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  • Managing Careers and Retention: Group 4

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    afroj4chandra
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    This document discusses two case studies: Malaysia's issue with employee retention and improving performance at Hotel Paris. For the first case, the document lists the top five retention factors and discusses whether pay and benefits are universally key to retention. It suggests that empowerment is most important for Malaysian workers and organizations should focus on shared vision, change management, culture building, work environment, and competitive pay. For the second case, the document asks why hotel jobs can be "dead end" and recommends three career development activities to improve employee performance.

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    Group 4 HRM

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    This document discusses two case studies: Malaysia's issue with employee retention and improving performance at Hotel Paris. For the first case, the document lists the top five retention factors and discusses whether pay and benefits are universally key to retention. It suggests that empowerment is most important for Malaysian workers and organizations should focus on shared vision, change management, culture building, work environment, and competitive pay. For the second case, the document asks why hotel jobs can be "dead end" and recommends three career development activities to improve employee performance.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    9 views21 pages

    Managing Careers and Retention: Group 4

    Uploaded by

    afroj4chandra
    This document discusses two case studies: Malaysia's issue with employee retention and improving performance at Hotel Paris. For the first case, the document lists the top five retention factors and discusses whether pay and benefits are universally key to retention. It suggests that empowerment is most important for Malaysian workers and organizations should focus on shared vision, change management, culture building, work environment, and competitive pay. For the second case, the document asks why hotel jobs can be "dead end" and recommends three career development activities to improve employee performance.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 21

    MANAGING

    CAREERS AND
    RETENTION
    Group 4
    WHAT WE HAVE DONE

    Summary of Individual Individual


    Cases Questions Answers

    2
    CASE SUMMARIES
    Focus on
    MALAYSIA’S WAR ON • Malaysia’s employment
    TALENT situation
    • The factors behind employee
    retention
    • Analysis and recommendation

    4
    Focus on
    IMPROVING
    • A common problem in
    PERFORMANCE AT hotel jobs
    THE HOTEL PARIS
    • Career development
    activities
    • Analysis and
    recommendation
    5
    Malaysia’s War on Talent

    6
    Consider the top five retention
    factors listed in the case. Do you
    think they are universal or would
    Question you consider pay and benefits as
    key to employee retention? Explain
    the reasons for your answer

    7
    Top 5 Retention Factors
    ○ Empowerment
    ○ Goals and Objectives
    ○ Workload and Work-life Balance
    ○ Image
    ○ Management

    Is it GLOBAL?
    No! 8
    40%

    36%

    High demand
    9
    Empowerment is the most
    important engagement
    driver foe Malaysian
    Question workers. What do you
    think needs to be done by
    organizations in order to
    achieve this?

    10
    Question

    11
    WHAT THE ORGANIZATIONS SHOULD DO
    ○ Shared Vision
    ○ Change Management
    ○ Culture Building
    ○ Working Environment
    ○ Competitive Pay and Benefit
    12
    Improving Performance at the
    Hotel Paris

    13
    Question

    14
    WHY DEAD END?

    15
    3 Career Activities for Employees

    16
    Question

    17
    Recommended Career
    Development Activities

    18
    Question

    19
    20
    Thank you
    For hearing us!

    21

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