Recruitment and Retention, Workforce in Corrections
Causes of high employee turnover rate
There are various reasons why the employees in the corrections industry could be leaving at a very high rate. First, there could be a work-life imbalance. This means that it could be possible that the organization is giving too much work to one employee. On the other hand, the employee is left with insufficient time to carry out his personal activities. Also, the jobs could be failing to meet the expectations of the employees (Hale et al, 2015). In this case, the employee could be expecting an exciting job that is flexible. On finding a completely opposite scenario, the employees are left in a not motivated, and they find their way out.
There could also be a challenge of employees’ misalignment. Each and every employee has his or her own needs on the job. This means that they will fit in different positions at different levels of motivations (Campbell et al, 2016). Some will be happy to work in areas that others would hate. It could be possible that the company does not consider such needs at the recruitment stage.
Exemplar practices to retain employees
It is important that the organization offers flexible job conditions. The employees should be allowed to have sufficient private time and not work for too long. This would ease their pressure to leave the job. It is also important to recognize and reward the employee on a fair basis. Employees like being recognized for the work they do. Rewarding the employee increases their motivation and thus their loyalty to work and organization (Nelson 2017). It is crucial that the organization should ensure there are ample chances for the growth and development of the employees. Some of the employees get discouraged when they are faced with situations that they can’t handle. Enhancing a chance for career growth and development would act as a motivation to them, thus promising their longer stay in the organization.
References
Hale, J. F., Haley, H. L., Jones, J. L., Brennan, A., & Brewer, A. (2015). Academic–Correctional Health Partnerships: Preparing the Correctional Health Workforce for the Changing Landscape—Focus Group Research Results. Journal of Correctional Health Care, 21(1), 70-81.
Campbell, N., Eley, D. S., & McAllister, L. (2016). How Do Allied Health Professionals Construe the Role of the Remote Workforce? New Insight into Their Recruitment and Retention. PloS one, 11(12), e0167256.
Nelson, D. (2017). Workforce Factors Impacting Behavioral Health Service Delivery to Vulnerable Populations: A Michigan Pilot Study.
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