According to Rafii (2015) on recruitment, there is a
relationship between recruitment and employee performance. According To Patimah ( 2015) good recruitment program has a positive
impact on increasing productivity, work quality, and performance. Retention of
good employees will result in improved employee performance
Recruitment and Employee Retention
The majority of
employee retention is influenced by recruitment. Good recruitment increases employee
retention
Benefits of
Employee Retention
ü
Cost Reduction
ü
Moral Improvement
ü
Retain experienced Employee
ü
Recruitment and training efficacy
ü
Increased Productivity
ü
Better customer experience
ü Better Culture
Figure 1: Benefits of Employee Retention
(Source - Reserchleap.com )
Video 1 - Employee Recruitment and Retention
(Source: Youtube.com )
References
Janjua, B. H. &. G. A., 2014. The Impact of
Human Resource Practices on Employee Commitment and Employee Retention in
Telecom Sector of. IOSR Journal.
Maina, B. W.
(. E. o. H. R. M. P. o. E., 2014. Effect of Human Resource Management
Practices on Employees Retention in Institutions of Higher Learning in Kenya:
A Case Study of. The Strategic of Business & Change Journal of
Management, 1.
Pambagio, N.
S. U. H. N. &. G. E. (. I. o. P., 2013. Influence of Process Influence of
Process Selection Process and Competence of Employee on Employee Performance
(Studies on the Employees Division of Administration and Finance. PG Kebon
Agung Malang). Journal of Business Administration.
Patimah, S.,
2015. The Influence of Recruitment and Selection on The Performance of. State
Elementary School Principals Bandar Lampung. Scientific Journals, pp.
Peuradeun - International Multidisciplinary Journal, 3(1), 165–190. .
Rafii, M.
&. A. S. (. T. I. o. E. R. a. P., 2015. The Influence of Employee
Recruitment and Placement on Employee Performance on PT. Bank Riaukepri
Pekanbaru. Online Journal.
Rafii, M.
&. A. S. (. T. I. o. E. R. a. P., 2015. The Influence of Employee
Recruitment and Placement on Employee Performance on PT. Bank Riaukepri
Pekanbaru. Online Journal.
Situngkir,
S. A., 2013. The Influence of Financial Compensation, Labour Relations and
Working Physical Environment on Employee Performance in Regional. E-Journal
of Management, University of Udayana, .
Sumarni, M.
(. T. I. o. E. R. o. T. I. a., 2011. The Influence of Employee Retention on
Turnover Intention and Employee Performance.. AKMENIKA UPY, 8, 20–47.
Susilo, A.,
2013. The Influence of Employee Retention and Customer Satisfaction to
Performance.. Studia Journal of Accounting and Business, 1(3), 247–262..
Hi Thanuja, you have selected a very interesting point. it is very much important to increase employee retention period. Also Agreed with the definitions and statements on motivation furthermore motivated employees always engage to the work and employee reward and recognition is one of the most important elements to motivate the employee while increasing productivity and efficiency (Safiullah, 2014).
ReplyDeleteThank you Shiran for your valid point. Employee retention is a benefit to an organization. A good recruitment program can provide a positive influence on increasing employee commitment, productivity, and the quality of work including performance (Susilo, 2013).
DeleteAgreed with Your Points thanuja.The use of technology in the workplace has impacted on all areas of employment, with technology providing significant and advantageous ways in which to enhance organisational recruitment practices (Gregory et al., 2013). The Internet has created opportunities for online recruitment practices to emerge for a number of years, and organisations have been utilising Web 1.0 technology by posting vacancies on websites and job boards.
ReplyDeleteAgreed with your point. However, A bad employee retention program will improve the employee's intention to move or turnover intention, if an employee gets what they want, then it will improve performance (Sumarni, 2011)
DeleteHi Thanuja, Agrred with your post and adding to this A lot less recruiting will be required if better employee retention is done (Sam, 1999). Retention begins long before an employee’s first day on the job. It starts when a company representative defines the position to be filled, and continues till interview and hiring process is completed. In essence, job descriptions, recruitment, selection and employee orientation are the foundations of retention (Dibble, 1999)
ReplyDeleteThanks Nishad I agreed with your comment. Further to describe it was proved by the research which concluded that the relationship between teams or workgroups has a positive influence on employee performance (in Situngkir, 2013).
DeleteHello Thanuja,I agree with most of the arguments in your explanation. When we are talking about employee retention we can use "Zinger model" inside an organization.It is a workable model which throws lights on various aspects of employee retention and engagement with twelve keys that should be followed by managers in order to achieve significant success in the organization (Shailashri, Shenoy, & Kumar, 2018).
ReplyDeleteHello Thanuja, Another important factor for employee retention is employer brand. Employer brand will persuade prospective candidates to join the company and existing employees to retain in the company(Armstrong, 2014).
ReplyDeleteHi Nuwan its a valid point you mentioned. According to Rafii (2015) on recruitment, there is a relationship between recruitment and employee performance
DeleteHello Thanuja. I agree with your content and would like to add that renting of skilled employees is vital to an organization. "Securing and retaining skilled employees plays an important role in this process, because employees’ knowledge and skills are central to companies’ ability to be economically competitive. Given that employee retention is very important for the functioning and competitiveness of a company" (Kyndt et al, 2009).
ReplyDeleteHi Udana agreed with your comment. Skilled employees are assets to the organization. According To Patimah ( 2015) good recruitment program has a positive impact on increasing productivity, work quality, and performance.,
DeleteDear Thanuja, I agree with your post. Addition to above, It is perceived that the ability of an organization to find, attract and retain best employees was perceived is the two most critical people management issues that are faced by organizations today. To achieve this purpose, it is required to have sound Human Resource Management practices. Among the varied responsibilities of Human Resources (HR), the most critical are the recruitment of the most excellent employees and keeping them happy and on the job. (Chandrasekara & Perera, 2016).
ReplyDeleteDear Dulanjana agreed with your comment. However, to recruit the correct employee HRM has a vital process. Retention of good employees will result in improved employee performance (Susilo, 2013)
DeleteThis comment has been removed by the author.
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ReplyDeleteThis comment has been removed by the author.
ReplyDeleteHello Thanuja,
ReplyDeleteVery important area & Employee recruitment practices and policies have an impact on employee retention, according to this study Maina (2014)
Hi Thanuja, a good read. Furthermore, fair recruitment has a significant impact on employee retention (Janjua and Gulzar, 2014). According to Bernardin and Russell's research, employee recruitment practices and policies have an impact on employee retention (in Maina, 2014).
ReplyDeleteHi Thanuja, agreed with your blog.
ReplyDeleteThe majority of employee retention is influenced by recruitment. Good recruitment increases employee retention (Janjua, 2014).
Hello Thanuja , Agreed with your comment. Further to add on your point retention of good employees will result in improved employee performance (Susilo, 2013).
DeleteHello Thanuja, adding to your post, Extrinsic and intrinsic motivation are terms used to describe different types of motivation. The primary source of motivation is found within the individual. Anyone who has set a goal will quickly realize that the desire to succeed is insufficient. Achieving such goals necessitates perseverance in overcoming obstacles and continuing to overcome difficulties (Sansone and Harackiewicz, 2000)
ReplyDeleteHello Thanuja. I agree with your content and would like to add that in an organisation where recruitment and selection processes were not properly done, the propensity of the turnover intention of employees will be massive (Huselid, 1995). Generally, employees who are satisfied with the recruitment and selection process of an organisation are willing to contribute to the organisation (Eisenberger, Armeli, Rexwinkel, Lynch, and Rhoades, 2001).
ReplyDeleteHello Thanuja.
ReplyDeleteI agree with your content and would like to add that employee relations are concerned with generally managing the employment relationship and
developing a positive psychological contract. In particular they deal with terms and conditions
of employment, issues arising from employment, providing employees with a voice and communicating with employees. Employees are dealt with either directly or through collective
agreements where trade unions are recognized
Hello Thanuja.
ReplyDeleteI agree with your content and would like to add Employee relations are concerned with generally managing the employment relationship and
developing a positive psychological contract. In particular they deal with terms and conditions
of employment, issues arising from employment, providing employees with a voice and communicating with employees. Employees are dealt with either directly or through collective
agreements where trade unions are recognized (Armstrong, 2010)