The HR strategy pursued by the Count General is internal labor orientation. The reason is that the increased turnover that is experienced is causing the organization a lot of losses in terms of manpower as well as finances. According to Tortosa Edo et al. (2015), when there are increased turnover in the organization there is a message passed to the organization. The HR strategy is to take care of attrition that occurs due to the labor market. Employees get prone to looking for organizations that offer competitive remuneration. It is with this that the organization through the HR section need to re-examine at the employees’ remuneration, so that best employee gets retained (Tortosa Edo et al., 2015),
To reduce high turnover experienced, the organization needs to employ programs that make employees stay on the job. These are programs that create an environment that employees will not have the option of leaving the company. The following two programs are best in reducing turnover in the organization.
First is flexibility program. It permits employees to feel that they are of value in the organization; illustrate that their needs get recognized as well as respected. The type of program gives the picture of the organization and thus the prospects. The presentation of work-life balance where there is flexible time is an aspect that creates competitiveness in hiring as well as retaining workforces (Ramaseshan, 2015).
The other aspect of the program that requires being implemented is the onboarding program. It is a type of program that acclimatizes the employee into the culture of the company, essential training, and the expectations that are needed so that they succeed in new positions. The program is essential in that it save the organization in constant investment in workforces who are not suitable for the job (Ramaseshan, 2015).
The stakeholders are the people who are connected to the company in one way or another. They make the business run since each of them has a role to play. These roles are unique, and the company processes will not run without the stakeholder.
There is the reduction of expenses that an organization during recruitment of new employees. When the turnover is low, the organization saves and cut costs that are not expected to take place. The stakeholders, in the long run, will get enhanced proceeds. Additionally, since best talents get retained, clients’ service provision will not be hindered and hence constant customer flow is constant. On the side of employees, work is not hindered as well. The employees will get to deliver work as expected since all employees are working on assigned task that does not overwhelm. The assurance is that there is productivity which increases. It, in turn, direct to high sales volume to the organization. On the part of management, there will be less administrative costs that come along with employees’ like healthcare, exit interviews, orientation as well as the costs of training (Schenkel et al., 2015).
Ramaseshan, B. (2015). Effects of realistic job information and interviewer affect on retail employee turnover. In Proceedings of the 1994 Academy of Marketing Science (AMS) Annual Conference (pp. 181-181). Springer International Publishing.
Schenkel, M., Krikke, H., Caniëls, M. C., & van der Laan, E. (2015). Creating integral value for stakeholders in closed loop supply chains. Journal of Purchasing and Supply Management.
Tortosa Edo, V., Llorens-Monzonís, J., Moliner-Tena, M. Á., & Sánchez-García, J. (2015). The influence of internal market orientation on external outcomes: the mediating role of employees' attitudes. Journal of Service Theory and Practice, 25(4).
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