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retention


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Is the ability to hold on to employees. Where an organization finds that it is losing valuable staff (such as those with scarce skills or specialist knowledge) it may be said to have a ‘retention problem’. However, irrespective of whether an organization has retention problems, it is seen as good practice to develop a retention plan based on collecting and analysing data from (1) an ongoing attitude survey (typically once a year) to test the climate of opinions within the organization; (2) a regular salary survey; (3) a training needs analysis; and (4) exit interviews. The retention plan should form part of the broader human resource plan because retention is a critical component in managing human resource flow. [See employer branding.]

(1) an ongoing attitude survey (typically once a year) to test the climate of opinions within the organization; (2) a regular salary survey; (3) a training needs analysis; and (4) exit interviews. The retention plan should form part of the broader human resource plan because retention is a critical component in managing human resource flow.

Subjects: Human Resource Management.


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