Prompt: Refer to the chapter readings and module resources to support your responses to each of the four critical elements below. Carefully read and address each critical element as written, using detailed and informative analysis that conveys critical thinking. The four critical elements are aligned to the people technical competency within the HR knowledge domain.
Specifically, the following critical elements must be addressed:
Talent Acquisition: Determine appropriate strategies for acquiring qualified talent, and explain how the strategies support organizational goals.
Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how this approach will increase retention.
Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within the organization.
Total Rewards: Identify appropriate total rewards strategies to increase employee retention, and explain how these strategies support the goals of the organization.
Guidelines for Submission: This milestone must be submitted as a 3- to 4-page Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Use the latest edition of the APA manual for formatting and citations.
No additional Info, you can utilize the SHRM site. I will be inviting you to two more assignments. Thanks.
Make sure you go part by part in a coherent manner. Use subheadings to label each part. Start with an intro and end with a conclusion.
Answer preview
Employee engagement and retention refers to the level of energy and commitment that employees bring to work. Employees who are thoroughly engaged are more motivated and consequently, more productive. Such employees are also more loyal to the subject company. There are various strategies that organizations employ to maximize employees’ engagement and retention. Firstly, incorporating performance coaching. According to Hedge et al. (2017), the leading cause of employees’ disengagement is fear of their bosses, fear of embarrassment, and underperforming. To prevent employee’s anxiety, a company human resource management can form a consistent one-on-one performance talk. By having frequent conversations, employees understand their role in the organization’s goals; their employers also establish their employees’ needs. Understanding the meaning of success creates excellent motivation to reach it (Pareek, Mohanty, & Mangaraj, 2019).
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