Reducing turnover: Benefits.

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All human beings have a need to be appreciated and recognized by others. Symbolic rewards such as the title of “Employee of the Month" with a diploma or plaque, cost little money and can have a big emotional impact.One thing company can do in this context is to create motivation contests for employees, and give symbolic awards to the winners. As long as real skill and performance are awarded and appreciated, the actual financial value of the award often comes second place.Company can establish rewards called "Thanks! You Made a Difference!" This award is given by co-workers recognizing groups or individuals. The employee being recognized receives a standing ovation from co-workers, a certificate commending his or her performance, a cluster of helium ballons, a photograph of the event, and other small items with the Office logo displayed. We also can use a Recognition Lottery in which previously recognized employees can win awards, such as a reserved parking spot for 6 months, lunch with the Commanding Officer, having their pictures displayed in a prominent place, or having a hallway named after them. Nonmonetary awards can often be shown to co-workers and friends as a trophy given in appreciation of good work. A check or a bank statement is generally something that employees don't display. So, there are a host of benefits that companies can offer to attract and retain top talent. Here is a list of a few for you to consider. Flex-time schedulesOn-site childcareFree or discounted parkingFree or discounted food and drinksGym membership discountsIn-office massage or yogaCasual FridaysMentoring programs for career advancementFree or discounted educational and training opportunitiesWork opportunities in multiple locationsCross-training in other areas of the businessAnnual or quarterly company partiesWhile everyone needs money for the expenses of everyday life, most current and long-standing employees rarely view cash as good motivation. If an employer pays fairly, employees desire appreciation and other non monetary rewards in exchange for a job well done. This trend is becoming more popular as businesses explore ways to motivate employees without breaking the budget. The benefits are far greater for business to offer what employees desire: opportunity to grow, flexible hours, recognition, opportunity to contribute, and autonomy, than to compensate employees with cash. I think such compensation will reduce turnover and will be more effective.

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4.Sheryl Ann Larson,K. Charlie Lakin,Robert H. Bruininks,David L. Braddock Staff recruitment and retention //American Association on mental retardation, 2008
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Chinese Labor Market

Студент: Goremykina Полина

Группа № 5302

Supervisor: Razumova T. O.

Moscow 2012

Table of contents

  • 1. Introduction
  • 2. Transition of the Chinese labor market
  • 2.1 Breaking the Iron Rice Bowl
  • 2.2 Последствий for a Labor Force in Transition
  • 3. Labor market reform
  • 3.1 Пост-Wage Grid Wage Determination
  • 3.1.1 Flexible Labor Market
  • 3.1.2 Government Control
  • 3.1.3 Collective Bargaining
  • 3.2 Рыночных Процессов
  • 4. Trade unions in a transforming labor market
  • 4.1 Organizational Structure and Function
  • 4.2 Role of Grass-root Trade Unions
  • 4.3 Distinguishing Collective Contracts and Wage Bargaining
  • 4.4 Независимый Unions
  • 4.5 НПО and Foreign Influences on Labor Relations
  • 4.6 Are there "Реального" Chinese Trade Unions?

    5. Evaluating Китай s industrial relations

    6. Wages in China

  • 7. The program of attraction of foreign experts in China
  • 7.1 Chinese experience of attraction of foreign experts

    Списки литературы

    1. Introduction

    Китай s labor market has undergone significant changes in the past twenty years. A more market - oriented labor market has возникла with the growing importance of the urban private sector, as state-owned enterprises (SOEs) have уменьшены. At the same time, rural employment growth has slowed, разрешение на пребывание в ирландии and have sought jobs in the more dynamic coastal provinces. Несмотря the progress on reforms, sizable избыток of labor still exists in the rural sector (about 150 million) and SOEs (about 10-11 million).

    The main challenge facing Китай s labor market in coming years is to absorb the излишек труда into quality jobs while adjusting to World Trade Organization (WTO) *. This paper estimates that if GDP growth averages 7 percent and the employment elasticity is one-half (in line with historical experience), the msc тем не менее could double over the next three to four years to about 10%, до declining as SOE reform is completed. These pressures would be limited by сильного экономического роста, especially in the private sector and the more labor-intensive service industries, which have generated the most джобс в последние годы.

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