"This program, ORG-PROGRAM-149728, has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."
Overview: Retaining key employees is about to become a hot issue as economies around the world begin to improve. Even though employees have been willing to stick with their current firms for the last few years, their desire for security will soon be replaced with an interest in new opportunities. Although HR will be able to help, most of the retention work will have to be done by managers.
This session will make you aware of the different types of retention problems that managers face, including identifying who is likely to leave and what factors will cause top performers to leave. The webinar will also demonstrate how retention actions become more powerful when they are customized to the needs of targeted teams or individual employees. The seminar leader, noted retention expert Dr. John Sullivan will demonstrate the best practices that allow the very best firms to maintain turnover rates below 4%. Participants will learn a variety of methods that will not only cause top performers and key employees to want to stay, but that will also increase their productivity and their rates of innovation. Throughout the webinar, numerous simple but effective retention tools will be presented so that managers can select the most appropriate methods for their team and company.
Why should you attend: Retention is always a multi-million-dollar issue, however as the economy improves, it's important to recognize that the retention of top talent will become significantly more important but harder to accomplish. Unfortunately, most retention functions and tools have not been updated in years, and because worker expectations have changed dramatically, they are unlikely to have much of an impact until they are updated and modernized. In the same token, managers have become lackadaisical about retention, so their interests and retention skills will also have to be raised.
Employees are now more likely to leave because most are easily visible on LinkedIn and other social media outlets, so they can be easily found by recruiters without any effort on their part. Applying for a job in this age of technology is also now extremely easy and employees that have been forced to stay in their jobs over the last few years because of the down economy will soon begin testing the marketplace.
Areas Covered in the Session: