28 Jun Using submitted work from a previous class, locate a presentation/PowerPoint item to submit as your next artifact.
You should have all of the following corrected on the PowerPoint Presentation:
1. All mechanical errors
2. All content errors
3. Any other feedback received by your faculty member should be incorporated.
*See uploaded files for instructions for assignment and feedback from the instructor. Please add pictures to the PPT and fix the error on the reference page.
Artifact #3 ==> Presentation/Project/Audio-Video
Using submitted work from a previous class, locate a presentation/PowerPoint item to submit as your next artifact. You will want to spend your time this week reviewing and critiquing your item before submission. If you are unsure about whether your item fits into this category this week, please contact your faculty member for approval. You should have all of the following corrected:
1. All mechanical errors
2. All content errors
3. Any other feedback received by your faculty member should be incorporated.
Instructions:
Submit your assignment once you have ensured that all corrections have been made.
Feedback
Thank you for your PowerPoint as submitted as your Final Project. I did see substance, a title page and a reference page. Pictures would be nice here. A small error on the reference page.
,
Creation and Implementation of an Effective Recruiting and Retention Program
Name
MGMT696: Capstone Portfolio
7/2/2023
Introduction
Retaining competent employees is important in today’s competitive landscape.
Effective strategies should strive to:
Enhance employee quality
Increase productivity and development
Adapt recruitment to diversity
Encourage innovative recruitment and retention schemes
Offer insights for competitive wages
With increasing competitiveness, it is becoming difficult for organizations to retain top employees. Therefore, more than effective retention and recruitment techniques, such as competitive wages and offering perks, are required to attract and retain skilled candidates. A comprehensive plan is important for company success, including adapting operations to remote work and embracing inclusion and diversity. Therefore, organizations must develop retention and recruitment schemes that stretch beyond traditional methods. This program must prioritize retaining and attracting competent candidates, build a strong workforce and cultivate a positive organizational culture. The strategic HR plan will analyze essential elements and successful strategies to guarantee the overall quality of the workforce.
2
Problem Statement
Inferior talent acquisition and retention can limit acquisition of talented individuals for crucial roles
This develops talent gaps obstructing future growth opportunities
Thorough research will help overcome problems in developing effective techniques to attract and retain competent employees.
An effective retention and recruitment program is important to improve managerial and worker commitment. The organization must perform thorough research to identify opportunities to attract and retain exceptional employees, which is important for success in the modern competitive business landscape. The job market is rapidly evolving, necessitating organizations to design new retention and recruitment techniques to appeal to competent applicants. Failing to address such issues can attract challenges hamper the organization's growth. Another important aspect that organizations must implement is continuous employee motivation to retain the existing workforce to sustain competitiveness and long-term success. This helps an organization to have skilled employees who make the running processes of the organization easy and simple.
3
Review of current practices
Resolving problems is important for stimulating organizational efficiency (Amagai et al., 2022).
Different factors including professionalism, app participation and social support affect engagement
Understanding the factors that influence employee engagement is important in acquiring and retaining competent staff
Evaluating intervention programs will help strengthen retention of nursing practitioners (Brook et al., 2019)
Organizations should prioritize on using standardized measures and cost-effective measures when assessing interventions.
Increasing organizational agility via effective recruitment techniques demands organizations address challenges highlighted by Amagai et al. (2022), such as technical reliability and social support, which the authors found helpful. The authors also identified obstructions, such as the absence of supportive functions that could have helped organizational success. Therefore, it is important to understand the factors influencing employee retention and engagement to attract and retain proficient staff. Another study by Brook et al. (2019) stresses the importance of evaluating intervention programs to increase employee retention, especially for career nurses experiencing high turnover rates. Evaluating interventions against standardized criteria and considering cost-effectiveness is important for maximizing organizational returns on investment.
4
Continuation
Gonzaga et al., (2020) emphasizes on use of inclusive recruitment techniques
organizations should follow a five-step plan and support to prioritize on diversity
Enhancing management efficiency and teacher empowerment will improve teacher satisfaction and commitment (Gonzaga et al. 2019)
Structural design fosters long term commitment (Holmes et al., 2019)
Stress management is important for skilled staff retention (Rodriguez-Sanchez et al., 2020)
A study by Gonzaga et al. (2020) has focused on providing comprehensive recruitment techniques to help healthcare organizations prioritize diversity by following a five-step plan. Gonzaga et al. (2019) emphasize that organizations should prioritize ensuring management efficiency and fostering teacher engagement in the education sector. Holmes et al. (2019) highlight the significance of incorporating student behavior and teacher opinions into the learning environment to support job satisfaction and commitment. Rodriguez-Sanchez et al. (2020) highlight the importance of sturdy HR management in attracting and retaining top-notch employees.
5
Strategic Plan for Change
A strategic plan supported by essential elements guides HR practice
Perform an analysis on the existing practices to recognize areas needing improvement
Assess recruitment, retention, engagement and work-life programs to increase employee efficiency
Recognize and resolve underlying discrepancies
Benchmark with successful HR policies from organizations such as Microsoft and Google for inspiration
Empower staff through flexible work options to foster innovative HR approaches.
A strategic plan is important in enhancing HR practices, and it should start with a thorough examination of existing practices, including assessing recruitment procedures, retention strategies, employee engagement, and the effectiveness of work-life programs. Analyzing the existing state and correcting deficiencies will enable organizations to identify areas needing change. Successfully implementing HR policies in the company can go a long way in equipping employees with empowerment. Such options include providing a flexible work environment like that pioneered by organizations like Microsoft and Google.
6
Continuation
Develop transparent and measurable goals
Set attainable targets, allocate necessary resources and offer continuous support
Implement transparent communication policy to increase stakeholder awareness
Use focus groups or surveys to acquire insights and feedback
Benchmarking with other organizations and adapting to specific needs is important for business. When developing a strategic plan, organizations must ensure that it contains measurable and clear goals that support the desired results. Therefore, the focus during the implementation should be on setting targets that have clear timelines, providing substantial support and resources, and guaranteeing awareness among stakeholders. A transparent communication policy should allow for modifications to strengthen feedback mechanisms to facilitate the acquisition of insights and implementing adjustments in the implementation process.
7
Strategic Approach for Implementation of the Change(s)
Follow the developed strategic steps to implement HR practice changes
Establish a sturdy strategy with precise timelines and actions
Allocate roles and inform stakeholders clearly
Rely on phased approach for successful implementation
Breakdown the plan into functional steps and monitor progress
Successful implementation of strategic changes needs compliance with vital steps and a comprehensive implementation strategy. This involves specific actions, division of roles, and setting up time frames to guarantee consistency and clarity across the organization. Organizations should strive to develop a dedicated implementation team and allocate resources to offer needed support. Integrating a phased approach increases opportunities if successful implementation reduces risks and allows for learning and adaptation. Arranging the plan into manageable steps guarantees proactive progress.
8
continuation
Regularly monitor and make improvements based on the feedback
Engage employees and adopt open communication
Develop KPIs and measures for effectiveness
Regularly assess employee satisfaction, recruitment success, talent retention and organizational performance
Identify areas needing improvement for success (Pratap et al., 2020)
Integrating this technique empowers organizations to closely track and improve their progress through continuous employee involvement and feedback. Transparent communication and support establish an environment where constructive changes can happen. On the other hand, developing key performance indicators enables the organization to track the effectiveness of implementation. On the contrary, monitoring measures such as talent retention, employee satisfaction, general organizational performance, and recruitment success assists in assessing progress and recognizing improvement areas. Regular assessment of these measures guarantees success in implementation changes (Pratap et al., 2020).
9
Final Recommendations
Establish flexible work schedule and competitive HR approaches
Improve employee satisfaction for long term success and retention
Create a supportive work environment to stimulate goal alignment and productivity
Consider stakeholder recommendations to avoid resignations and disengagement
Develop and assess functional plans to acquire the desired outcomes (Kalenda et al., 2018)
Organizations can develop a work-life balance initiative to enhance their HR practices. Besides that, they can adapt human resource management methods that help retain and attract gifted employees. By regularly checking the implemented policies, a business can assess their effects over time. Improving the satisfaction of the employees can lead to better talent retention and a successful organization, which natures a positive workplace culture. It is essential to have a working plan that, when implemented, can lead to assessing the efficiency of such methods to achieve the expected results, avoiding disengagement and higher rates of resignations.
10
Conclusion
Implement flexible work schedules and efficient HR administration
Draw inspiration from existing successful practices
Develop clear goals
Increase employee morale and maintain talent
Introduce changes in small steps
Resolve risks through effective execution
Based on the current dynamic organizing landscape, it is essential to prioritize effective HR management methods and a work-life balance. Organizations can achieve their objectives by maintaining the existing personnel and attracting other top talents. This helps the company to maintain a competitive advantage within the market. The best strategy to follow for successful implementation is by conducting a detailed analysis and using the best practices using a phased strategy. This causes the morale and talent retention of the employee to increase, leading to superior organizational performance while extenuating the associated risk with poor execution.
11
References
Amagai, S., Pila, S., Kaat, A. J., Nowinski, C. J., & Gershon, R. C. (2022). Challenges in participant engagement and retention using mobile health apps: literature review. Journal of medical Internet research, 24(4), e35120.
Brook, J., Aitken, L., Webb, R., MacLaren, J., & Salmon, D. (2019). Characteristics of successful interventions to reduce turnover and increase retention of early career nurses: A systematic review. International journal of nursing studies, 91, 47-59.
Gonzaga, A. M. R., Appiah-Pippim, J., Onumah, C. M., & Yialamas, M. A. (2020). A framework for inclusive graduate medical education recruitment strategies: meeting the ACGME standard for a diverse and inclusive workforce. Academic Medicine, 95(5), 710- 716.
Holmes, B., Parker, D., & Gibson, J. (2019). Rethinking teacher retention in hard-to-staff schools.
Itam, U., Misra, S., & Anjum, H. (2020). HRD indicators and branding practices: A viewpoint on the employer brand building process. European Journal of Training and Development, 44(6/7), 675-694.
Kalenda, M., Hyna, P., & Rossi, B. (2018). Scaling agile in large organizations: Practices, challenges, and success factors. Journal of Software: Evolution and Process, 30(10), e1954. https://doi.org/10.1002/smr.1954
Pratap, A., Neto, E. C., Snyder, P., Stepnowsky, C., Elhadad, N., Grant, D., … & Omberg, L. (2020). Indicators of retention in remote digital health studies: a cross-study evaluation of 100,000 participants. NPJ digital medicine, 3(1), 21.
Rodríguez-Sánchez, J. L., González-Torres, T., Montero-Navarro, A., & Gallego-Losada, R. (2020). Investing time and resources for work–life balance: The effect on talent retention. International journal of environmental research and public health, 17(6), 1920.
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