Matakuliah : J0124/Manajemen Sumber Daya ManusiaTahun : 2007/2008

MODUL 21Individual Performance and

Retention

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LEARNING OBJECTIVESAfter studying this chapter, the students should be

able to : • Discuss how motivation is linked to individual

performance• Identify the changing nature of the psychological

contract• List the 5 major retentions, determinants and

Identify activities related to them• Outline the retention management process and

hor to measure and assess turn over

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OUTLINE• Individual employee performance• Psychological contract• Job satisfaction and organizational commitment• Retention of human resources• Retention determinants• Retention management process

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INDIVIDUAL EMPLOYEE PERFORMANCEEffort Expended :

• Motivation

• Work ethic

• Attandance

• Job design

Individual Performance (including quantity and quality)

Individual Ability :

• Talents

• Interests

• Personality factors

Organizational Support :

• Training and development

• Equipment and technology

• Performance standards

• Management and co-worker

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INDIVIDUAL / ORGANIZATIONAL RELATIONSHIP

• Psychological contract :

– The changing psychological contract

– Economic changes

– Generational differences

• Loyalty

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JOB SATISFACTION & ORGANIZATIONAL COMMITMENT

• Absenteeism :

– Type of absenteeism

– Measuring absenteeism

– Controlling absenteeism

• Turn over

– Type of turn over

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RETENTION OF HUMAN RESOURCES

• Importance of retention

– Retention as management concern

– Retention officer

• Why people stay or leave

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RETENTION DETERMINANTS• Organizational components

– Organizational culture and value

– Organizational strategies, opportunities, and management

– Job continuity and security

• Organizational career opportunities– Career development

– Career planning

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• Rewards and retention– Competitive benefit

– Special benefit

– Performance and compensation

– Recognition

• Job design and work– Work flexibility

– Work/life balancing

• Employee relationship

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RETENTION MANAGEMENT PROCESS

• Retention measurement and assessment

– Measuring turn over

– Cost of turn over

– Employee surveys

– Exit interview

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• Retention intervention

– Recruiting process

– Selection process

– Orientation and training

– Compensation

– Career development and planning

– Employee relation

• Evaluation and follow up

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CLOSING• There are components of individual performance• Motivation deals with needs and desires of human

behaviour• Psychological contratcs are changing along with

employee loyalty to their employers• The interaction of individuals and their job affects

both job satisfaction and organizational commitments

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• Retention of employees is a major focus of human resource efforts in organization

• Turn over should be measured and its cost determined

• HR intervention to reduce turn over can include a number of different HR activities