An analysis of job retention in a home care organisation

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.

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I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

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TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

TABLE OF CONTENTSIV

CHAPTER 2: LITERAUTRE REVIEW1

Retention1

Satisfaction2

Motivation3

Expectations3

Consequence of labor turnover7

REFERENCES9

CHAPTER 2: LITERAUTRE REVIEW

It is common that each home care organizations are one of the tasks more important to retain the best employees. Home care organizations must immediately understand that employee retention is efficient really a strategic move that primarily requires the assessment higher levels of management. It is very rare to find home care organizations that address not only the basic needs employees and their salaries, but to serve others, such as depression or support in any way an employee who goes through a divorce. We could cite this as just a few of the reasons for justifies employee leaving the company. This research aims to create awareness among home care organizations about how they can learn strategy of retaining the best employees and thus optimize productivity

Retention

It is necessary and appropriate to admit that within organizations retention plays an important role and companies are common to find among their ranks, a profile which is used to pay close attention. It may be considered that employees are not motivated, or consider themselves to be sufficiently valued, nor identify with their current businesses, but instead, are those that are the group considered the 'elite'. (Mitchell 2007, 96) This profile is a real risk, as these profiles of employees aged between 30 and 45, come to possess a high employability also can potentially reach the address organization. (Lee 2008, 51) This type of situation is difficult to see because the firms because they give no time to investigate or understand the needs, personal and professional interests and even concerns of their employees, to which unfortunately is too late. For this reason, Plan personnel consider the human resources strategy to guide them to maintain paid to their best employees. (Hom 2007, 37)

It is precisely the time making a great effort to retain the employees that truly worth before the competition make your own. Plan Personnel cannot afford to maintain dissatisfied employee, because the true nature of vision and mission is accomplished through efficient employees, productive and customer oriented and otherwise, dissatisfaction of employees directly impacts the operating results. (Harris 2007, 39) One of the most important tasks companies is to meet the specific needs worker, and managers are precisely those that demonstrate high levels of human emotional maturity. (Griffeth 2008, 38)

Satisfaction

Even in these times of crisis ...