Recommended key strategies to attract and retain the best possible employees of an organization

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Organizations consider their employees as one of their most important assets. In today’s world the HR department of any organization intends to retain its employees and keep them bonded with the organization. The rising competition in the market makes multiple opportunities available to an employee and they constantly compare their organization with competition in terms of Salary, Benefits, and Training, etc. (Roxas & Chadee, 2015). The HR team implements various strategies which keep the employees motivated intrinsically and extrinsically, similarly in the below assignment such strategies have been proposed for employee retention.

1. Employee Orientation and Onboarding

In this context an organization needs to realize that the initial stage of orientation is a vital stage where an employee is exposed to the organizational culture and values. At this stage the HR person should make sure that an employee should be given introduction not only to the organization itself but also guided through the different ways though which he or she can thrive (Lee & Teng Sung, 2017). This step should be presented in detail and not in a form of a short glimpse as it’s the level where a new hire sets his aim that how much growth will he/she receive in this organization and when to make the next career move.  It’s the HR at this stage and the team members of the new hire who have to assure that he/she will gain monetary growth and hierarchical growth simultaneously,

2. Advisory and Mentorship programs

These are the programs that play a vital role in retention of an employee and attract them to the organization. The organization needs to make sure that the true purpose of mentoring is served which is to transfer the existing set of knowledge of high performing employees to junior or new employees to advance their career (Thanacoody & Hui, 2012). These programs are very helpful to earn trust of employees as they are shared valuable experiences in terms of business scenarios. Besides sharing key experiences, the Mentors should also appreciate the employee on their cross questioning to make them more glued to the eco environment of the organization. The mentor should be in touch with HR person to inform that how well an employee is going and what sort of aspirations does he or she possesses. 

3. Employee compensation

It’s the salary that provides compensation for all the tasks that are performed by an employee. The organization should determine that what salary and benefits are being offered in the industry and such information is very delicate to know so HR person can surf through various online website where ex-employees write about the different benefits which they were being offered in their organizations.  In the present era where organizations have financial pressures so instead of offering higher packages they should establish SMART goals for employees to balance their level of satisfaction and performance simultaneously (Miller, Erickson & Yust, 2001). With the help of SMART goals employees will be well versed of the goals that they have achieved versus the amount of benefit they have received fairly & by doing so they can also negotiate with HR on logical grounds. 

4. Wellness offerings

Employees these days aren’t working for monetary or growth reasons only, they are very conscious about their mental health as well. To keep its key employees retained an organization should denote that it is well versed about the stress levels of its employees and their overall physical wellbeing. An organization should offer wellness programs like, Gymnasium classes, Healthier snacks, and Assistance programs, Yoga etc., these activities communicate to an employee that how important he or she is for the organization. The employees of an organization are not only de stressed but most importantly they are made felt that they are being taken cared off. The wellness programs will also offer the employees to mingle as a family where their mutual ties are strengthened which might have been not as good in the past due to work pressures (Mathis & Jackson, 2010). During these programs HR professional can also silently monitor various employee behaviors to identify which employee needs more attention from retention perspective as they level of interest of an employee in these activities will depict that how much bonded is he or she with the organization.

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