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Activity No3

This document contains responses to questions about employee retention from Ewok Gafatasi. [1] Employees often quit due to a lack of career growth opportunities, low pay, inflexible work schedules or high stress levels. [2] To create a positive work environment, a company should prioritize selection, support employee needs, encourage communication, provide recognition, support training and work-life balance. [3] To retain valuable employees, a company should conduct performance reviews to identify high performers and develop retention strategies like training and competitive pay.

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Riah Ewok Gafatasi Samuelu
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8 views

Activity No3

This document contains responses to questions about employee retention from Ewok Gafatasi. [1] Employees often quit due to a lack of career growth opportunities, low pay, inflexible work schedules or high stress levels. [2] To create a positive work environment, a company should prioritize selection, support employee needs, encourage communication, provide recognition, support training and work-life balance. [3] To retain valuable employees, a company should conduct performance reviews to identify high performers and develop retention strategies like training and competitive pay.

Uploaded by

Riah Ewok Gafatasi Samuelu
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Name: Ewok Gafatasi.

Samuelu
Code: 120921
Course: HMG390
Activity no 3.
TO: MRS SILIA LAUANO

FROM: EWOK GAFATASI. SAMUELU

DATE: 8/18/2023

SUBJECT: CEO/GENERAL MANAGER/ DIRECTOR PERCPECTIVE

Questions:

1. Why do employees quit?


 Understanding employees, bond and building good relationship improve morale and may avoid them
quitting them jobs, but some seek enhancement and money could not stop them from leaving. To my
understanding and analysis from where I’m currently working (Taumeasina Island Resort) I’ll state some
ways why employees quit.

- Opportunities for growth and development


- Looking for higher salary
- Lack of flexible work options
- Over stressed due to workload

 Opportunities for growth and development


Employee leaving their job for other company that help them to build skills and knowledge to enhance
their careers, for example, our employees applying for other hotels. To prevent this from happening we
show that company support them by provide rotating in departments transfer, provide training and
work-life balance which are equally important for them growth.

 Looking for higher salary


Much better pay or higher salary is the most reason why many employees left within our organization. As
we a private organization underpaying and force employees to finished daily task while 8 working hours is
over being a common issue which drive most employees to leave. To prevent them from leaving,
company should provide bonuses to keep them motivated and happy to make them stay for the long run
a be work result productively.

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 Lack of flexible work options
This issue is why some employees quit their job for government’s work opportunities which is more
flexible working environment. Locals tend to seek this benefit which they balance work and life, as a
General Manager I should be more open to offer a more flexible working schedule it would make
employees happier, productive and more engage.

 Over stressed due to workload


This happens commonly with our company, employees quit their job because of stress and extreme work
pressure. Recent case, one of the Housekeeping supervisor quit I had a sit down with him and he
mentioned, that he also manages the entertainment team. Not only they are underpaid, no flexible
schedule, lack communication with the manager and no appreciation or recognition which why he quit.
As a General Manager my solution is that provide time management training, rewarding or pay rise so
that would make him feel value and being appreciated.

2. How do you create a positive work environment for your staff?


 If I start a business, I’d be using LAFEY & MARTIN’S 5 step strategy model in a business plan and
structuring, in step 5 ‘management system’. This is where you monitor and understand what driven your
business and great assets of business is? it employees. As business Director I should have master back-
pocket strategies for every system and processes within the organization and positive working
environment for my employees is one of them. Initiate and implement workforce planning,

- Prioritize the selection process


- Human Resources for employee’s needs
- Encourage open communication
- Performance recognition
- Facilitate opportunity
- Improve employees work-life balance
- Training and career development programs
- Ethical neutral workplace culture
- Monitor processes

It’s not all about only hiring the right person for the right job, the company should also be responsible for
facilitating and assisting employees, guide them to achieve its goals. Provide support, training programs,
career development programs, encourage them and recognize them performance, communicate
feedbacks, be more flexible and objectively neutral in decision making. These would not only achieve
business goals in high results but also create a more positive work environment, make employees loyal,
happy AND not leave the business.

3. How do you retain valuable employees?


 As I mentioned above, workforce planning process implemented in last step “monitor processes” this is
where consistency maintaining all processes and employees so no one would lick through the crack. To
retain valuable employees our company should conduct a PESTLE Analysis to collect the data from
employee’s performance and result. This will recommend the areas and employees to deliver strategic

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value and talent so that HR could develop and implement a second phase to continually monitor valuable
employees.

4. How do you appraise your employee’s performance?


 Employees performance appraise is a component of performance management that managers use to
rate their employee’s performance result according to the yearly objectives and goals that was set to
identify their weakness and strength. For my experience, we conduct a yearly employee performance
appraisal, which a sit-down discussion of three individuals (manager, supervisor, employee) and conduct
a review on my peers provide feedbacks and pointing out areas need improvement, accomplishment and
reward.

References

 Mrs Silia Muliagatele, HMG390 LECTURE NOTE


 Taumeasina Island Resort and Human Resources info
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