Prime
How to hire and retain quality human resource
Changes. Keeping communication lines open will help you have a good relatioship with your boss.
What you need to know:
The effects of turnover can be extremely costly. With departing employees comes the loss of intellectual capital, as well as costs associated with recruiting, hiring and training new personnel.
A leading cleaning company in Kigali contacted me to get them a competent person for a post of human resource manager to handle her over 200 staff. I set the bar as per the qualities I wanted. Three weeks down the road, I failed to find one with the required skills. All the people I came across have the papers but not the required skills! Not even my access to over 5,000 youth on Facebook could save me. I threw in the towel.
In brief, Uganda lacks a skilled labour force. One of the ways we can get out of this predicament could be through adopting the culture of Volunteerism and Social Responsibility. By enrolling to volunteer in any organisation, the participant will have the opportunity to acquire experience and on-job hands-on skills and it adds weight in terms of career profile.
Worse still, the few skilled labour force we have in Uganda has turned into chronic job seekers as it seeks undefined development, opportunity and job satisfaction. Though it is now history, at one time, it was more common for workers to remain with one company for the duration of their career but due to changing employee needs coupled with a competitive job market, employee turnover is on the rise.
The effects of turnover can be extremely costly. With departing employees comes the loss of intellectual capital, as well as costs associated with recruiting, hiring and training new personnel. If your company is facing such challenges, better you try some of the steps below.
Hiring employees with the right “fit”. Compatibility is critical to retention. Behavioral based interviewing and competency screening goes a long way in determining personality, work style and potential match and success within your company.
Hiring older workers. Consider hiring candidates who are seeking stability. Older applicants may not be looking for the development opportunities that their younger counterparts may be in need of. To the fresh graduates this sounds nasty but let the truth be said.
Describing the job correctly. Make sure you describe the job as accurately as possible so candidates will know what is expected. Misconceptions regarding the job responsibilities and work environment are one of the major causes of employee turnover.
Developing competitive compensation and benefit packages. Understand and research market pay ranges in your area and consider the value of benefits and employee perks; offering such extras to your workforce may be the key to your retention efforts.
Challenging your employees. Employees want to be challenged in the job they are performing to feel like they are growing both personally and professionally when challenged with attainable assignments.
Providing excellent supervision. Incompetent supervisors are often one of the first issues linked to employee turnover. No one wants to work for a manager who cannot adequately complete the tasks of his or her job, who is not passionate about the work being done and who fails to provide regular feedback.
Providing better employee supervision as well as enhanced communication helps decrease employee turnover.
Recognising employee success. It is important to let your employees know that their work does not go unnoticed. Employees are more willing to stay with a company if they feel a sense of pride and success in their work.
When employees meet or succeed your expectations, show your appreciation for a job well done.
Providing an employee-friendly work environment. Be accommodating to your employees’’ outside demands. Providing employees with flexible schedules makes for a productive, satisfied workforce. The stress of balancing work and life diminishes when employees can work around their outside obligations.
Career Advancement Opportunities: Whenever possible, provide opportunities within the company for cross-training and career progression. Employees are seeking to develop themselves, and offering that opportunity to them may provide the satisfaction and stability they are seeking.
The bottom line is that it’s extremely important to understand the impact of turnover in your business and determine the reasons why employees are leaving. The most effective way to do so is by conducting exit interviews with departing employees. This strategy alone will help you make adjustments that will reduce future turnover.
