Human Resources – Motivation And Retention Strategy (10 of 10)

Human Resource shall design and develop strategy for motivation and retention, do you agree?

We would want the line managers and Human Resource to be jointly responsible for motivation and retention. However, you would argue that Human Resource should do some research on HR practices. In this instant, Human Resource would offer some insight for the project.

We advocate that there at least two levels for this subject matters. The first level, Human Resource has the expertise in crafting policies and procedures. On top of this, Human Resource should have a budget for the program.Let’s take a look at the scenario. Human Resource proposed to have project teams on improving current operation and highlight potential profit. Surely, there would be prizes, snack and drink for teams to work on the project. Facilitators may call in to participate. All these need Human Resource to have a total package. You would say, ‘Motivation goes beyond words”.

Similarly for retention program, Human Resource may propose “Loyal Employees “ for 3 and 5 years of service. From our analysis, staff with 3 to 5 years is valuable with sufficient experience to carry out the assignment. Human Resource would also need to have a budget to carry out the project.

Human Resource manager is also line manager for HR services. The 2nd level of motivation and retention would be line managers to interact and reinforce the culture that our Human Resource or People are our asset. We want line managers to be enlisted in participating “HR management for non-HR managers” workshop.

Equip line managers with Human Resource skills cannot be over-emphasize.

We emphasize that line managers must be able to recognize the strengths and preference of their staff. What motivate them can be personalized. However, with the initiatives from Human Resource, line manager can leverage and offer recognition to individual. Heads of department can take an active role. When staff is motivated, the staff turnover would reduce.

We would also want Human Resource to score points too. Cheers to Human Resource.

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