Matakuliah : J0124/Manajemen Sumber Daya Manusia
Tahun
: 2007/2008
MODUL 21
Individual Performance and
Retention
LEARNING OBJECTIVES
After 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
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Individual employee performance
Psychological contract
Job satisfaction and organizational commitment
Retention of human resources
Retention determinants
Retention management process
INDIVIDUAL EMPLOYEE PERFORMANCE
Effort Expended :
• Motivation
• Work ethic
• Attandance
• Job design
Individual Performance
(including quantity and quality)
Individual Ability :
Organizational Support :
• Talents
• Training and development
• Interests
• Equipment and technology
• Personality factors
• 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
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