Title - Building a Culture of
Innovation to Attract & Retain Talent within ALFARA’A India
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Table of Contents
1.
Introduction
1.1.
Background
The
financial recession is distressing workers around and employment and retention
are appearing to obtain the main hit (Forgacs, 2009).In the words of
Hebenstreit (2008) employee retention is an important cause of anxiety and cost
for every organization association.
Withers
(2001) had stated that retaining workers has not only become a cause of concern
in the current scenario but also the method to acquire the talent has also
tainted noticeably. This is since the way workers sight their job has become
different than was earlier, a reality that has amplified command on
associations to spend in worker preservation programs. Companies now require
advance techniques and innovative tactics for obtaining, motivating, and
retaining talented employees.
Though,
there are probable restraints for internal and overseas reserves in India, lack
of a single controller to watch trade practices existing in Indian real estate
marketplace is professed to be a threat for investors. This is because a single
body is not enough to exercise full control and monitoring of so many companies
and organization in operating in the sector. With the liberalization of
employment standards, important opportunities for recruitment have grown into
real estate; but accessibility of such talent is still is not easy Development
of the real estate market will guide to the combination of foreign ventures and
acceptance of worldwide best performances by real estate companies. Developers
will act in more planned way, and turn out to be clearer to gain chances of
rising in the marketplace. The obtainable pool of both accomplished &
semi-skilled workers in the industry is scarce; hence demand-supply is being
affected and is impacting business high time. Employee retention planning helps
associations to offer efficient workers communiqué for the commitment to
improve labor force and holds the key for commercial initiatives. It also
offers full maintenance for marketing-communication operations by serving the
organization to make clients faithfulness by individuals and positioning the
company’s exclusive goods and services in today’s packed out market.
The
company chosen for the present research is the ALFARA’A group; in this company
I work as director of Indian operations, and have done the research on this
project. Currently we have our headquarters in United Arab Emirates and the
yearly turnover of the companies is in billions and the organization presently
has about 22000 employees that are spread throughout the world. The company is
doing many works at the same time like the construction business, aluminum and
glass manufacturing, core infrastructure, real estate development with nearly
twenty percent of employees working real estate business of the company.
1.2.
Objective of the study
Employee
retention is commonly considered to mean the ability to maintain a stable
workforce (Forgacs, 2009). It is often linked to morale and to organizational
productivity (Forgacs, 2009).
The
objective of the present study is to analyze the ways through which the
organization can retain talent for a minimum of three years. Further, the
research also aspires to conduct in depth analysis of methods and tactics
through which the organization attract quality talent.
1.3.
Research questions
Based
on the research objective the following research questions have been framed:
Ø How
does the organization ensure that talent is retained for at least 3 years?
Ø How
can the organization convert itself into a Brand name which shall attract
quality talent?
To
read more…….
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