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Human Resource & Payroll
It’s every manager’s nightmare: One of your best employees turns in their resignation out of the blue. You now have a number of challenges to manage on top of your daily responsibilities. Not only do you have to find a replacement for the valued employee, but you must also consider the impact the departure will have on the rest of your staff. Additionally, employee departures usually result in current employees having to pick up the responsibilities of the departing employee resulting in employee frustration and lowered morale.
The bottom line is: It’s more efficient to retain a qualified employee than to recruit, train and orient a replacement employee of the same quality. Good retention starts at the time you hire an employee and continues throughout the employee's life cycle. Join us this May to learn about the
most effective retention strategies you need to apply in 2023.
-Why is retention important?
-Reasons why employees leave organizations
-Predictors of turnover
-Turnover myths
-Drivers of employee retention and turnover
-Developing retention strategies
-Managing for retention
-Calculating employee retention
-Utilizing Stay Interviews
Whenever an employee walks out the door, employees notice. Some will even start wondering if they should start looking for a new job, too. The impact of employee turnover goes beyond just dollars. If your organization is constantly recruiting due to high employee turnover, you’re stuck in a cycle of hiring instead of engaging and encouraging your high performers. That’s why employee retention and employee job satisfaction should be high on every organization’s list of priorities.
Join us to understand why employees leave and what steps an organization can take to develop an effective retention program.
-Senior Leadership
-Human Resource Professionals
-Managers and Supervisors
-Team Leaders
-Operations Professionals
-Compensation Professionals
-Recruiting Professionals
-Compliance Professionals
-Employees
Diane Dee, President of Advantage HR Consulting, LLC, has over 25 years of
experience in the Human Resources arena. Diane’s background includes experience in
Human Resources consulting and administration in corporate, government, consulting,
and pro bono environments. She collaborates with Clatid Compliance to help the HR
professionals stay current and compliant.
SHRM-
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM.
This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit - portal.shrm.org.
HRCI -
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.
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