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国际与比较策略作业 [4]

论文作者:www.51lunwen.org论文属性:课程作业 Coursework登出时间:2016-01-17编辑:zhaotianyun点击率:10512

论文字数:4178论文编号:org201601091917431400语种:英语 English地区:英国价格:免费论文

关键词:cross cultural性别定型国际比较策略

摘要:摘要:本文主要讲述了人力资源管理的重要性,写出了企业中员工的工作状况和背景。

oth the sides involved


员工留任——Employee Retention


Employee retention refers to the strategies adopted by the organizations so that employee stays with the organization for the longer duration of time.. this has become a critical issue in performance of the organization as the cost associated with the losing an employee and then hiring a new employee is considered to be five times more than making a older employee stay in the organization.

There are no less opportunities for a talented employee and this becomes a grave concern for the organization, Top organizations around the US are able to sustain that position because they are aware of the losses associated with losing a talented employee and thus they work in this direction by making them stay in the organization (Stephen, Marjorie 2010).

In the context of U.S. organizations there is risk of high attrition of the employees who feel they are not utilizing their full potential and thus categorize themselves as non performers. This also inculcates de motivation in them. As the economy recovers from recession, businesses around the world and especially in US becomes more concerned about the budgets and cost of running the organization this increases the fear among the employees of job cuts and layoffs. This shows the extra pressure among the employees in the workplace resulting from the above mentioned factors. This also indicates towards the loyalty of the employees. An alternative solution to decrease retention can be developed whose foundation will lie in improved communication and empowering performance

American workers want empowerment to do a satisfactory job and feels that their efforts should get recognition in the eye of the top management. If companies remain ambiguous on the issues that employees are concerned and if employees are not communicated properly about the goals and objectives, then there is greater chance of loosing the employees. This can increase the bottom-line and hence organizations can lose their competitive edge.


雇主的品牌——Branding of employers


Every individual in the job market wants to work with the big names in the respective industry. This is still the trend even though recent collapses of some giant industries and organization who were having a great recognition and respect in the job market. This is attributed to the treatment that the employees get in these organizations. The quality of products and services that these big branded organizations provide also contribute to this trend, so we can safely assume that employer branding has quite a significant hand in attracting the talent from the lot (Graeme and Susan 2006).

Many of the big and reputed organizations like BMW, Apple and Google, Microsoft has created recognition and brand value which makes the work of HR people a lot easier. This branding also inculcates motivation among the employees and they feel that these are dream organizations to work with. The reputation these organizations have in the market occupies the mind of the job seekers and they feel more connected to their jobs in this way. It has been observed that interest in the roles and responsibilities increases among the employees. As more and more people feel obliged to work in a compa论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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