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_e _e _aSherica Anne G. Armea, Kyle Aerika M. Camantigue, Althea Marie B. Eda, Ma. Angelica Jamaica Gueta, Heindrix G. Cruz, Isaac Daniel O. Oira _d _b4 _u _c0 _q16 |
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_a _aRelationship of onboarding programs to the factors of employee engagement and retention of Temp and Staffers INC. _d _b _n _c _h6 _p |
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_a _aBusiness Research: (BSBA major in Human Resource Management) - Pamantasan ng Lungsod ng Maynila, 2023 _d _b _c56 |
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_b _b _c _aIntroduction Employee Retention offers employees the organization's highly competitive wages and benefits. Organizations must consider the entire employee experience, from the level of onboarding to the type of work demanded from them. An employee's experience in the workplace influences their decision on whether to stay in the company. The pandemic has caused people to reevaluate their career goals, resulting in a massive migration of talent dubbed the Great Resignation, Concerning this, an estimated 47.4 million Americans also quit their positions in 2021. Since the pre-pandemic figure of 42.1 million in 2019, it has increased substantially. This trend has been seen in numerous nations around the world. For instance, the number of open positions in the UK reached an all-time high in 2021. According to these data, employees consistently drive change on a professional and personal level. Because of this, businesses must have a solid retention plan. The pandemic has contributed to how employees value their work regarding flexibility and control within their career decisions. According to SHRM, 2 out of 3 employees say maintaining their morale has challenged them since the pandemic. This number is even higher for companies with more than a hundred employees. However, some of the employees prefer an excellent salary and benefts from a company, but later on, this will lead to resignation. The fact that employees ear and have benefied so much won't fulfil their satisfaction because they only work for money, and they will tel burnout. Only if people can choose a company they will be working for should they lok for an employer that will fulfil and reach their highest potential as an employee and as an individual because the company cares about them. Now is the time to review their strategy regarding talent retention and people management, as demonstrated by the numbers showing rises in the number of individuals quitting their job. Employee engagement is the secret to creating a work environment that motivates people to stick around. It reflects the quality of that journey and displays the employee's experience in terms of their journey. Engaged employees go above and beyond and go the extra mile frequently without feeling forced to do so because they are committed to their work, coworkers, and continued development. One of the best indicators for predicting employee turnover is employee engagement. Employee engagement is best understood as a reflection of each individual's work-life quality. Employee retention initiatives involve improving the overall workplace experience to retain talent for longer. Hence, a company's retention strategy has a direct and measurable impact on overall engagement. Employee retention begins even before the new employee is hired. Before hiring, it is critical to analyze the position's goals and ensure that the job description appropriately articulates them. New employees must be clear about what they agree to when they accept a position. If these objectives and work responsibilities are clear from the start, people will know precisely what is expected of them. Retention starts the moment a new employee signs their paperwork. The way someone is trained in their first few days influences their attitude toward the firm. There is a significant connection between appropriate onboarding and employee retention rates. The relationship between retention and engagement goes beyond the ability to gauge the impact of retention strategy on employee attrition. A business can understand the issues affecting retention rates by accurately and frequently measuring employee engagement, which is influenced by almost every aspect of an employee's work life, from office setting to the openness with which discussions about pay and benefits are handled. It can then develop a plan for employee retention that considers the concerns that employees care about the most. _u |
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