Communication Strategies

The need of minimizing costs and increasing efficiency in the organizational practices is seem to be getting significant day by day, since the competition has risen all around the world. Organizations these days often face the problem of lower productivity and attitude problems from the side of employees who might have low skill level, casual attitude towards work, high absenteeism, and turnover. This all results in the loss of capital, precisely intellectual capital of the company, since it already had invested great amount of money over the training and development of the employees. So, the problem that is being faced by the company is of lack of effective recruiting and retention programs for the employees.

There is no doubt that for an organization, employees are its main asset but many companies often fail to understand their significance and do not fulfill the needs and requirements of their employees. Nevertheless, increased awareness and developments have shaped the managements strategies towards the Human Resources activities. Organizations have become more productive and skill-oriented and hire the best-of-the-best to boost up the performance and productivity. They have introduced long and stiff recruiting process where the applicants are tested based on different aspects such as, their aptitudes, experience, knowledge, and applicative ability. Moreover, the need for Emotional Intelligence has become important, which is the ability to understand ones own and others emotions, act accordingly through self-regulation, self-monitoring, and empathy (McShane  Travaglione, 2003). Such hiring processes include, written tests, group discussions, interviews, and a combined session where the applicants are provided with a complex situation and asked to come up with the most feasible and beneficial solution. The effective recruiting can be implemented by abolishing the trend of hiring those applicants who come up with strong references or other political powers and possess no knowledge or experience regarding their job.

As far as the retention of employees is concerned, it all depends on the fulfillment of their needs and requirements that make them feel satisfied with their jobs. Training the staff for their skill-development is a key strategy that can be adapted to retain the employees by doing so, the employees would be inline with the dynamic environment and would cope with the emerging challenges effectively (Daft, 1997). Secondly, compensating the employees is another vital element for keeping them contented and satisfied, since everyone seeks rewards in return for every job or task done. To keep the employees focused, directed, and motivated towards their tasks, the Performance-based pay system must be implemented which caters to those employees who have higher productivity level. The better they perform, the more they are rewarded.

Building up the comfort zone among the employees and managers is of worth significance supervisors must facilitate open communication and clarify the goals and procedures for the ease of the employees. Not only this, effective feedback is quite necessary to keep the employees on track and aware of their shortcomings. Feedback should be from various sources including several managers, supervisors, and department heads or in other words, it should be a 360 degree feedback (Schraeder, Becton,  Portis, 2007). In short, an appropriate method of recruiting and retaining programs must be introduced and implemented in order to overcome the problems of inefficiency, job boredom, absenteeism, and turnover.