Professional Documents
Culture Documents
Management
Employee Separation and Management Retention
F R I D A Y, N O V E M B E R 1 6 , 2 0 1 8
REDUCTIONS IN FORCE
• Causes of reductions
• Restructuring as a result of mergers & acquisitions
• Attempts to make organization more cost competitive
• Adjustments to declining business environment conditions
Turnover can also lower the average tenure of employees and translate
into lower payroll expenses
Outcomes of Managed Turnover and Retention
Dealing with turnover
Organization need to be aware for some aspects:
• Career development opportunities
• Incentive compensation that rewards high performance
• Recognition for high performer
• Develop retain strategy for high performer – A customer-service approach as
an option
• Counseling program
• Training and development program for backups
• In involuntary turnover perspective, be aware to legal aspect for developing
termination policies
Developing retention programs
• Retention programs need to be individual-based
• Exit interviews, as a tool for employers to gain feedback from
departing employees
• Also, exit interview can be a catalyst for maintaining an ongoing
relationship with departing employees.
Empirical evidences of retention programs
development
Managing Retention at Sprint PCS Strategic Retention at United Airlines Retaining Talent at Intel
• Telecomunications • Airlines Company
Company • Technology Company
• “Retention Agents Program” • “Key Employee Retention • “New Business Initiative (NBI)
for managers, with ten Program”, as the organization's Program”, is the internal
competencies. efforts to emerge from bankruptcy program of Intel, with the
• Results: Lower attrition and function of solicits proposals
• Key employee = Information
cost savings for new business and funds
service division’s employees.
startups.
• Received a cash payment equal to
• Results: new job skills and
20% of their base pay.
stronger commitment
• Result: Company's overall turnover
rate stood at 7 percent, below
average 11 percent
Pensiun
• Mengapa perlu diperhatikan?
Meski secara fisik kemampuan telah menurun namun pengalaman
dan pengetahuan tetap diperlukan.
Maret Gelombang PHK dimulai, disertai dengan drama informasi tidak ada
2005 merger dan pelaporan perusahaan bahwa karyawan dinilai mogok kerja
DISNAKERTRANS memberi arahan/petunjuk terhadap kasus yang
bergulir lewat P4P
SECURICOR mengajukan keberatan pada Pengadilan Tata Usaha Negara,
namun dimentahkan
0
Category 1 Category 2 Category 3 Category 4
Two Content Layout with Table
• First bullet point here Class Group 1 Group 2
• Second bullet point here Class 1 82 95
• Third bullet point here Class 2 76 88
Class 3 84 90
Two Content Layout with SmartArt
• First bullet point here
• Second bullet point here Task 1
• Third bullet point here
Task 2
Task 3
Add a Slide Title - 1
Add a Slide Title - 2
Add a Slide Title - 3
ADD A SLIDE TITLE - 4
ADD A SLIDE TITLE - 5