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Hiring, Retention, Moving O n

Hiring, Retention, Moving O n. Jack C. Goldfrank January 25, 2012. Implied Employment Contract Your employer will provide training opportunities and work experience which will enable you to grow professionally so that you will be more valuable to your current or next employer.

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Hiring, Retention, Moving O n

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  1. Hiring, Retention, Moving On Jack C. Goldfrank January 25, 2012

  2. Implied Employment Contract Your employer will provide training opportunities and work experience which will enable you to grow professionally so that you will be more valuable to your current or next employer. Industrial Transitionparent time teacher

  3. Have a first class resume - Relevant references • Prepare ---- do your homework - Have several questions • Network • Dress appropriately • Treat everyone as if you are going to report to them - You are being assessed, even at lunch • Maintain eye contact • Be attentive • Body language needs to be positive • Take notes • Follow up with thank you notes Hiring ----- Candidate

  4. Appropriate skills to match job requirement • Energy level • Fit with company culture • Learning capability - Can be trained to master other positions • Idiosyncrasy • Continued professional growth Hiring ----- Employer

  5. Growing professionally Learning new skills and capabilities Adequate salary progression Fit with company culture Learning opportunities available Developing professional network Treated respectfully Feel contributions are valued Developing internal mentors Good working relationship with boss and boss’ boss Periodic performance feedback • Know areas for improvement as well as strengths Enjoy coming to work Retention ----- Employee

  6. Job evaluation - Is it working? • Culture fit • Energy level • Continued growth and development • Aggressively pursuing areas identified for improvement • Taking advantage of learning opportunities • Working well as individual contributor, leader or team member • Practicing company values and principles • Representing company in a positive light Retention ---- Employer

  7. Reasons • Great new opportunity • Undervalued • Under paid • Not growing professionally • Company culture • Mismatched expectations • Personal reasons - Partner - Geography Moving On ---- Employee

  8. Performance issues • Value violation • Down sizing • Redundancy - Re-engineering • Strategic shift - Different skill set required Moving On ---- Employer

  9. Turnover Predictors* Positive correlation: Role conflict Stress Overload Routinization Negative correlation: Organizational commitment Job satisfaction Relationship with supervisor Relationship with co-workers Work group cohesion Role clarity Promotional opportunities Communication Participation in decision making Pay *Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies, David G. Allen, Phillip C. Bryant and James M. Vardamon, Academy of Management Perspectives

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