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08. Employee Retention

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  High employee turnover increases cost in resources, recruiting, and time when replacing open positions. Expense to the organization for recruiting a new employee costs half to 200% of the former employee’s salary (Hebenstreit, 2008). The increased cost related to recruitment includes advertising and overlapping of salary; making it difficult to maintain positive employee culture and morale. High employee turnover also leads to missed opportunities for meeting production matrices and budgets set within the departments, adding additional cost to the organization. A report distributed by the Society for Human Resource Management (SHRM, 2004) states that 75% of employees are actively seeking a different job. This high percentage should alert employers whose bottom line is dependent on employee productivity. The survey shares that 43% are looking for a new job to receive better compensation, 32% for better career opportunities and 22% are dissatisfied with opportunities at their curre...
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07. Employee Loyalty

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  What is the Employee Loyalty? Many companies are successful because of employee’s loyalty. The organizations cannot achieve their goals, vision and mission without employee loyalty. Loyal employee works productively, higher excellence and professionally to achieve the organizational goals. Employee’s commitment and belief, company success can be defined the employee loyalty. Salary, promotions, recognition, bonuses, supervisor’s supports, environment, process, and job security are the main factors for affect the employee loyalty. Also they will retain on the company for longer period. It is performance attributed of success or failure of the organization, considered the core of company. It is of major significance the employee loyalty of the company and do not actively search for other alternate opportunities. In same period employees are delivered with more employment chances which draws them to change the company often. Through the company view, there is any loss experienced ...
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06. Talent Acquisition & Talent Management

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  Large IT organizations every year rent tens of thousands of employees through multiple sourcing channels for their growth and talent replenishment. Assuming that for each hire at least ten potential profiles are scrutinized and evaluated, the Talent Acquisition (TA) personnel ends up processing half a million-candidate profiles having multiple technical and domain skills. The scale and tight timelines of operations lead to possibility of suboptimal talent selection due to misinterpretation or inadequate technical evaluation of candidate profiles .   Many business executives have rightly said that talent is more critical factor in both domestic and global front. Talent acquisition is the long-term strategic approach to Recruitment. It includes identifying, attracting, developing, engaging & retaining qualified workforce. Talent acquisition involves all the sub processes around finding, attracting and engaging highly talented individuals into your organization. Today m...
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05. Limitations of Interview

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  This days in Sri Lanka an employee choose method was interviews. In generally  interview means that formal meeting with interviewer & interviewee where ask the  questions & answers are given by later. Select and recruit correct candidate for a job this process is usually done to identify each other. Interview is main part of selection process by most of employer. Reserchers as shown that interviews are included 90% selection process that In word wide take place (P.Maharajan, 2018) There are some limitations available in interviews Incomplete process Interviews is not final one there is another process available for this. It is because interviews do not help in take out every single detail about the candidate For an instant, company is in need technical employee, like writer company have do the written test in order to how well are their vocabulary and other skills required to create a good piece of work.   Incomplete information An interview...
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04. Recruitment & Selection

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  Recruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or outside of organization for a job opportunity. The recruitment process includes examining the necessities of work, drawing employee to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the association. Also, HR department responsible to choose the right person or best qualified candidate for the post for organization needs (Abdullah & Othman, 2019). The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. Recruitment is the process of discovering and catching qualified or appropriate applicant to fill the vacant position (Anwar & Abdullah, 2021). Recruitment process includes a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and...
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03. Motivation

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  Organizations, regardless of industry and size, strive to create a strong and positive relationship with their employees. However, employees have various competing needs that are driven by different motivators. For example, some employees are motivated by rewards while others focus on achievement or security. Therefore, it is essential for an organization and its managers to understand what really motivates its employees if they intend to maximize organizational performance. Traditional motivation theories focus on specific elements that motivate employees in pursuit of organizational performance. For example, motives and needs theory ( Maslow, 1943 ) states that employees have five level of needs (physiological, safety, social, ego, and self-actualizing), while equity and justice theory states that employees strive for equity between themselves and other employees ( Adams, 1963 , Adams, 1965 ). However, current research on employee motivation is more cross-di...
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