Stabilization of employees
Even nowadays it seems to be a problem to find and stabilize the suitable employees. The more difficult it is to motivate employees to improve efficiency and performance and use their potential fully. And the most difficult it is to stabilize the best ones (the key employees) in a long-run. All these are also key topics of current human resource management. Every departure of our employee costs us something and when the best, most qualified and talented ones leaves, often it is them who bear know-how of our company and thus their departure from it means a potential disaster. That's why we do not want to risk unsatisfactory care in the sphere of human resource management and we think about stabilization of the key employees even in the time of crisis!
Do the following questions cross your mind?
- Is the fluctuation normal phenomenon, what is the "normal" fluctuation level?
- What is the actual situation in the job market? How do we interpret statistical data about the job market?
- Who is the key employee - how do we assess who it is?
- How much would we pay for the departure of the key employees? Can we afford them to leave?
- Can we stabilize key employees, what are the tools we might use for their stabilization?
- How do we recognize the talented employees and how we should work with them further?
- What are the practical experiences with answering above mentioned questions?
