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Staff Handbook - Staff Retention Policy

Updated: Jun 28



Employee retention was a developing concept in the early and mid-20th century economy. In the 21st-century knowledge economy, core talent has become an important influencing factor in how fast a company grows or even falls.


The loss of a core talent usually means a recruitment period of at least two months, an adaptation period of 3 months, and an integration period of 6 months, in addition to a recruitment cost equivalent to 4 months' salary and a failure rate of more than 40%.


Employee retention in the future means: in addition to compensation and benefits, more focus on acceptance, respect, self-actualization and other deep needs. For example, core competency and business outsourcing; free agent; talent competition, ideal employer, etc.

Employee Retention Policy can be defined as an employer's strategy to manage employee turnover and retain its valuable employees.


This policy sets out the different ways in which employers may seek to reduce turnover.


Employers seeking to minimize turnover can benefit from it, and if employers are having problems retaining employees, there may be or be problems with employee morale and the cost of recruiting and training new employees.


员工保留是20世纪早期和中期的经济的发展概念。到了21世纪知识经济时代,核心人才已经成为企业发展快慢乃至兴衰的重要影响因素。


一名核心人才的流失,通常意味着至少2个月的招聘期、3个月的适应期,6个月的融入期;此外,还有相当于4个月工资的招聘费用,以及超过40%的失败率。


员工保留将来的含义:除了薪酬福利,更加注重接纳、尊重、自我实现等深层需求。如:核心竞争力及业务外包;自由代理人;人才争夺;理想雇主等。

《员工保留政策》可以定义为雇主管理员工流动和保留其宝贵员工的策略。


这项政策规定了雇主可能设法减少人员流动的不同方式。


寻求最大程度减少人员流动的雇主可以从中受益,如果雇主在保留员工方面遇到问题,那么可能在员工士气以及招募和培训新员工的成本方面存在或出现问题。






Disclaimer

The following templates are offered solely for educational and informational reasons:


✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.


✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).


✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the terms of the policy in light of any potential legal ramifications.


免责声明

以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。


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