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As noted in this study, Magnolia’s Software must be able to have their own employee retention strategy to make sure that the companies will only have skillful employees to help them achieve their organizational objectives. Though, the research conducted and the findings of the analysis, the following recommendations are still suggested for further improvement and enhancement of the employee retention strategy of Magnolia’s Software and to promote the company for within. 5. 1 Interest and Desire to Learn New Things
Employee retention program should consider training and development program for the employees and they must be interested and has the desire to make their employees learn new things. Thus, the management of Magnolia’s Software should then emphasize on the use of training and development programs to motivate and provide an opportunity for the employees to upgrade their skills and knowledge to promote their company for their employees and retain the best employees. 5. 2 Enhancing Job Knowledge
One of the important motivator of employee to stay in the company is through enhancing job knowledge. Employee retention strategy that considers development program designed to the skillful employees should be related to their existing job or career. Like what has been noted above, learning new things for instance permits employees to go through several positions through promotions within the company. Also, mentoring program can also be considered at Magnolia’s Software to promote and retain employees as that will be a good employee development program for future successor.
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5. 3 Reward Form Achievement The management of Magnolia’s Software should also realize that their employees wish not only for wages, but also for respect and sense of achievement. Providing employee with recognition programs would show the respect, appreciation of the employees’ improvement which is a good way of promoting the company to their employees. 6. Reference Abassi, SM & Hollman, KW (2000), Turnover: The Real Bottom Line Public Personnel Management, vol. 29, no. 3, pp. 333. Armstrong, M.
(2000) Managing Reward Systems, Great Britain: St Edmundsbury Press Ltd. Denning, JJ (Dec 1, 2000). 10 myths about employees that don’t hold water: Turnover isn’t always bad, promoting from within isn’t always good and please get a time clock. Ophthalmology Times; 12/01/2000, Vol. 25 Issue 23, p19. Retrieved December 15, 2008 from academic OneFile via Gale: http://find. galegroup. com. ezproxt. uu. edu:2048/itx/stard. do? prodld-AONE. Fitz-enz, J. (2000) The Roi of Human Capital: Measuring the Economic Value of Employee Performance. U. S. A.
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galegroup. com. ezproxt. uu. edu:2048/itx/stard. do? prodld-AONE. Needleman, SE (2008, November 4). 90 days/ The first stems of a career turning point Wall Street Journal (Eastern Edition), p D. 4. Retrieved December 15, 2008 from Wall Street Journal Database (Document iD: 1588511941). Pendse, S . (Nov-Dec 2007). Initiative, creativity, results: a win-win strategy for promoting employees. Ivey Business Journal Online,p . NA. Retrieved December 15, 2008 from academic OneFile via Gale: http://find.
galegroup. com. ezproxt. uu. edu:2048/itx/stard. do? prodld-AONE. Promoting from within. August 2006 vS3 i8 p8(1)Risk Management, 53, 8, p 8(1). Retrieved December 15, 2008 from academic OneFile via Gale: http://find. galegroup. com. ezproxt. uu. edu:2048/itx/stard. do? prodld-AONE. Thurm, S. (2007, May 2. BUSINESS: Directors Now prefer Insiders in Search for CEOs. Wall Street Journal (Eastern Edition), p A2 Retrieved December 15, 2008 from Wall Street Journal Database (Document iD: 1263631271).
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