Workshop on the adaption of a Strategic Human Resource Plan for the Tourism Industry12 Sep 2011

On the Job Training Efforts – Training Investment for the

Competition?by

Ahmed Asbaab

Agenda - Talent War!

•The Needs ?

•Finding Talent

•Keeping Talent

WHO NEEDS TALENT?

64 General Managers

296Directors

888Department Managers

37,000+Entry level

Talent Pipeline

Asia Pacific Talent Pipeline – HWW

So we have a problem!

Finding Talent

• Is there enough ‘local’ talent to feed your talent pipeline?

•So what should we be doing to attract and train the talent?

Keeping Talent – some Facts!

• Employees who feel neutral about or dissatisfied with their jobs are more than twice as likely to leave the organization.

• Turnover rates will continue to increase

• Costs or replacing an employee ranges form 29% – 46% of the annual salary!

Source: DDI – Development Dimensions International – extract from report based on 745 responses to retention survey submitted to 118 Organization

QS

Front Line Staff

$ 300 x 12 = $ 3,600

$ 3,600 x 30% = $ 1,080

$ 1,080 x 20 = $ 21,600

= MRF 333,072

Retention as a Business Priority

When retention is ABOVE AVERAGE

Customer Satisfaction

Productivity

Profitability

Will also tend to be ABOVE AVERAGE

Why do you think employees Jump Ship or Stay?

From a HR perspective… Top 5

• Opportunity for growth and advancement

• Quality of compensation package

• Amount of job stress

• Quality of relationship with supervisor or manager

• Ability to balance work and home life

Source: DDI – Development Dimensions International – extract from report based on 745 responses to retention survey submitted to 118 Organization

Why do employees Jump Ship or Stay?

From a Employee perspective… Top 5

• Quality of relationship with supervisor or manager.

• Ability to balance work and home life

• Amount of meaningful work – the feeling of making a difference

• Level of cooperation with coworkers

• Level of trust in the workplace

19th

20th

21st

Source: DDI – Development Dimensions International – extract from report based on 745 responses to retention survey submitted to 118 Organization

Tactics for Improving Retention

• Conducting internal studies – surveys, focus groups to better understand why employees leave/stay

• Improving selection practices

• Conducting entry/exit interviews

• Improving communication between Management/Employees

• Training & Development opportunities

Key Drivers

Need to recognize the most important key drivers as to

• WHY EMPLOYEES STAY

• WHY EMPLOYEES LEAVE!

Thank you!