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Rules of Engagement: Maximizing Employee and Student Productivity

机译：参与规则：最大限度地提高员工和学生的生产力

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摘要

Human Capital Management (HCM) will play a significant role in stabilizing and advancing America's position in the global economy. As business and engineering leaders continually search for ways to optimize operations and increase productivity, a considerable effort must be undertaken to assess the feasibility of the potential changes and their effects on technical personnel. Furthermore, as the talent pool continues to diversify, and in some cases shrink, it becomes even more critical to find the right employee with the right characteristics for the right role and its responsibilities. Otherwise, organizations will spend the lion's share of their time dealing with issues related to turnover. Consequently, improving technical employee retention would be beneficial to any company.rnThis paper takes a broad view of this topic by sampling sources of job dissatisfaction, causes of employee turnover, retention methods, and other topics in an effort to build a comprehensive retention strategy. After analyzing sources from across industry and academia, six primary causes of turnover were identified: poor job fit, poor supervision, lack of work-life balance, insufficient compensation, limited growth or promotional opportunities, and a lack of confidence in the ability/vision of top management. For each of these causes, specific retention strategies were identified, totaling twenty-two in all. Furthermore, the paper will illustrate how engagement functions as a fundamental component of the academic and professional environments that seek to attract, produce, and retain value-added assets.
机译：人力资本管理（HCM）将在稳定和提升美国在全球经济中的地位方面发挥重要作用。随着业务和工程领导者不断寻找优化运营和提高生产率的方法，必须付出相当大的努力来评估潜在变更的可行性及其对技术人员的影响。此外，随着人才库的不断多样化，以及在某些情况下的萎缩，寻找具有适当角色和职责的适当特征的合适员工变得尤为重要。否则，组织将花费大部分时间来处理与营业额相关的问题。因此，提高技术人员的留任率对任何公司都将是有益的。本文通过抽样调查工作不满意的根源，员工离职的原因，留任方法和其他主题来建立广泛的留任策略，从而对该主题进行了广泛的介绍。在分析了跨行业和学术界的消息来源之后，我们发现了人员流动的六个主要原因：工作条件差，监督不力，工作与生活之间的平衡不足，薪酬不足，增长或晋升机会有限以及对能力/愿景缺乏信心高层管理人员。对于这些原因中的每一个，已确定了特定的保留策略，总共有22种。此外，本文还将说明参与度如何作为寻求吸引，生产和保留增值资产的学术和专业环境的基本组成部分。

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  • 来源
    《》|2009年|P.501-510|共10页
  • 会议地点 Springfield MO(US);Springfield MO(US)
  • 作者

    Kyle J. Spontak; Craig G. Downing;

  • 作者单位

    Rose-Hulman Institute of Technology;

    rnRose-Hulman Institute of Technology;

  • 会议组织
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 管理学;
  • 关键词

    employee engagement;

    机译：员工敬业度;

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