Difficultés de recrutement, politique du développement de la fidélisation des salariés,
We had chosen the subject of the employee loyalty, because with the actuality, many companies have difficulty to recruit and keep the good employee. The high cost of recruitment and an integration of an employee weaken the organization of the work and the functioning of the company. It is necessary, before anything , for every departure, to know and to understand why the employee is going: bad agreement in the team, the feeling not to evolve professionally, problems of management ... The company can then elaborate an action plan. The companies are in situation of offer and not demander for the high potential. We organize our plan in two parts: the first concerned the main issue of the loyalty, and the second concerned the situation in France.
[...] ) to their employees to develop loyalty of them, against on average. Actions organized within the framework of the politics of development of customer loyalty over the last two years (source : Robert Half, 2006) Training and personal fulfillment Revision of the payment Financial advantages. Implication of the employees in the decision-making. Additional vacation For the responsible of Robert Half Finances et Comptabilité Bruno Fadda, employees want to quit their company because they think than “Their non-existent medium-term perspectives or in any case too vague." Companies have to privilege the consideration of the aspiration of their talents by way of in-house training initiatives but also of bigger attention of the managers to the everyday life. [...]
[...] The company can then elaborate an action plan. The companies are in situation of offer and not demander for the high potential. We organize our plan in two parts: the first concerned the main issue of the loyalty, and the second concerned the situation in France. The main issues of the loyalty. Now the good employees become the key of success in our competitive business world. The objective of a company is to attract the high potential and get rid the least successful. [...]
[...] The good employee knows they must be continually learning and improving their skills with the training. Transversals skills can help an employee to develop his employability, and to progress in the company and why not another post? The mobility between the different function and hierarchy can make motivation. The training could be of the initiative of the company but also of the employee and in this situation, it's important to satisfy him because it's a person who wants to progress and develop his job. [...]
[...] For company, they understand more what levels have their employees, and can see the margin of progress of these last ones. For the employees, they can make a point on their skills and to fall in the future. Regular business meeting: it's very important to communicate with workers about the obligation of performance, and now it's the finance who governs everything. Today the stockholders are to many present in the strategy decision. It's creating suffering on workforce. New corporate governance is begun to birth who's the employees can participate to the decisions. [...]
[...] Also, only of the French employees leave their company before three years, against in the United Kingdom. Average time crossed by an employee in a company (source : Robert Half, 2006) Fewer 3 years 5 [years Don't know More 15 years [10 ; 15[Years ; 10 [Years The reason of this stability of employee is the less development loyalty politics while the managers know than it's a competitive advantage to retain his good workers. It's a paradox. Develop loyalty become a strategy. [...]
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