First Pick
Organizations depend on the services offered by employees to achieve their goals. Rapid departure and resignation negatively affect the operations of an organization. Once an employee departs from an organization, services offered by that specific employee are left unattended before the organization recruits another suitable employee to fill the vacant position. Organizations affected by the situation of employees’ rapid departure should develop a strategic plan to retain their employees. Once an employee departs from an organization, the organization should develop a recruitment plan to fill the vacant position quickly. Well, structured employee retention policies and organization practices counter the problem of rapid employees’ departure.
Lack of a strategic plan to mitigate the impact of rapid employees’ departure makes an organization to suffer the negative effects of the employee’s departure. In a certain organization, the highest performing manager submitted a two-weeks resignation notice. The most tenured employee in this organization has only two years of experience and cannot fit to the vacant managerial position. A strategic plan will help this organization to avoid this kind of situation in the future. To mitigate the impact of employees’ departure in the future, the organization should develop a program that ensures that organization managers interact with the junior staff. The plan will assist employees who have an interest in management to develop the management skills from their managers (Cohen, 2017). In the case of this company, when a manager departs then a junior staff will quickly step up and fill the managerial position because he/she has already acquired management skills from the departing manager. Employee motivation is another strategic plan that can assist an organization to mitigate the impact of employees’ rapid departure. When employees of a particular organization are motivated, they do not easily depart from a particular organization. Motivation enables an organization to retain some employees for many years, which makes some employees to have adequate experience in almost all the departments of an organization. Therefore, once an employee departs in the future, there will be an available employee in the organization who can effectively offer the services that were being offered by the departing employee. A proper recruitment plan is required to fill the vacant managerial position in this organization.
A properly structured recruitment plan enables an organization to select the most relevant employee to fill a vacant position. In the case of this organization where the most tenured manager has departed, the organization needs to develop a recruitment plan that attracts an experienced and skilled manager to fill the vacant managerial position. Online recruitment plan will offer a wide pool of employees where the organization can select the most suitable manager (Hu, 2016). The vacant position should be advertised on the organization’s website where interested applicants will submit their academic and work experience documents copies. Human Resource manager of this organization will then have an opportunity to go through all the online submitted documents and select the most relevant employee. The selected employee will then be selected for an interview. After the interview, the organization management will decide whether to offer the interviewee with the managerial job or repeat the process of selecting another employee. The online recruitment plan will ensure that the organization settles on the most suitable employee.
Pre-boarding checklist and on-boarding plan help new employees in an organization to settle and gain confidence in the services they offer with ease. In this particular organization, a pre-boarding checklist should be filled by the job applicant before he/she is hired. The Pre-boarding checklist needs to be structured such that the applicant learns about the culture, the values, and the goals of the organization before the applicant is offered the job (Harpelund, 2019). The checklist will help to offer jobs to employees who understand the culture of the organization in depth. A pre-boarding checklist will help this organization to recruit top talents. The onboarding plan should cover the employees in three phases. The first phase runs for 30 days, the second phase should run for 90 days, and the last phase should run for 180 days. In all the three phases, the employees should fill checklist templates on how they are performing their duties. The organization’s top management will be directed by this type of onboarding plan to determine the compliance and competence of new employees. Also, the onboarding plan will help organization directors to clarify the duties expected of the new employees. The organization should come up with a competition policy that will help in retaining the employees (Noe, 2017). The organization should offer better remunerations to its employees than the near similar organizations to retain the employees. The organization should also adopt the practice of motivating employees by offering bonuses to them, which will ensure that employees do not depart from the organization.
In conclusion, employees are crucial in promoting the success of any organization. The rapid departure of employees from an organization negatively affects the operations of an organization because vacant positions are left. A proper strategic plan to mitigate the impact of rapid employees’ departure enables the organization to fill any vacant position with a suitable employee already in the organization. Online recruitment plan provides an organization with a wide pool of applicants where top talents can be selected and hired. Onboarding checklist helps new employees to easily settle and understand the goals and values of an organization. Providing better remunerations to the employees is a practice that helps an organization to retain employees and avoid the effect of employees’ rapid departure.
References
Cohen, E. (2017). Employee training and development. In CSR for HR (pp. 153-162). Routledge.
Harpelund, C. (2019). Onboarding: Getting New Hires off to a Flying Start. Emerald Publishing Limited.
Hu, Y. (2016). Design and Implementation of Recruitment Management System Based on Analysis of Advantages and Disadvantages of PHP Three-Tier. Romanian Review Precision Mechanics, Optics & Mechatronics, (49), 74.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.