business.

The job situation in some effective organisations favours their employees and their in-demand skills to find the best opportunities required for the development of their careers. The ways through which the employees can be retained and their career development can be effective are as follows:

The on employee retention assignment boarding and orientation processeswill help to teach the employees about the job position, the job structure, necessities, the organisation's culture and how well they can thrive in the future for the benefit of the organisation. This way is important as this may set the right tone for the employees for their entire tenure at the organisation.

The mentorship programs act as a great way to add to the extended on boarding process, especially during the remote settings or even in the workspace as the new employees can learn the basic understanding required through the perspectives of the old employees and in return creates a fresh view that can be discussed with their mentors. Compensations for the employees are another essential way to pay for the employees when they work hard to make a project successful and even though their basic salaries, additional benefits like bonuses or health benefits can be provided to retain the employees. The stress management programmes, retirement plans or reimbursement in fitness classes are required for the employees to keep the employees mentally, physically and financially fit which in return will bring benefit to the organisation. Having flexible work arrangements in order to provide a work-life balance can make the employees satisfied especially when they are working in remote settings to boost motivation levels and relieve the employees from stress.

Acknowledgement of the employees through rewards and appreciation will always be a good and effective way to retain the employees and also be a cause of career development identified on this employee retention assignment employee retention assignment -Career Development oppotunities
The strategies for career management are required in order to create a road map for the benefits and development of the career through a planned structure from creating a starting point, analysing the path, understanding the gap and closing the gap for reaching the intended aim (Nelson & Duxbury, 2020). The five strategies of career development are:

• Identification of the current situation and self-reflection on which direction the employee wants to take their career and set an aim for themselves in order to have clarity of the objectives needed to put down.
• It is important to always have a short-term goal in order to understand the timeline needed to achieve the desired goal.
• To achieve career development, the most important strategy is to learn the gap and train oneself by understanding the basic soft skills first and then on the complex skills which need to be learned in order to chive the expertise in a particular area expected to achieve.
• A lateral path can be achieved in order to rise up the ladder of a career if required or even desired by looking into the opportunities identified and looking into the current prospects of the area in the career.
• It is important to keep the network strong enough in order to get the desired job by understanding the organisational trends in the market and reaching out to the people and organisations for the same job setting.

Choice of Strategy Regarding Employee Retention
Networking is the most desirable and required strategy identified on this employee retention assignment withregards to employee retention as it helps in building and maintaining professional relationships and even the benefits of having the contacts with the required organisations and people in order to achieve the career goals and provide the required developmental boost to the employees (Hajar & Karim, 2021). The networking can be both internal and external. External networking is important and an effective strategy for employees searching for desirable jobs. Internal networking on the other hand helps in creating better opportunities that include mentorships and on boarding programmes which helps the organisations to achieve the best talents and even help in the career development of the employees. Networking definitely benefits the employees and impacts their salary structure and through recommendations, one can achieve the best jobs in the best and most effective field of work. Within the organisation also networking is necessary as it helps in maintaining healthy relationships with colleagues and mentors that can further help in the professional, personal and career development.

Justification of Networking Strategy for Retention of Employees
The employee retention assignment networking strategy is useful and beneficial for the retention of the employees (Jayathilake et al., 2021). The justification of the sentence can be proved through the following statements and understanding in order to achieve the development of the career from the viewpoint of the HR manager. Identifying the network in order to search for a job is required in order to keep a track of the best-suited jobs along with the recommendations that can be helpful in getting the desired job, post, role and even salary. Professionalism is the key motto of networking as through the process there is a chance that an employee can professionally get the best (English et al., 2021). But in the case of retention of the employees, the internal networking process is the most important strategy as by maintaining the best relationships in the organisation one can get the best job provided which can bring about the most recognition and reward. Every employee tends to be the best in their sector, so internal networking is important to understand who can be the most beneficial person in the organisation and through proper guidance and help can complete an assigned task or job role. Through internal networking, one can also change their job roles in order to explore another sector. Therefore, the conclusion can be drawn through the points highlighted that there are a lot of suitable strategies to retain the employees and effective strategies for career development are also recognised in order, to sum up, that networking is the best suitable strategy required for the retention of the employees and even for career development.

Question 2: employee retention assignment -health and safety
According to research done for this employee retention assignment, International Human Resource Management refers to the activities that target the human resource management in the international business environment as it tries to meet the objectives of the organisations with the achievement of a competitive advantage over the other competitors in the international market. The primary concern of international HRM is to overcome the challenges and manage differences to maximize effectiveness and efficiency as they have to deal with diverse people.

Importance of the management of the remuneration in the international location
The management of the remuneration in the international location by the HRM is a considerable part of the business in the international locations for the management of the workload with the strategic matrix that helps to influence the employees to work effectively and efficiently for the company (Aboramadan et al., 2019). Remuneration refers to the amount that is received by the employees for the services that they are offering to the company for meeting the goals of the company. The employees who are working in the international locations for their companies that are beyond the national boundaries need a good remuneration because of the differences in the currencies and for a healthy living (Mahmood et al., 2019). Thus the HRM has to focus on the remuneration of the employees and must ensure they are getting their wages according to the country's standards. The international HRM has to focus on pay equity so the employees feel comfortable working for the company in the international locations and should cope with the economy of that specific country for leading a good and healthy life (Ekhsan et al., 2019).

It is also observed on this employee retention assignment that remuneration of the employees in the international location helps in the maintenance of the union management and their relations for spoiling unsatisfactory and inadequate wages to them. It helps to influence the income distribution by the consumption and prices of the wages and whether they are suitable for them (Aboramadan et al., 2019). The company has to ensure that they are following the salary or wages policy of the organisation for the benefit of the economy of the country by abiding by the International Labour Organisation for paying remuneration of the employees.

Importance of health and safety differences in the international location
International HRM must ensure the importance of health and safety differences in the international location for the benefit of the employees that helps in the protection of the employees by the reduction of their absence to ensure the safety at the workplace for more productive and efficient work (De Cieri, H., &Lazarova, 2021). Employees become more productive if the company is committed to their safety and health. International HRM helps in the reduction of the downtime of the employees if they face any accidents or illnesses while doing their work at the workplace. Thus the HRM has to ensure their health for less disruption of their work by saving their business money. The differences in the health and safety of the employees should be analysed by the international HRM as it helps in the reduction of the risk factors or any injuries or accidents at the workplace (Caligiuri et al., 2020). It helps in the improvement of the productivity of the employees as they feel alone in the new and international market because they have to work remotely across the national borders and thus the company have to ensure their health and safety. It improves the effectiveness of the employee’s work or else they have to take leave for illness but with the help of the international HRM, it is seen that the employees are taking less leave than before (vDiaz Carrion et al., 2018). The establishment of the administration procedure helps in fostering safety in the workplace and makes the employees work as a team thus they feel more comfortable in the new and foreign locations to work (De Cieri&Lazarova, 2021). They are working with diverse people with differences in culture and often they feel distracted due to the distraction or any biases and it is the duty of the HR managers in the international locations to make sure that there are no biases among the employees.

Identification and critical analysis of three challenges faced in international HRM
Three challenges on remuneration

  • The companies are investing a lot of money in the remuneration of the employees because of the huge competition in the international market for the retention and attraction of talented employees. Thus the companies are facing challenges in the establishment of the compensation package by aligning with the companies that are operating in the same industry because of the huge number of companies in the international market (Rodríguez-Sánchez et al., 2020).
  • The pay gap is one of the challenges that the international HRM has to face by the management of the gender wage gaps that become huge chaos in the organisation resulting in the striving of the company in pay equity (Vahter&Masso, 2019).
  • Lack of digitalisation is one of the challenges that make the company’s focus more on the details of the administration with the investment of the companies in technology and thus they are facing issues to generate remuneration for the employees.

Three health and safety challenges identified on this employee retention assignment

  • Management of the training needs for the reduction of the risk of accidents at the workplace but sometimes in the case of International HRM, they often feel distracted due to the culture of remote working makes a big issue for the company (Barnes et al., 2021).
  • The lack of understanding of the legislation for safety raises challenges for the international HRM as they are different in different countries. The verification of the compliance and the renewal of documentation make it difficult for them to keep in mind the safety and health of the employees (Hou et al., 2020).
  • Companies rely on software for ensuring the safety and health of the employees in the internal locations and thus HR managers often find it difficult to track down each of the safety measures because of the locations identified employee retention assignment

Question 1:

Boutmaghzoute, H., &Moustaghfir, K. (2021). Exploring the relationship between corporate social responsibility actions and employee retention: a human resource management perspective. Human Systems Management, employee retention assignment (Preprint), 1-13. [DOI:]

English, P., de Villiers Scheepers, M. J., Fleischman, D., Burgess, J., & Crimmins, G. (2021). Developing professional networks: the missing link to graduate employability. Education+ Training. [DOI:] Jayathilake, H. D., Daud, D., Eaw, H. C., &Annuar, N. (2021). Employee development and retention of Generation-Z employees in the post-COVID-19 workplace: a conceptual framework. Benchmarking: An International Journal. [DOI:]

Kumar, S. V. (2021). A study on adept soft skills & knowledge accompanying hospitality employee retention behaviour during covid-19 lockdown phase. Anais Brasileiros de EstudosTurísticos-ABET. [DOI:] Nelson, S., & Duxbury, L. (2021). Breaking the mould: Retention strategies for generations X and Y in a prototypical accounting firm. Human Resource Development Quarterly, employee retention assignment 32(2), 155-178. [DOI:]

Question 2:
Aboramadan, M., Albashiti, B., Alharazin, H., &Dahleez, K. A. (2019). Human resources management practices and organizational commitment in higher education: The mediating role of work engagement. International Journal of Educational Management. [DOI:]
Barnes, K., Ngari, C., Parkurito, S., Wood, L., Otundo, D., Harrison, R., ... & Baker, C. (2021). Delays, fears and training needs:
Perspectives of health workers on clinical management of snakebite revealed by a qualitative study in Kitui County, Kenya. employee retention assignment Toxicon: X, 11, 100078. [DOI:]
Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A., & Zimmermann, A. (2020). International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice. Journal of international business studies, 51(5), 697-713. [DOI:]

De Cieri, H., &Lazarova, M. (2021). “Your health and safety is of utmost importance to us”: A review of research on the occupational health and safety of international employees. Human Resource Management Review, 31(4), 100790. [DOI:]
Ekhsan, M., Aeni, N., Parashakti, R., &Fahlevi, M. (2019, November). The Impact Of Motivation, Work Satisfaction And Compensation On Employee's ProductivityIn Coal Companies. In 2019 1st International Conference on Engineering and Management in Industrial System (ICOEMIS 2019) (pp. 406-415). Atlantis Press. [Retrieved from: COMPENSATION_ON_EMPLOYEE'S_PRODUCTIVITY_IN_COAL_COMPANIES/links/5dc378a4458515143 5ef68c3/THE-IMPACT-OF-MOTIVATION-WORK-SATISFACTION-AND-COMPENSATION-ON-EMPLOYEES-PRODUCTIVITY-IN-COAL-COMPANIES.pdf] Hou, L., Wu, S., Zhang, G., Tan, Y., & Wang, X. (2020). Literature review of digital twins applications in construction workforce safety. Applied Sciences, 11(1), 339. [DOI:]

Kuhlmann, S., &Bogumil, J. (2021). The digitalisation of local public services. Evidence from the German case. In The Future of Local Self-Government (pp. 101-113). Palgrave Macmillan, Cham. [DOI:]

Mahmood, A., Akhtar, M. N., Talat, U., Shuai, C., & Hyatt, J. C. (2019). Specific HR practices and employee commitment: the mediating role of job satisfaction. Employee Relations: The International Journal. [DOI:]

Rodríguez-Sánchez, J. L., González-Torres, T., Montero-Navarro, A., & Gallego-Losada, R. (2020). Investing time and resources for work–life balance: The effect on talent retention. International Journal of Environmental Research and Public Health, employee retention assignment 17(6), 1920. [DOI:]

Vahter, P., &Masso, J. (2019). The contribution of multinationals to wage inequality: foreign ownership and the gender pay gap. Review of World Economics, 155(1), 105-148. [DOI:] vDiaz Carrion, R., López Fernández, M., & Romero Fernandez, P. M. (2018). Developing a sustainable HRM system from a contextual perspective. Corporate Social Responsibility and Environmental Management, employee retention assignment 25(6), 1143-1153. [DOI:]


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