What is a good retention plan for a top performer.
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What is a good retention plan for a top performer.
What are the components needed to do so?
How do you retain a top employee that is unhappy with the organization?
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- In modern times it is possible that an employee could have a number of different jobs in a short amount of time. Do you think this frequent job changing could skew results for this type of “ideal” employee selection? Do you think potential candidates can use these screening mechanisms to their advantage by making themselves seem like perfect candidates when in fact they are not? What personality traits may not seem like a good fit based on an initial screening but in fact would make a good employee? Do you feel that work and dedication could overcome a person-job mismatch?Effective recruitment and selection are the pre- conditions for achieving higher employees performance and ultimately achieving the organization's objectives. Discuss the validity of this statementWhy is there a need to be properly groomed in a workplace? What are the benefits if you are a well-presentable employee in your workplace? Illustrate and elaborate on your answer. Is being a well-mannered employee a good indication to your clients and to your company's reputation? Explain your answer deeply.
- What might you do to retain employees who might not be in the top performer category, but are still valuable to the organization?develop an onboarding and training strategy for a new employee to increase satisfaction and retention. Consider the following as you develop your strategies: What factors contribute to employee retention? What experiences are important for new employees as they acclimate to the organization? Which employee development method(s) do you think would be most useful to the job incumbent you selected?What are some effective strategies for onboarding new employees and helping them integrate into the company culture? How can you ensure that new hires have the support they need to be successful in their roles?
- Explain What strategies can organizations employ to encourage employees to refer high-quality candidates rather than simply referring friends or acquaintances?What do you see as the advantages and disadvantages to a task-based job analysis versus a competency-based job analysis?How would you distinguish a job from a career from a calling? Do you have a calling? What is it? Explain what you take to be the strongest argument in defense of an employee’s right to participate in managerial decision making. Explain what you take to be the strongest argument against such a right.
- Referring to case "On the cost of being nice" Do you think employers must choose between agreeable employees and top performers? Why or why not?Why effective recruiting is a challenge for most of the managers?If the applicant is good looking, does he/she meet the job specification "must have pleasing personality? Explain.