NOLEGEIN-Journal of Performance Management & Retention Strategies

Tools for Strategic Success in Organizations

Ganesh Radhakrishnan — 2024-04-02

The capacity of a business to hold onto its workforce is known as employee retention. Employee retention has grown in importance. Employers adopt a variety of strategies to keep their staff. Because it becomes more expensive to hire and educate new personnel, a high staff turnover rate has an impact on the organization's profitability. It is a useful tool for strategy in company. Those who do not accept defeat salaries, benefit plans, (360)-degree reviews etc. organizations can use it according to their own situation Ease and necessity of keeping employees in the organization. Employee retention is a process adopted by companies to effectively manage employees while meeting requirements. Employees are an organization's greatest asset because they add value. The purpose of the study is Why Employees Leave and Why They Stay How to Create Your Own Employee Retention Strategy Developing an efficient retention strategy requires knowing why people leave and what keeps them around. Organizations can identify the primary factors impacting employee turnover and create focused programs to address them by doing thorough research and analysis. The key to effective employee retention is developing a positive and encouraging work environment that draws top talent and fosters long-term loyalty and contentment among current employees. Companies can become employers of choice and retain their most talented employees by making investments in employee development, encouraging work-life balance, and cultivating open communication.

Innovative Teaching and Learning Process with Multidisciplinary Approach

Neha Lodwal — 2024-03-01

Education is the most powerful weapon to change the world. The education in management begins with theories and practicals. The teaching and learning process in management employs a variety of approaches. Numerous methods can be used in teaching. Generally, by giving lectures, demonstrations, realistic examples and summarizing the topic in an easy way. These methods emphasize memory, applications, and topic comprehension while concentrating on the main ideas. A student can learn by seeing and hearing, acting, and reflecting, memorization and visualization, and project preparation, among other methods. This essay focuses mostly on cutting-edge teaching and learning strategies that combine interdisciplinary methodologies to raise the bar for management education. Teachers may help students develop critical thinking, problem-solving abilities, and adaptability—all crucial for success in the fast-paced business world of today—by including them in case studies, simulations, and cooperative projects. Furthermore, utilizing cutting-edge technologies like gamification, virtual reality, and artificial intelligence may provide immersive learning environments that connect with modern students and close the knowledge gap between theory and practice. This article emphasizes how crucial it is for management educators to adopt a diverse approach to teaching and learning that values cooperation, innovation, and creativity in order to better prepare students for the possibilities and difficulties of the global marketplace of the future.

Human Resource Innovations in Recent Trends and Best Practice for Workplace

Rashmi Aswani — 2024-02-22

In recent years, there have been significant creative advances in the human resource industry. The world of human resources in many firms has been shaped by the convergence of technological innovation and labor practices. It is imperative for managers and HR professionals to be abreast of current trends in human resource management and promptly adjust as needed to keep the organization at the forefront of innovation. Today's workers demand a positive work culture and a healthy work environment in addition to a fair wage. According to HRM trends, competitive pay keeps employees on board, and experience and a suitable work environment also help with the decision. HR directors should implement strategies to promote good worker health and increase employees' adaptability to interruptions and changes. Companies now provide goods, services, and strategies to improve employee experiences not just for their own company but also for other companies. The current trends in HRM culture include staff management, time and attendance management, employee self-service portals, leave management, etc. HR management is undergoing a paradigm change as businesses expand their products to meet the demands of other organizations in addition to improving their own employee experiences. Important developments in HR management include personnel management, time and attendance monitoring, employee self-service portals, and effective leave administration tools. By adopting these trends, businesses may improve employee happiness, expedite HR procedures, and ultimately spur development and competition in the fast-paced corporate world of today.

The Impact of Training and Development on Employee Retention

Bhumika Samal — 2024-02-13

This study explores the important relationship between staff development and training programs and retention rates within organizations. By scrutinizing the correlation between investments in training initiatives and employee retention, this study seeks to provide a comprehensive understanding of how strategic training and development efforts contribute to fostering a loyal and skilled workforce within an organization. The significance of training and development programs has grown in importance in today's dynamic business climate, where talent acquisition and retention are top priorities for businesses in all sectors. Organizations are realizing that in order to retain top talent and be competitive in the market, they must make investments in the ongoing education and development of their personnel, as the rivalry for talented workers heats up. Additionally, in order to stay relevant in their careers given the quick speed at which technology is developing and the changing nature of jobs, workers are looking for possibilities for professional growth and skill upgrading. Therefore, it is crucial for HR professionals and organizational leaders to comprehend how training and development activities work to not only improve employee abilities but also to foster job happiness and organizational commitment.

Can education motivate people to become business owner

Mr. omid safi — 2024-02-26

The first thing that might inspire people to start their own business is education. To me, an entrepreneur is a person who establishes a business with the intention of turning a profit. Starting a firm, growing it, and scaling it up to make money are indeed considered entrepreneurship, but this definition is somewhat narrow. In contemporary terms, entrepreneurship also encompasses addressing large-scale issues to effect societal change or developing novel products that revolutionize everyday life. Entrepreneurs are essential to the growth of the labor market, serving as driving forces behind industrialization and its expansion. Productive entrepreneurs can boost the economy by increasing productivity, introducing new technology, and creating jobs. In countries that prioritize innovation, only 1-2 percent of the workforce starts a firm annually, emphasizing the importance of entrepreneurial activity, particularly among creative individuals, for economic competitiveness. However, entrepreneurship is only fruitful when the business climate is open to new ideas and approaches. Additionally, since businesses strive for higher productivity, authorities must be prepared for the possibility of 'creative destruction,' which can lead to job losses in the medium term. Despite the significant risks of failure, entrepreneurship remains an important endeavor, although taxpayers may occasionally bear the burden. The labor market, where companies seek workers and workers seek employment, plays a crucial role in this ecosystem. It illustrates the competition and interactions among various labor forces rather than being tied to a specific geographical location. It is also known as the job market

Influence of Employer Branding on Employee Retention

Ruqiyath Aslaha — 2023-10-10

Employer branding is the strategic effort by which a company shapes and projects its image as an employer. It encompasses the organization's culture, values, work environment, and overall reputation, aimed at attracting and retaining top talent. Employer branding exerts a significant impact on employee retention by fostering a sense of belonging, purpose, and satisfaction among employees. When a company's values, culture, and opportunities are clearly communicated and aligned with employees' aspirations, it creates a more positive and fulfilling work environment. Employee engagement and loyalty are increased by a good employer brand, increasing the likelihood that employees will stick with the company. When employees feel valued and motivated, job satisfaction rises, and turnover rates fall. Effective employer branding can establish an emotional connection between employees and the company, making them more invested in its success and encouraging them to build long-term careers within the organization. This research demonstrates how employer branding affects employee retention. It identifies various factors that come under employer branding that maybe or will have an effect on employee retention. The study has been carried out in a company located in Bangalore on a convenience same of 60 respondents through the distribution of structured questionnaire to the employees of the company. Investigating the effect of business branding on employee retention is one of this study's main goals.to examine the elements that influence employee retention in employer branding and to assess the relationship between employer branding and retention. Chi-Square, Correlation, and Regression are the methods for data analysis used. The result shown in chi-square is, employer branding has a significant influence in Employee Retention. Employer branding and employee retention are significantly correlated, according to correlation analysis... And in Regression, it shows that employer branding is a major predictor of employee retention, where company contributing in training and development is the major predictor of employee retention. In conclusion this study conveys that every organization should brand itself in order to retain its employees and use various factors that can be used to retain the employees.