S. Amir Kohan

Employee Engagement & Retention

Here is SHRM’s definition: “Employee Engagement and Retention refers to
activities aimed at retaining high-performing talent, solidifying and improving the
relationship between employees and the organization, creating a thriving and energized
workforce, and developing effective strategies to address appropriate performance
expectations from employees at all levels.”


Key Concepts:
Approaches to developing and maintaining a positive organizational culture
(e.g., learning strategies, communication strategies, building values)
Approaches to recognition (e.g., performance or service awards)
Creation, administration, analysis, and interpretation of employee attitude surveys
Creation, planning, and management of employee engagement activities
Employee lifecycle phases (e.g., recruitment, integration, development, departure)
Employee retention concepts (e.g., causes of turnover) and best practices
(e.g., realistic job previews [RJP])
• Influence of culture on organizational outcomes (e.g., organizational performance,
organizational learning, innovation)
Interventions for improving job attitudes
• Job attitude theories and basic principles (e.g., engagement, satisfaction, commitment)
Job enrichment/enlargement principles and techniques
• Key components of, and best practices associated with, performance management systems
Methods for assessing employee attitudes (e.g., focus groups, stay interviews, surveys)
Principles of effective performance appraisal (e.g., goal setting, giving feedback)
Retention and turnover metrics (e.g., voluntary turnover rate)
Types of organizational cultures (e.g., authoritarian, mechanistic, participative,
learning, high performance)
Workplace flexibility programs (e.g., telecommuting, alternative work schedules)

Maintaining an engaged and satisfied workforce and a culture that employees perceive
to be positive is an important function of HR. Employee turnover, along with poor
performance is costly and also disruptive.

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