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Student should write a well-researched paper, approximately 6-8 pages and double-spaced (not counting a title page, table of contents, references or appendices).

 

The paper must contain the following elements:
a. Title Page (or letter of transmittal if a memorandum format is used)
b. Table of Contents (unless a memorandum format is used).
c. Introduction
d. Problem Statement (5-8 sentence paragraph that clearly defines the problem and why it needs to be researched).
e. Review of current practices (background of literature) in the area
f. Strategic plan for change or creation of the anticipated change (use examples of where this approach has been successful in other organizations if pertinent).
g. Strategic approach for implementation of the change(s)
h. Final recommendations and possible outcomes (best and worst case scenarios)
i. Summary/Conclusions
j. References section
k. Appendix (if tables or charts or necessary)

*All Previous assignments should be used to create final Strategic Plan.

2

Week 2 Key Assignment

From the list provided, I chose to do my Week 7 Key Assignment on the following problem/situation: Creation and implementation of an effective recruiting and retention program to enhance the quality of employees and management within the organization. I chose this situation because its hard to keep a good business and happy employees without a good recruiting and retention program. One reason this is beneficial because it can reduce turnover costs. Retention programs foster employee satisfaction and loyalty, which saves the organization time and money by not having to do a lot of hiring and training new employees. I know from the military; retention programs help boost employee morale and performance. Retention programs that focus on recognition, benefits, growth opportunities, and the employee’s family needs create a motivated and engaged workforce. A consistent recruiting and retention strategy helps the organization build a positive work culture. A strong culture, aligning new hires with organizational values attract top talent and collaboration among employees and management. When organizations prioritize these programs, they create a good cycle of growth, stability, and greater performance for management and employees.

Research Outline

Research Outline: Design and Implementation of an Effective Recruiting and Retention Program that Improves the Quality of Employees and Management within the Organization

I. Introduction

A. The topic of interest or main idea

– A general overview of how successful recruiting and retention impact organizations: Effective recruitment and retention strategies are important to the organization’s competitive aim as such policies attract and hold quality employees.

B. Statement of the Problem

– Organizational problems of attracting and keeping them on top of good workers and managers. This considerable workforce turnover could cause disruption and raise organizational costs (Ghani et al., 2022).

C. Background of the Problem

Historical background and development of the concept of recruitment and retention strategies—from traditional ways of recruiting the workforce to more innovative and digitized methods, the field has undergone dynamic changes (Gyurák Babeľová et al., 2020).

II. Body – Part 1: Extent of the Problem (4 – 6 paragraphs)

A. What is the Problem?

Explain in detail what currently aids the recruitment and retention of many organizations, which often face high turnover rates and a lack of qualified candidates for critical positions. According to Ghani et al., (2022), this is a big problem.

The impact of poor recruitment and retention on organizational performance: Poor recruitment and retention hurt the organization by decreasing productivity, lowering morale, and increasing the cost of recruitment (Gyurák Babeľová et al., 2020).

B. Since when did it become so severe?

Timeline of escalating importance of recruitment and retention issues: The rise in the complexity of job roles and competitive job markets has been deteriorating for some time now (Gyurák Babeľová et al., 2020).

C. Who does the Problem affect?

Effects on employees, management, and the health of the overall organization: Poor retention adversely affects employee satisfaction, alters team dynamics, and burdens management with continuous recruiting (Cachón-Rodríguez et al., 2022).

D. How does the Problem manifest?

Justify the presence of the Problem by showing examples and facts. Case studies in organizations suffering from high turnover rates document how their struggle to keep a consistent workforce is becoming widespread (Ghani et al., 2022).

III. Body – Part 2: Cause and Effect

A. Causes

– Root cause analysis of reasons for poor recruitment and retention, including significant factors such as poor remuneration, no career development possibilities, and problematic organizational culture (Gyurák Babeľová et al., 2020).

B. Problem impacts

How do these issues affect organizational outcomes such as productivity, morale, and turnover? High staff turnover means that more money will be spent on training, and institutional knowledge will be lost, affecting efficiency and performance in general (Ghani et al., 2022).

IV. Body – Section 3: Possible Solutions

A. Utilization of Effective Recruitment Strategies

– High-quality candidate recruitment includes employer branding, competitive compensation, and benefits enticements. Developing a strong employer brand can facilitate drawing top talent, and offering attractive benefits can help (Gyurák Babeľová et al., 2020).

B. Improvement in retention strategies

– Talent retention initiatives by offering career development programs, engaging employees, and a conducive work environment. According to Cachón-Rodríguez et al., (2022), providing growth opportunities, a supportive work culture, and a positive work environment are crucial for talent retention.

C. Evaluating Solutions for Effectiveness

What worked and did not work for other organizations? Case scenarios that reveal strategies where an organization triumphed or failed help one knows what to do and what not to do.

D. Likelihood of Success

– Determine the likelihood of success of the solutions offered based on research evidence and case studies. An evidence-based approach helps in predicting the potential effectiveness of the strategies.

V. Conclusion

A. Summarize relating to the introduction/problem.

-Summary of the key points and how those findings relate to the Problem statement established at the beginning of the paper: Strategic recruitment and retention practices are critical in organizational success. Strategic initiatives will help organizations meet the prevailing challenges (Ghani et al., 2022).

B. Restate thesis.

Reiterate that organizations can be successful with good recruitment and retention strategies. Organizations must invest in solid recruiting and retention programs for long-term growth and stability (Cachón-Rodríguez et al., 2022).

References

Cachón-Rodríguez, G., Blanco-González, A., Prado-Román, C., & Del-Castillo-Feito, C. (2022). How sustainable human resources management helps in the evaluation and planning of employee loyalty and retention: Can social capital have influence? 
Evaluation and program planning, 
95, 102171.

https://www.sciencedirect.com/science/article/pii/S0149718922001252

Ghani, B., Zada, M., Memon, K. R., Ullah, R., Khattak, A., Han, H., … & Araya-Castillo, L. (2022). Challenges and strategies for employee retention in the hospitality industry: A review. 
Sustainability, 
14(5), 2885.

https://www.mdpi.com/2071-1050/14/5/2885

Gyurák Babeľová, Z., Stareček, A., Koltnerová, K., & Cagáňová, D. (2020). Perceived organizational performance in recruiting and retaining employees with respect to different generational groups of employees and sustainable human resource management. 
Sustainability, 
12(2), 574.

https://www.mdpi.com/2071-1050/12/2/574

Annotated Bibliography

1.
Washington, E. (2011). 
Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies (Vol. 148). Transportation Research Board.

https://books.google.com/books?hl=en&lr=&id=99iYhXEpHPoC&oi=fnd&pg=PP1&dq=1.%09Finnegan,+R.+P.+(2020).+HR%27s+greatest+challenge:+Driving+the+C-suite+to+improve+employee+engagement+and+retention.+Wiley+Publishing.&ots=V8kMiVpT05&sig=Cp3v75Zn_g2gV3RB1nodDMtrwzs

Summary: This book by Richard P. Finnegan addresses financial and operational challenges brought about by employee turnover and presents strategies that HR professionals can use to increase retention rates. Finnegan shows how to calculate the real financial cost of turnover and lays the foundation for establishing a continuous talent pipeline. He offers practical recommendations for proactive recruitment and investment in employee engagement programs that lead to reduced turnover and organizational success.

Approach: The author has supported his arguments with case studies, reports from the HR industry, and contributions from experts in the field to illustrate ways of improving engagement and retention.

Implications for Future Research: The book calls for further studies on the financial implications of turnover within industries and calls for more research on measuring the long-term effects of engagement initiatives.

Usefulness: This source proves to be particularly helpful in providing a better idea about the financial impact of turnover, along with some very actionable strategies to reduce attrition; hence, useful for HR professionals and organizational leaders alike.

2.
UCSF Office of Diversity & Outreach. (2021). Leading with diversity: Strategies for recruitment and retention. University of California, San Francisco. Retrieved from

https://diversity.ucsf.edu/sites/default/files/2021-09/2018_uc_coro_northern_cohort_strategies_for_recruitment_and_retention

Summary: This toolkit discusses best practices in the recruitment and retention of a diverse candidate pool for higher education and health professions. It communicates the value of inclusive hiring practices, coupled with practical advice on creating diverse recruitment pools. Retention strategies will involve mentoring and career development programs that support the employees after they are hired.

Research Design: This report draws best practices from a cohort of UC’s CORO system leadership and summarizes relevant academic research related to issues of diversity and inclusion in recruitment.

Future Research Directions: The impact of diversity in hiring practices on the culture and performance of an organization may be considered. Furthermore, the effectiveness and successes of mentorship programs operating under such a diverse environment might also be considered.

Practical usefulness: The guide is effective and relevant to any organization that intends to increase the level of diversity and inclusion among its employees. The guideline gives concrete actions by the human resource department in creating a diverse employee base so that organizations remain relevant in today’s perspective.

3.
Quantic.edu. (2021). The 10 best employee retention strategies for 2021. Quantic Blog. Retrieved from

https://quantic.edu/blog

Summary: This article describes a few practical approaches to retaining employees in 2021 and beyond. From career development opportunities to recognition, covering work-life balance, this article considers everything. In the following article, the impacts of leadership on company culture and employee well-being relative to retention rates will be identified.

Approach to the Research: The article will be discussing certain elements involving industry surveys, experts’ opinions, and some data-driven insights.

Implication for Future Research: Most certainly, a need to investigate how styles of leadership at companies can be related to turnover/retention levels, specifically for remote and hybrid employees.

Usefulness: Highly practical source for HR managers and organizational leaders. Offers a number of strategies that can easily be implemented for improving retention, especially within those industries impacted by the on-going challenges associated with COVID-19.

4.
Walden University 2021, Recruiting Strategies to Reduce Employee Turnover, The Walden University Blog.

https://www.waldenu.edu/blog

Summary: The article has proposed several ways of reducing employee turnover so that a healthy work environment can be provided for employees’ survival and growth. He has spoken about internal mobility, which takes for granted that any vacant position must be advertised internally among the existing workers before seeking elsewhere outside the organization. The section further explains good recruitment being an appropriate way to manage turnover.

Research Method: The research would be based on studies conducted by Walden University and complemented by reports in the HR industry.

Future Research Implications: Research on employee turnover with reference to the exact role of mentorship programs and compensation will affect retention.

Utility: This source is helpful because it provides a basis upon which the human resource professionals could set up a retention strategy. This article gives recommendations that human resources can retain talent through investment in their growth and by offering them career development prospects within the same organization.

5.
Poole College of Management. (2021). Top risks for 2022: Challenges of retaining and attracting top talent will persist, North Carolina State University. Retrieved from

https://poole.ncsu.edu/thought-leadership

Summary: This report will outline the top risks the organizations are about to face in the year 2022. This report focuses on the challenges associated with the attraction and retention of talents. It points out the growing importance of digital transformation within HR practices, discussing how working remotely and shifting expectations about work-life balance have created new challenges for talent management. The report encapsulates the results of a global survey among executives and identifies strategies to minimize these risks, such as improving leadership practices and investing in employee well-being.

Research Design: The report is informed by the results of a global survey of more than 1,400 executives from different industries and provides data-led insights into talent retention trends.

Future Research Directions: This report calls for further investigation regarding the impact of digital technologies on employee engagement and retention, especially when people work remotely.

Utility: In particular, helpful for senior HR leaders and business executives, it delivers high-level insight into what the broader challenges are that organizations are finding in finding and retaining talent within an ever-changing world.

References

Quantic.edu. (2021). The 10 best employee retention strategies for 2021. Quantic Blog. Retrieved from
https://quantic.edu/blog

UCSF Office of Diversity & Outreach. (2021).
Leading with diversity: Strategies for recruitment and retention. University of California, San Francisco. Retrieved from
https://diversity.ucsf.edu/sites/default/files/2021-09/2018_uc_coro_northern_cohort_strategies_for_recruitment_and_retention

Poole College of Management. (2021).
Top risks for 2022: Challenges of retaining and attracting top talent will persist. North Carolina State University. Retrieved from
https://poole.ncsu.edu/thought-leadership

Walden University. (2021). Recruiting strategies to reduce employee turnover. Walden University Blog. Retrieved from https://www.waldenu.edu/blog

Washington, E. (2011). 
Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies (Vol. 148). Transportation Research Board.
https://books.google.com/books?hl=en&lr=&id=99iYhXEpHPoC&oi=fnd&pg=PP1&dq=1.%09Finnegan,+R.+P.+(2020).+HR%27s+greatest+challenge:+Driving+the+C-suite+to+improve+employee+engagement+and+retention.+Wiley+Publishing.&ots=V8kMiVpT05&sig=Cp3v75Zn_g2gV3RB1nodDMtrwzs