HI FRIENDS,

COULD YOU PLEASE SEND ME TALENT RETENTION TIPS SPECIALLY TECHNICAL PEOPLE IN CONSTRUCTION INDUSTRY.

LOOK FORWARD YOU RESPOND SOON.

REGARDS,

SC

Dear Suvajit,

The following  tips can be practised for effective recruitment & talent retention in any organization.

1. Strive to become the "Employer of Choice"
2. Offer flexible scheduling and work arrangements
3. Support work/life balance programs
4. Promote health and wellness
5. Clearly articulate company values
6. Individualize approaches to rewards and recognition
7. Strengthen the performance focus
8. Market your reputation, image and brand
9. Employees want to work on a winning team
10. Use creative recruiting techniques
11. Find the right people first through upfront screening
12. Use creative sourcing strategies, such as high school and college mentoring programs
13. Provide growth and development opportunities
14. Help employees to become change-resilient
15. Structure jobs to be challenging
16. Intensify leadership training
17. Provide a "boot camp" for new hires
18. Increase performance feedback
19. Tie career growth to competency development
20. Provide flexible reward and recognition programs
21. Decentralize pay and reward systems
22. Design programs that individualize tailoring of rewards
23. Push stock programs lower in the organization
24. Train managers to effectively administer reward programs
25. Ensure that retirement and flexible benefits support people management programs
26. Ensure retirement plans are career and age neutral, and portable
27. Increase benefit plan flexibility and choice
28. Support work/life balance programs
29. See employees as "whole" people, with lives outside of work
30. Provide more workplace and scheduling flexibility
31. Enhance work/family programs (child care referral, concierge services, etc.)
32. Strengthen management skills
33. Train managers to continually promote business plan engagement

I hope these might be of help to a certain extent.

Regards,

Professor Mamta

Some of the control measures that can be taken are:

- Having a well-designed and dynamic Compensation and Benefits system which is highly competitive.

- Providing opportunities for further growth in the organisation via career planning / succession planning.

- Develop a highly conducive and pro-active work culture in the organisation where openness, creativity and commitment are valued.

Simply speaking, show the employee a clear career growth, start taking employees views for making decisions and update them about the training calendar (without participants list)

This should be taken up right at the top.

Wat are the views of our friends on line here?

Tesmian

We apply various methods as it is quite difficult to provide a single solution to such a fluid topic. We have adapted conscious methods of recognition following forums of employee engagement

a. Employee communications - our various programs to reach out our employees support two way communications, an open global exchange program where employees can interact being ambassadors of the business unit to share best practices.

b. Employee engagement activities - we invited our employees to suggest, formulate and propagate various platforms where they can demonstrate their talents, share knowledge and accomplishments of their own stature

c. Employee recognition programs - our cavalcade of performance management program includes managing talent pool, high achievers, toprankers, innovators which paves the way for growth and various means of recognitions.

Best wishes

Bill