Creation and implementation of an effective recruiting and retention Research Paper

Creation and implementation of an impelling recruiting and retention program - Research Paper ExampleRegards . parry of contents 1. Introduction 3 2. Problem statement 3 3. Review of current practices 3 4. strategical plan for recruitment and retention 4 5. Implementation strategy 5 6. Final recommendations and possible outcomes 5 7. Conclusions 6 References Appendices 1. Introduction Current businesses are challenged with high employee dollar volume irrespective of various benignant preference development and employee-friendly practices. Therefore, it is imperative for organizations to explore various other opportunities to reduce employee turnover while abiding by obligatory requirements, which stack save costs and improve profits. This paper presents some capability solutions to high employee turnover issues in addition to some recommendations for implementing these solutions before concluding with key points. 2. Problem Statement Recruiting and retaining the older and di senable work groups are challenging, scarcely provide many advantages too. Organizations in the IT sector, like Cognizant Technology Solutions (CTS), direct huge amount of money in developing their employees to perform as per expected standards, which eventually accept to losses when employees leave for outside opportunities. Immense competition and advanced communication technologies that have given devise to numerous opportunities have constantly haunted organizations in the IT sectors resulting in large voluntary employee turnover. Most of the times, practices in recruiting and retaining employees do not seem to be aligned to organisational strategies and long-term objectives one such representative is practices to implement diversity. Most of the companies do not put optimum efforts to hire diverse workforce, which can in reality provide competitive advantage. 3. Review of current practices Strategic human resources management focuses on integrating human resource planning, recruitment, selection and retention in a manner that not only assists in achieving organizational or departmental objectives but too sustain the organizational position and performance through effective HR practices and procedures (Armstrong, 2008). Currently, most of the recruitment occurs electronically as this medium provides larger database to recruit the best medical prognosis however, this medium provides little or no personal/human contact that would be required for entrance assessment of the candidate. Moreover, usage of internet is not similar among all groups of job seekers. For instance, Scott, Snell and Bohlander point out at the 2010 study by Kessler Foundation, which indicated only 54% of disabled using internet for job search compared to 85% of non-disabled candidates. Such disproportion could affect companys efforts towards exercising diversity, which is a legal and moral obligation. Spiezia (2002) highlights that employing older histrions can be beneficial, a very important retention program employed by some organizations, but ignored by many. Studies indicate that older workers are more loyal, committed, honest compared to younger counterparts (Spiezia, 2002) however, some studies also indicate that the reason for many organizations overlooking older workforce is lower productivity, slower learning and potential health risk (Ashworth, 2008). Nevertheless, employing older and disabled workforce is a legal and moral obligation of organizations. Moreover, worker shortages can be overcome by employing the older and disabled