BUS FPX 3040 Assessment 3 Retention and Separation

Best Practices in Retention and Separation Procedures for Java Corp

In my new role as HR manager at Java Corp, I am responsible for researching and implementing effective employee separation and retention methods. In this memorandum, I will discuss the methods I found to be most effective in encouraging employee participation, reducing employee turnover, implementing progressive discipline, and terminating employees.

BUS FPX 3040 Assessment 3 Retention and Separation

Employee Engagement

Employee engagement is critical for the success of any organization, and HR professionals at Java Corp can implement the following best practices to increase employee engagement:

• Encouraging employee feedback: HR professionals can create a culture that encourages open and honest feedback from employees (Javed et al., 2020). By listening to employee concerns and suggestions, HR can identify areas for improvement and take appropriate action. As an example, Java Corp can conduct regular employee surveys to gather feedback on workplace issues, such as job satisfaction, workload, and communication.
• Developing a positive work environment: HR professionals can create a positive work environment by promoting teamwork, recognition, and employee wellness (Javed et al., 2020). For example, Java Corp can organize team-building activities, establish an employee recognition program, and provide wellness resources, such as an on-site gym or healthy snacks in the break room.
• Providing career development opportunities: HR professionals can offer career development opportunities to employees, such as training programs, mentorship, and job rotations (Javed et al., 2020). By investing in employee development, HR can increase job satisfaction and retention rates. As an example, Java Corp can offer employees the opportunity to attend conferences or participate in professional development programs to enhance their skills and knowledge.
• Offering competitive compensation and benefits: HR professionals can offer lucrative pay and perks to entice and keep the best employees. By offering a comprehensive benefits package, such as health insurance, retirement plans, and paid time off, HR can demonstrate its commitment to employee well-being (Javed et al., 2020). As an example, Java Corp can offer employees a flexible benefits package that allows them to customize their benefits to their individual needs.
• Emphasize work-life balance: HR professionals can promote work-life balance by offering flexible schedules, telecommuting options, and wellness programs. By allowing employees to balance their work and personal responsibilities, HR can improve job satisfaction and reduce burnout (Javed et al., 2020). As an example, Java Corp can offer employees the option to work remotely or adjust their schedules to accommodate family responsibilities.

Relevant Workplace Example

BUS FPX 3040 Assessment 3 Retention and Separation

Java Corp can implement a peer recognition program, like that of Sunrise Beverages, where employees can nominate their peers for recognition based on their hard work or contributions to the team. Additionally, Java Corp can implement regular team-building activities, such as team lunches or social events, to improve team cohesion and increase employee engagement. 

Another example is offering professional development opportunities, such as workshops or training programs, to help employees develop new skills and advance their careers within the organization. Java Corp can also offer mentoring programs, where employees can be matched with a more experienced colleague who can provide guidance and support.

Retention Strategies

To retain employees at Java Corp, HR professionals can implement several strategies. First, they should ensure that employees are fairly compensated and that their benefits packages are competitive with industry standards (Alfawaire & Atan, 2021). An appealing salary and benefits package can do wonders for a company’s ability to recruit and keep talented employees. Secondly, HR professionals should create a positive workplace culture that values employees and promotes work-life balance. This can be done through regular employee engagement activities, open communication channels, and a focus on employee wellness. By creating a positive work environment, employees are more likely to stay with the company long-term (Alfawaire & Atan, 2021).

Moreover, HR professionals should provide employees with opportunities for career growth and development within the organization (Ruparel et al., 2020). This can be done through training and development programs, mentorship opportunities, and internal promotion pathways. By providing growth opportunities, employees are more likely to feel valued and invested in the organization. Finally, HR professionals should recognize and reward employees for their hard work and achievements. This can be done through an employee recognition program, where employees are recognized for their achievements with rewards such as gift cards or extra time off. Alternatively, HR professionals can offer performance bonuses or other financial incentives for achieving specific goals. By recognizing and rewarding employees, HR professionals can increase employee engagement and satisfaction, which can lead to increased employee retention (Ruparel et al., 2020).

Significance of Voluntary and Involuntary Turnover

Voluntary employee turnover refers to when an employee decides to leave an organization of their own accord, whereas involuntary employee turnover refers to when an employee is terminated or fired by the organization (Deng et al., 2022). Both types of turnovers can have significant impacts on Java Corp.

Voluntary turnover can be a sign that employees are not satisfied with their jobs or the organization (Deng et al., 2022). This can lead to decreased productivity and increased recruitment and training costs for the organization. On the other hand, involuntary turnover can occur due to poor performance or conduct issues. If not handled properly, it can result in negative morale among remaining employees, potential legal issues, and damage to the organization’s reputation (Deng et al., 2022).

Voluntary and involuntary turnover may be dealt with in different ways. For voluntary turnover, HR professionals should focus on understanding why employees are leaving and addressing any underlying issues. This could involve conducting exit interviews, analyzing employee feedback, and implementing changes to improve employee satisfaction and retention. For involuntary turnover, HR professionals should ensure that the termination process is handled fairly, legally, and with sensitivity. This could involve documenting performance or conduct issues, providing feedback and coaching, and following the organization’s disciplinary process. HR professionals should also be aware of potential legal issues and ensure that the organization is protected from potential litigation (Deng et al., 2022).

Progressive Discipline

Employers often utilize progressive discipline as a method for dealing with employees who have demonstrated unacceptable levels of performance or behavior. This approach involves a series of increasingly severe disciplinary actions, such as verbal warnings, written warnings, suspension, and ultimately termination if necessary (de Bem Machado et al., 2021). Implementing progressive discipline can benefit both employees and employers.

Employees can always count on a clear and consistent response from the progressive disciplinary system, whether it be poor performance or inappropriate behavior. It gives employees feedback and coaching to improve their performance and offers them an opportunity to correct their behavior before facing more severe consequences (de Bem Machado et al., 2021). This can help to preserve the employment relationship and allow employees to continue their employment with the organization.

For employers, progressive discipline provides a fair and structured approach to addressing employee performance or conduct issues (de Bem Machado et al., 2021). It allows employers to document performance or conduct issues, provide feedback and coaching, and ultimately terminate an employee if necessary. This can help to protect the organization from potential legal issues and ensure that the organization is staffed with employees who meet the organization’s performance and conduct standards. To support employee and organizational goals, HR professionals should establish clear policies and practices for progressive discipline, ensure that managers are trained on how to implement it properly, and emphasize the importance of communication and feedback throughout the process (de Bem Machado et al., 2021).

Ethical and Legal Considerations

Terminations are a challenging process for both employees and employers, and HR professionals must be aware of practical considerations, ethical considerations, and legal considerations when making a termination decision (Hamilton & Davison, 2021). Practically, HR professionals must ensure that all relevant parties are notified of the termination and that any necessary logistics, such as returning company property, are handled appropriately. Ethically, HR professionals must ensure that the decision to terminate an employee is fair, consistent, and based on valid reasons. Additionally, HR professionals must communicate the decision to the employee with compassion and respect.

BUS FPX 3040 Assessment 3 Retention and Separation

Legally, HR professionals must be aware of the potential for legal action following a termination decision (Hamilton & Davison, 2021). They must ensure that the decision to terminate is not based on discriminatory factors, such as race, gender, or age. HR professionals must also be aware of any contractual obligations, such as severance agreements or collective bargaining agreements, that may impact the termination process. Additionally, HR professionals must ensure that all relevant documentation, such as performance evaluations and disciplinary records, are accurate and up to date. By considering practical, ethical, and legal considerations, HR professionals can make informed and responsible termination decisions that support both the employee and organizational goals (Hamilton & Davison, 2021). 

Conclusion

The retention and separation of employees are important considerations for organizations like Java Corp. Recruiting and retaining outstanding people while keeping turnover low depends on an organization’s ability to practice best practices in employee engagement, retention initiatives, and progressive discipline. HR professionals play a critical role in ensuring that the termination process is handled with practical, ethical, and legal considerations in mind. By establishing clear policies and practices, providing training to managers, and emphasizing communication and feedback, HR professionals can support both employee and organizational goals while managing the complexities of employee retention and separation.

References

 Alfawaire, F., & Atan, T. (2021). The effect of strategic human resource and knowledge management on sustainable competitive advantages at Jordanian universities: The mediating role of organizational innovation. Sustainability, 13(15), 8445. https://doi.org/10.3390/su13158445 

de Bem Machado, A., Secinaro, S., Calandra, D., & Lanzalonga, F. (2021). Knowledge management and digital transformation for Industry 4.0: A structured literature review. Knowledge Management Research & Practice, 20(2), 1–19. https://doi.org/10.1080/14778238.2021.2015261 

Deng, H., Wu, W., Zhang, Y., Zhang, X., & Ni, J. (2022). The paradoxical effects of COVID-19 event strength on employee turnover intention. International Journal of Environmental Research and Public Health, 19(14), 8434. https://doi.org/10.3390/ijerph19148434 

Hamilton, R. H., & Davison, H. K. (2021). Legal and ethical challenges for HR in machine learning. Employee Responsibilities and Rights Journal, 21. https://doi.org/10.1007/s10672-021-09377-z 

Javed, B., Fatima, T., Khan, A. K., & Bashir, S. (2020). Impact of inclusive leadership on innovative work behavior: The role of creative self‐efficacy. The Journal of Creative Behavior, 10(4). https://doi.org/10.1002/jocb.487 

Ruparel, N., Dhir, A., Tandon, A., Kaur, P., & Islam, J. U. (2020). The influence of online professional social media in human resource management: A systematic literature review. Technology in Society, 63, 101335. https://doi.org/10.1016/j.techsoc.2020.101335