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"A growing concern for businesses today is retaining skilled employees. The best employees often are the ones most at risk to be recruited elsewhere. Yet most companies do not know the true cost of employee turnover. This Infoline provides you with the tools necessary to establish a comprehensive retention strategy to motivate and empower your employees. You will learn how to create a future-oriented work environment develop reliable career development strategies implement effective practices for success."

"Skripsi ini membahas mengenai strategi retensi talenta di PT Garuda Indonesia Persero Tbk. Penelitian ini bertujuan untuk memberikan gambaran serta analisis tentang strategi retensi talenta yang dilakukan oleh PT Garuda Indonesia Persero Tbk. Penelitian ini merupakan penelitian kualitatif dengan metode eksploratif. Pengumpulan data dilakukan melalui wawancara mendalam dengan narasumber yang merupakan karyawan PT Garuda Indonesia Persero Tbk di Jakarta. Penelitian ini menunjukkan bahwa talent merupakan orang yang diproyeksikan sebagai future leaders dan Garuda Indonesia menggunakan Total Rewards Strategy untuk mempertahankan talentnya. Strategi Total Rewards ini terdiri dari Kompensasi, Benefit and Perquisite, Lingkungan Kerja, dan Pengembangan Manusia.

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The focus of this research is talent retention strategy at PT Garuda Indonesia Persero Tbk. The purpose of this research is to describe and also analyze the talent retention strategy that applied in PT Garuda Indonesia Persero Tbk. This study is a qualitative research with exploratory method. Data were collected through in depth interviews with employees who work for PT Garuda Indonesia Persero Tbk. The result showed that talent is someone who is projected to be future leader of the company and Garuda Indonesia uses Total Rewards Strategy to retain its talent. The Total Rewards Strategy contains Compensation, Benefit and Perquisite, Working Environment, and People Development."

"Pada beberapa tahun terakhir, telah terjadi perubahan demografi dalam tenaga kerja Indonesia, dengan masuknya Generasi Y atau Millennials yang berbarengan dengan pensiunnya Generasi Baby Boomers, khususnya di industri perbankan dimana hampir 80% karyawannya merupakan karyawan Millennials. Perubahan demografi ini menyebabkan terjadinya pergeseran dinamika tenaga kerja yang dipengaruhi oleh perbedaan nilai dan gaya kerja Generasi Millennials dengan generasi lainnya. Hal ini berakibat pada tingkat turnover karyawan di industri perbankan dengan rata-rata dari 22 bank di Indonesia yang mencapai 13,16% pada 2017. Hampir 98% dari turnover karyawan pada salah satu bank terjadi pada kelompok usia yang di dalamnya terdapat Generasi Millennials. Tingkat turnover yang tinggi akan merugikan bank baik dari segi finansial maupun non finansial sehingga strategi retensi untuk mempertahankan karyawan diperlukan, khususnya dalam hal kepuasan kerja mereka. Dalam pembuatan strategi, pengaruh faktor gaji dan kesejateraan, pekerjaan, perilaku pemimpin, pengembangan diri, hubungan interpersonal, kompetensi kerja, dan fleksibilitas kerja terhadap kepuasan kerja diteliti dengan menggunakan metode SEM yang ternyata seluruh faktor tersebut berpengaruh secara signifikan dan positif terhadap kepuasan kerja. Selain itu, pengaruh kepuasan kerja terhadap intensi turnover juga diteliti dengan menggunakan metode yang sama dan pengaruh signifikan dan negatif dari kepuasan kerja terhadap intensi turnover ditemukan. Strategi dirancang menggunakan Total Rewards Strategy yang menghasilkan 16 strategi retensi untuk karyawan Millennials di industri perbankan."

"Employees will not stay with a company very long if they are not motivated to do their jobs. This book contains important to discover what motivatives individuals before they even with the organization. How methods for motivating employees, but different needs motivate different people. Some employees crave power, others want money. Some employees desire constant praise, others want to be left alone. It's crucial for managers to figure out what motivates each employee."

"An effective new employee orientation program can mean the difference between a happy and committed employee and a disgruntled and non-productive employee. This Infoline will show you how to get the most value out of new employee orientation training. It guides you through the process of designing and redesigning your organizations new employee training program so that it immerses employees in the organizations culture. Youll also learn how to select the best blend of delivery methods for success and how to align orientation with your organizations culture."

""A war rages in today's workplace, pitting company against company in the fight to find and keep good employees. The losses are high, and battle-weary managers are desperate for talented reinforcements. They've learned that bonuses, stock options, and other financial rewards aren't enough."

"Tujuan dari penelitian ini adalah menentukan penyebab masalah menurunnya kinerja Divisi SDM & Umum PT. X dan mendesain sebuah rancangan intervensi untuk mengatasi permasalahan tersebut. Penelitian ini menggunakan pendekatan diagnostik. Wawancara dan diskusi dilakukan untuk memperkuat analisis penyebab permasalahan kinerja. Hasil penelitian menunjukkan bahwa motivasi merupakan penyebab menurunnya kinerja Divisi SDM & Umum. Berdasarkan kajian terhadap hasil pengukuran menggunakan kuesioner role perceptions dan two factor theory yang mengukur hygiene dan motivators, hasilnya menunjukkan bahwa terdapat permasalahan hubungan antara atasan dengan bawahan, terkait dengan pengakuan atasan terhadap kinerja bawahan. Pengakuan tersebut mengarah pada pemberian umpan balik dalam penilaian kinerja. Oleh karena itu, intervensi yang diberikan berfokus untuk memberikan pelatihan penilaian kinerja bagi para atasan di Divisi SDM & Umum agar dapat meningkatkan motivasi dan kinerja karyawan di Divisi SDM & Umum PT. X.

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The purpose of this study is to determine the cause of employee’s job performance problem in Human Resources and General Affairs Department (HRD & GA Department) and design an intervention program to overcome it. This study used diagnostic approach. Focus Group Discussion and interviews were used to reinforce the cause of job performance problem. Results show that motivation is the cause of job performance problem. Based on FGD, interviews, and measurement (role perceptions and two factor theory questionnaires), the results show that there is a relationship problem between supervisor and subordinates, especially recognition. Recognition is given in performance appraisal feedback. Therefore, the intervention is focused on giving performance planning and evalution training for supervisors to improve employee`s motivation and performance in HRD & GA Department of PT. X."

"Survival in a new global world : are you ready? -- Why global talent is so important, yet in short supply -- The foundation of the global leader : the six facets of intelligence necessary for global leadership -- What we did, why we did it, and what we learned -- The behavioral dimensions of the transglobal leader : what sets them apart? -- Traditional diversity versus transglobal diversity : the new order and debate -- Where are you on the map of global capability? -- Developing global capability."

"Provides readers with real solutions for the costly problem of employee turnover. This book examines factors such as manager relationships, lack of trust in senior leadership, company culture and integrity, salary and benefits, and more-revealing what can be done to hold on to the people who provide the most value to the organization."

"In the current economy, companies are expected to turn on a dime in response to changing market needs to stay vibrant. what that means is that companies are constantly reorganizing. employees are living in a constant state of change. this dynamic in the workplace has affected worker satisfaction, morale, and burnout. this is the first treatment manual to focus on treating job-related issues, whether it's conflict in the workplace, stress, burnout, performance, and more. divided into two parts, part one sets the stage with a discussion of the economic climate and how it impacts businesses, how business reacts to it, and how the new business climate affects employees. part two lays out the most current research on effectively treating work-related client issues. Individual, group, and organizational interventions are included, along with case examples, practical treatment exercises, checklists, and outlines for treatment."