Problems in managing retention and employee absenteeism by HR Managers Essay

Problems in managing retention and employee absenteeism by HR Managers - Essay Example One man leaving the organization can generate insecurity and anxiety at the workplace and can leave behind a situation of low morality, apprehensions and anxiety. It accounts for one of the largest costs that employers need to bear today. Besides losing out on a crucial talent which is valued in the organization, the organization is also likely to suffer from the loss of business reputation and image in the market. This could not only act a catalyst in losing out on the potential talents in the industry but the firm can also appear as an unattractive employer to work with. The spoil of reputation and image can prove to be extremely damaging for the business’s performance and productivity in the market. Employers have been seen to be increasing awareness about the problem. They have been redesigning their policies and practices required for laying the foundation of a productive and satisfied workplace. However, before implementing strategies, a complete and thorough analysis of the potential causes and reasons for turnover must be analyzed. The project seeks to identify the concerns facing HR managers in organizations in trying to retention employees and reduce absenteeism at the workplace. On the grounds of potential concerns for the employer, the project seeks to devise strategies for addressing these problems. Problems in managing retention and employee absenteeism by HR Managers Organizations make a lot of investments on employees in the form of induction and training programs, developmental programs, maintenance and retention programs in the organization. ... Thus, researchers have focussed on the need for understanding turnovers more specifically; the sources which determine the turnover process, their effects and the strategies that managers can put to use to minimize turnovers in the organization. With the expanding aspect of globalization, organizations are increasingly required to develop and generate such tangible products and services which are based on the strategies created by employees. According to Meaghan et al. (2002), these employees are of great critical importance for the organization as their value to the organization is necessarily intangible and cannot be easily replicated. Thus Abbasi et al. (2000) considers it essential for organizations to regard employees as major contributors towards the achievement of organizational goals and objectives. Managers must necessarily control turnover rates for the sake of organizational success. The major literatures on turnovers are thus concentrated on three main areas, namely, sour ces of turnovers, effects of employee turnovers and strategies for minimizing or eliminating turnovers (Ongori, 2007, p.1). Researchers like Bluedorn, 1982; Kalliath and Beck, (2001) have seeked to understand the factors which determine individual’s intentions to quit a job. They have attempted to investigate the possible antecedents of intentions which lead people to quit. Till date there has been very little consistency in their findings from these researches. Thus there can be numerous reasons why people can switch over from one organization to another. Some of the most probable reasons found by Firth et al. (2004), which managers have to

Navy Seals Research Paper Example | Topics and Well Written Essays - 3000 words

Navy Seals - Research Paper Example nd air.) My stance on this paper will be that the NAVY Seals are a viable, necessary part of the Modern military not only in history but today as well they are a much needed force in today’s wars to combat terrorism and conflicts (Navy Seal History, N.D.) In the Second World War when Japan attacked Pearl Harbor, America wanted to retaliate, however they were facing unknown, unseen enemies. Their soldiers became the target of landmines and other hazards. Thus the need of a force was felt which can clear the ground for the forces and comeback with enemy intelligence. They were called Naval combat demolition units. They underwent heavy training focusing mainly on physical endurance. Their training included carrying heavy leads, running, swimming and maneuvering small boats. Later they came to be known as Underwater Demolition Teams (UDT). In 1961 when an ally of America was fighting with an ally of Russia, US wanted to help his or her own ally. The Navy felt the need of a Special operations Unit building on the basis of UDT. Hence, Navy Seals was born. Their primary task was to clear the way for the Navy, obstruct enemy communication and destroy enemy ammunitions. (Obringer, Navy Seal History, N.D.)Â   The US Navy Seals are approximately 2200 in numbers, worldwide and they have special divisions within them who specialize in a particular territory. SEALS risk their lives and as per their motto of serving the country first and not individuals. They are called quiet professionals because most of their missions are highly secret and they cannot discuss their lives even with their wives. They get special training for in water demolition and scuba diving as most of their operations are in and around water-bodies. This is of strategic importance because in today’s world majority of the population in cities live within close range of water bodies. SEALS fight enemies of US all over the world. It can be a task to free hostages, or fighting with terrorists all over the