A Market-Driven Approach to Retaining Talent  

Oleh:

Cappelli, Peter

Jenis: Article from Bulletin/Magazine - ilmiah internasional
Dalam koleksi: Harvard Business Review bisa di lihat di link (http://web.b.ebscohost.com/ehost/command/detail?sid=f227f0b4-7315-44a4-a7f7-a7cd8cbad80b%40sessionmgr114&vid=12&hid=105&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bth&jid=HBR) vol. 78 no. 1 (2000), page 103-111.
Topik: MARKETS; adaptability; compensation; employee retention; teams

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Perpustakaan Pusat (Semanggi) Nomor Panggil: HH10.15 Non-tandon: 1 (dapat dipinjam: 0) Tandon: tidak ada

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Open competition for other companies' people, once a rarity in business, is now an accepted fact. Fast - moving markets require fast - moving organizations that are continually refreshed with new talent. But no one likes to see talent leave ; when a good employee walks, the business takes a hit. It's futile to hope that by tinkering with compensation, career paths, and training efforts, you can wall off your company from today's labor market. But there is an alternative : a market - driven approach to retention based on the assumption that long - term, across - the - board loyalty is neither possible nor desirable. By taking a hard look at which employees you need to retain and for how long, you can use highly targeted programs to keep the required talent in place. Most companies today rely on compensation to build loyalty, but compensation is only one of many useful retention mechanisms. You can redesign jobs to reduce turnover : UPS kept many more drivers by shifting the tedious job of loading trucks to other employees. You can promote loyalty to particular projects or to work teams. You can hire people who aren't in high demand and place valuable employees in locations where they won't be constantly tempted by job offers. You can team up with other companies to offer cross-company career paths. And when there's no effective way to prevent attrition, you can learn to live with it : outsource, strengthen recruitment, standardize jobs, cross - train employees, and organize work around short - term projects. If managing retention in the past was akin to tending a dam, today it is more like managing a river. The object is not to stop water from flowing but to control its direction and speed.

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