Reference no: EM133434797

Case Study: Alan has worked as a receptionist in your Baltimore, Maryland office for two years. As a college graduate with a business administration degree and star performer, he knows over 200 of your most valuable customers on a first name basis. He has an exceptional ability to build relationships and help retain customers. Beyond being personable, he maintains a high level of discipline and is known for always getting his work done. At the same time, he possesses all of the required knowledge and skills of a receptionist.

Alan's supervisor, Nida, is concerned because Alan has been inquiring about a lateral transfer to your company's New York City office in the same job position. He likes what he currently does but wonders if he might have more opportunities and responsibilities in NYC. Somedays, Alan claims having excess time on his hands. He also thinks higher pay may be available in another location. Similarly, Alan is concerned as there seems to be a lack of structure in how employees are treated, as some employees are known to show up late, not complete required tasks on time, and be insubordinate. Finally, Alan isn't clear what the pay structure is, which has him concerned about equity in his own pay.

Transferring him within the company is not normally viewed as a problem. However, if Alan moves to NYC, there are many more job opportunities for him at competing firms and he could be pulled by a competitor relatively quickly. Company policy dictates that employees who transfer to the same position within the company may receive additional pay if they move to a market that has a higher cost of living.

Nida is afraid Alan is becoming bored and not feeling challenged in his current job. She is afraid she will lose him and his valuable skill sets. She describes Alan as having a lot of initiative and always trying to learn new skills by reading the latest business trade publications.

Nida is seeking your help as you are known for coming up with a retention management strategy that can help improve employee satisfaction and enhance retention of valuable employees.

The retention strategy empowers you to consider how you would improve your ability to retain employees in future human resources roles. This includes consideration for how employees are treated, promoted, supported, and developed. Similarly, employee retention is also dependent on an organization's policy and procedures, including how they are treated upon being terminated. Based on the case study above, thouroughly should address the following questions.

Questions:

1. What are your separation procedures? Keep in mind outcome fairness, procedural justice and interactional justice. What is your formal discipline process? What support do you offer employees when you need to downsize or terminate employment?

2. How will you communicate benefits to both new and current employees?