1. McKenzie, F. (2011). Attracting and retaining skilled and professional staff in remote locations of Australia. The Rangeland Journal, 33(4), 353-363.
Attracting and retaining skilled and professional staff in remote locations of Australia
This article of attracting and retaining assignment illustrates that Australia is a place where 75 % of the continent has a dry and harsh climate and only less than 3 % of the population live here. But this place is also among one of the wealthiest areas. Most of the mining activity of the continent takes place in this remote area only. Therefore, it becomes important to ensure that these areas must be liveable and some strategies must be used to attract the workforce to come here and live. But somehow retaining a professional staff is not a problem of only remote, regional or rural areas. This problem is rising at the global level also. There are many innovative strategies that organizations are using to retain fresh talent and developing it.
Remote and non-remote population mobility
It has become a challenge for the organizations to retain the workforce in remote areas as they are shifting to regional and city centres at a fast pace. Researchers have shown a high decline in the population of the workforce in non-metropolitan cities. This problem is more hectic in the areas where primary activities such as mining are absent. Additionally, they have found that workforce fears the lack of career opportunities and difficult living conditions in remote areas. This problem is more among those who are well qualified and contributes to the social, economic and environmental sustainability.
Housing and infrastructure
Infrastructure is the main point which defines remote and non-remote areas. In remote areas, there is a lack of even basic infrastructure and provision of water, networks, roads and other health checkups also lacks here. In some areas, it lacks so much that it becomes difficult for people to sustain their habitation.
Hence, the workforce can be retained in such areas if they are provided with sufficient and adequate infrastructure along with government infrastructures such as health, education and other basic needs. There are many strategies which can be used to enhance attraction and retention of staff especially police officers in remote communities. Some of them are as follows:
- Without proper support and mentoring it becomes difficult for the workforce to struggle with living issues. Hence proper mentoring programs should be made available for such a workforce.
- A greater focus on problem-solving skills and other skills related to life can also be a better option to improve retention of police officers in such remote areas.
- Career pathway should be developed for rural students along with health facilities to create a positive relationship between the remote areas and tertiary sector.
- Both the education and health sectors have implemented a strategy to provide job to recent graduates in remote areas first.
Therefore, there are many other strategies also which can be followed to retain the workforce in remote areas. But most important is providing the basic facilities and infrastructure to such peoples. It has been found that lifestyle and sense of community are those two key factors which cannot be underestimated at any cost.
2. Dean, E. (2018). Staff retention: Guidance for employers. Nursing Standard (2014 ), 32(25), 15-15.
Staff retention: guidance for employers
Retaining of clinical staff is getting harder day by day. This is due to the fact that, the number of nurses in UK clinics start dipping, it becomes difficult and important for the NHS to retain other support staffs associated with NHS organizations. It is mentioned in this attracting and retaining assignment that researchers have identified the fact that, there were approximately more than 40000 vacancies for nurses in UK's MHS clinics and hospitals. It is important for NHS to recruit new employees but encouraging them to stay and retain with already existing ones is more important (Dean, 2018). Hence, all these include some implications for nurses that are given below so that staff retention can be improved easily in UK's NHS clinics and hospitals.
- It requires career opportunities for freshly recruited nurses and medical support staffs, that could contribute to NHS service quality and efficiency. This could eventually attribute to better service standard in NHS clinics and hospitals.
- A staff induction process needs to be implemented which tends to be good for the organization. Additionally, working must be shared among staff to standardize the practice
- Nurses and NHS support staffs aged above 50 years must be offered required port retirement plans or facilities whereas new and flexible opportunities must be given to those who are in their mid-career.
- A two-year training session must be considered for newly appointed staff and those who are qualified nurses must be supported with career clinics
- Staff should be provided with career pathways to make them learn how to develop in the organization
In this way, employers must provide practical guidance to the staff to improve their retention with the help of nurses. They must focus on their career planning and must encourage the staff by engaging and empowering them. They should make the working environment more standardized and they must be transferred from one job to another on a regular basis to make their working easier. Staff above the age of 50 years must be provided with such jobs that require less working. Survey data, forums details and other data must be checked regularly so that all the issues and suggestions should be prepared. All these methodologies will definitely ensure organizational success to retain staffs.
Required steps should be taken by the NHS organizations to address those issues that contributing in staff's attrition rate. These issues can be related to lack of support, levels of staffing, pressurized work, lack of time etcetera. There are many other issues that need to be resolved to maintain the retention of staff. These are good consumer-manager relationships, job rotation, valuing their suggestions and ideas and flexible working etcetera.
Hence, employers must take suitable steps to enhance staff retention. They must make secure career plans and a council where all the staff must be allowed to address their ideas and suggestions and can raise issues. This will make them feel comfortable and will help them to maintain their self-respect and self-compatibility. This will help in reducing the issues related to the shortage of nurses and will also encourage the recruitment of experienced and expert nurses. Following the above-mentioned steps can help the organization to avoid the issues that staff and nurses usually face during their working and will encourage the staff to retain for a longer period.
3. Kidrakarn Karun. (2014). Employer Branding for Successful Recruitment and Retention of Talented Academic Staff in Thai Universities.
Employer Branding for Successful Recruitment and Retention of Talented Academic Staff in Thai Universities
It is mentioned in this attracting and retaining assignment that in the contemporary business environment, maintaining and building a brand image is an important aspect for staff retention. Brand image plays significant role in employee retention in modern global scenario where, it is considered as one of the significant factors apart from organisational infrastructure and workplace environment. Global businesses greatly rely on digital foot print which attributes to high degree of exposure to global audience and creates a primary image of the organisation. Creating an impression and psychological impact on the on the people's mind creates potential market for the organisation and potential staff with future prospect in the organisation as well. The main objective of the article is to investigate the impact of the digital strategies used by Thai university in case retaining potential staffs. Websites and social media platforms are the primary doorway to reach people in modern world which creates primary impression of the organisation and opens up a channel for business to business or business to customer communication. Various research methodologies have been applied to undertake the research to fulfil the objectives chosen for the current scenario. The main findings focus on the quality academics around the globe those have initial expose of the Thai university and initial impression created by the outline of the website. It is identified that; outline and rich look of the website creates great impact on the potential academics which impact the chance of recruitment in the said Thai university. Apart from website outline, university ranking and global status creates great impression on the recruitment process. modern universities focus more on digital branding process which reflects the past achievements, past legacies and future prospects to present a holistic image of the brand that directly contributes to the brand value and brand position in the global market perspective. The current research article reveals that academics relies more on research and data associated with low ranked universities for understanding the significance and future prospect. In case of universities with high brand value, academics and potential staffs performs less search and relies on current status and data published on university website. The finding has direct implication that branding and brand value creates huge impact on the chances of staff retention and potential opening for quality academics located globally. The findings also revealed that the Thai university has low impact on the global academics' population due to lack of significant branding strategies which is the one of the primary reasons for not attracting quality staff and high attrition rate. The main objectives of the Thai university are to create a positive image to attract international staffs. Significant brand value creation and strategic framework for digital foot print have greater impact on the international audience which would be helping to lift the university ranking. There are various ways that could be applied to improve digital branding process in case of Thai university such as creating more impressive website, adopting various social media platforms to reach out more audiences and academics in global perspective.
4. Cecere, C. (2017). Using Profits to Attract, Keep the Best Employees. ASHRAE Journal,59(4), 48-50,52.
Using profits to attract, keep the best employees
This article of attracting and retaining assignment is focusing on the aspect that the employees who have the required knowledge to ascertain the average level of the performance of the company, can better understand the compensation strategy. Cash compensation plays an important role in retaining and attracting staff. If you want your company to run smoothly and retain the best talent for a longer time, you must focus on paying your staff quite fairly and adequately.
Based on financial performance it has been seen that companies with high performance earn approximately twice the net profit as compared to the overall industry. Median profit of 16.2 % was reported for the overall industry in 2016.This is because it has been seen that all the companies with high performance excel in business skills and perform all the fundamental tasks which are required to maintain the business well. They rely on loyal clients and successful leaders that help them to climb the ladder of success. Additionally, these firms keep a check on their profits and monitor the performance regularly. This helps them to provide many other opportunities to the workforce such as compensation due to an increased level of profitability which becomes difficult for an average company to afford.
High performing companies also provide many opportunities for their existing staff and newly hired staff. These types of firms perform many tasks such as:
- Investing in the firm with the help of training to leaders that provided consistency and stability to the firm or with the help of growth that focuses on the future of the company
- Different ways to enhance the performance of the staff such as incentives, bonus, etc. All these financial ways help the staff to increase their creativity and productivity of the firm
- Other benefits beyond the reach of an average firm. This helps the staff to have a better standard of living and thus enhance their retention power
Hence, it can be said that every firm or company has the power to become a high performing company. All it has to do is, keeping a check on the performance of the company and measuring it regularly. It requires a proactive management team to result in high profitability. High profitability in turn results I compensation and especially cash compensation. Usually, cash compensation is the most important factors that play a crucial role in retaining and attracting more staff. So as an owner If you want to attract more employees, just follow the policy of fair pay. As the employees know that not all the companies pay equally to all employees, so they even do not expect to earn the same as a CFO but when their roles and responsibilities are same to others, they expect a fair and adequate pay. Additionally, rewards make the employees work better and these rewards need not be much costlier. Small compensation amount also makes them work harder. All this becomes possible only with the help of profit which is, in turn, can be a result of high performance.
5. Zigmond, L. (2018). A Reason to Stay: Staff Retention at Jewish Overnight Summer Camps. Journal of Jewish Education, 84(4), 389-412.
A reason to stay: staff retention at Jewish overnight summer camps
A camp's success highly depends on the veteran staff of the summer camp. Staff helps in promoting the culture and tradition and helps in maintain the peer training environment. This makes important for the camp to retain the camp counsellor as their motivation and experience promises the success of the camp. If staff of the summer camps does not stay for longer time, it results into more hours of training for newly employed staff and thus increase the expenditure in their training and wastage of lots of time. It costs more to train newly employed staff as compared to existing staff. This is because it takes much time for new staff to grab the new place and thus it increases the economic pressure on the summer camps.
Camps can easily increase the productivity of the staff and program quality if they knew how to appeal the staff to stay for longer time. There are many benefits of high staff retention outlined in this attracting and retaining assignment . Usually camp directors spend lots of time to train their employees and spend lots of amount also. All these things can be spending on other resources if in case it is not needed to recruit new staff. If the employee feels satisfied at its workplace which can be defined with a combination of numerous factors such as availability of resources, compensation, working environment etc. then it results into better retention of staff at a summer camp.
Summer camp usually faces problem with seasonal workers. One of the major factors that is related with this problem includes expectation. These types of workers expect a lot about their job satisfaction instead of financial satisfaction. Personal satisfaction, enjoyment, opportunities to grow, opportunities to make new friends, opportunities to meet with new people are some of the expectations of such workers. Thus, researchers have found that seasonal workers have direct effect of positive attitude and work experience on their retention. Hence, as the summer camps demand a lot from their staff such as long hours of working, low salaries, need to perform the task under pressure and little sleep but they offer only lack of privacy. Hence more staff can be retained by focusing on their career goals and the camp directors must develop leadership skills at summer camp to make a strategy for all these staff retention issues.
Jewish camps must combine strong alumni network to job network, specialized training sessions for their staff and counsellors to teach them required skills such as problem-solving assessment, planning, analysing social conditions, gathering alternative solutions etc. This can help the Jewish summer camps to retain their staff well and cope up with the diversified aspirations of the staff. They must focus on nurturing the components of the staff and if they will be provided with required components, then it will definitely result in better staff retention.
Reference List
Cecere, C. (2017). Using Profits to Attract, Keep the Best Employees. attracting and retaining assignment. ASHRAE Journal,59(4), 48-50,52.
Dean, E. (2018). Staff retention: Guidance for employers. Nursing Standard (2014 ), 32(25), 15-15.
Kidrakarn, Karun. (2 014). Employer Branding for Successful Recruitment and Retention of Talented Academic Staff in Thai Universities.
McKenzie, F. (2011). Attracting and retaining skilled and professional staff in remote locations of Australia. The Rangeland Journal, 33(4), 353-363.
Zigmond, L. (2018). A Reason to Stay: Staff Retention at Jewish Overnight Summer Camps. Journal of Jewish Education, 84(4), 389-412.v
