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Company Strategy to Employee Retention

928 words (4 pages) Essay in Organisations

18/05/20 Organisations Reference this

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Laboratory Corporation of America

The most prevalent strategy is to match the prices paid by rivals, given the option of matching, leading, or lagging. Historically, mangers justify this strategy by stating that inability to match the prices of rivals would cause the current staff to murmur and restrict the recruitment capacity of the organization. In order to prevent unions, many non-unionized companies tend to match or even cause competition.  A pay-with-opposition policy seeks to make certain that the wage expenses of a business enterprise are identical to those of its product competitors and that its ability to attract candidates is identical to its hard work market competition. (Newman, Gerhart, & Milkovich, 2019)

Organizations best needs are to draw key personnel, but employees gain from greater employment stability in an aggressive pay setting. while employees have pleasing pay and advantages, they spend extra time on their paintings and less time scoping out higher-paying opportunities. realizing their pay is fair as compared to other companies and similar jobs makes it simpler for personnel to work via demanding situations in their work. This stability in employment allows the company to maintain higher organizational information and the worker can discover possibilities for inner development and advertising. (Kokemuller, 2016)

Communities that use a true competitive pay policy have human assets experts review jobs and pay yearly, or even extra often. This enables the organization to maintain up with will increase in pay within the industry that result from modifications in supply and demand of personnel and responsibilities of jobs. This blessings employee, because the fee of their process is greater regularly reconsidered. This gives a greater feeling of hope than jobs with stagnant profits because its value to the enterprise is hardly ever reassessed. (Kokemuller, 2016)

Companies that put an excessive amount of emphasis on competing with pay might also lack in organizational culture or other styles of motivation. Pay can entice qualified employees, however over time, it normally takes other equipment to inspire top overall performance. obligation, education and development, incentive pay, and social activities also are important to motivating personnel. without these additional motivating tools, businesses that handiest compete on pay may lose employees after a few years to higher workplaces. (Kokemuller, 2016)

Aggressive pay can also provide external fairness; however, it lacks some of the motivation of pay-for-overall performance schemes. It does little to differentiate between employees working the equal job but acting at unique ranges. considering that every process is assigned a salary primarily based on the task itself and not the individual, managers want to locate ways to nonetheless inspire people to give their pleasant. a few employers overcome this downside by using imparting bonuses or sales commissions on top of base salaries. (Kokemuller, 2016)

A first-rate a part of attracting and maintaining the nice employees includes reviewing the repayment you are paying present personnel and awarding raises as your commercial enterprise and the market needs. at the same time as there are as many methods of figuring out the quantity of a enhance as there are human beings figuring out it, the fundamental strategies to determine the amount of an increase is to offer anyone the identical percent or dollar amount improve or give employees exceptional increases based totally on fairness between base wages or performance, also known as an advantage gadget. (2019)

As a part of the procedure of training and motivating employees, most employers take the time each six months or every yr. to sit down with personnel and discuss their performance. This practice is known as performance appraisal. further to speak with the personnel about how they have been doing in appearing their jobs, you could also use the performance appraisal to set desires for the employees for the duration till the subsequent time you examine overall performance. For better or worse, maximum organizations use money to encourage employees in a few form or fashion, whether it’s by using bonuses, commissions, cash awards, or bigger increases for exact overall performance. The challenge for employers is developing with a method that efficiently links pay to overall performance. (2019)

The idea of human capital, possibly the maximum influential monetary concept for explaining pay-level differences, is based totally on the basis that higher profits go with the flow to folks that enhance their capacity productivity by means of investing in themselves (via additional schooling, training, and experience). The theory assumes that people are in truth paid at the price in their marginal product. enhancing effective skills by way of investing in schooling or maybe in one’s physical health will increase one’s marginal product. In preferred, the fee of a man or woman’s skills and talents is a characteristic of the time, price, and effort to acquire them. therefore, jobs that require lengthy and steeply-priced schooling (engineering, physicians) must obtain better pay than jobs that require less funding (clerical work, basic college teaching). As pay degree increases, the wide variety of people inclined to make that investment increases, thereby creating an upward-sloping deliver. In truth, exclusive styles of education do get different tiers of pay. (Newman, Gerhart, & Milkovich, 2019)


  • Kokemuller, N. (2016, November 9). Advantages & Disadvantages of Competitive Pay Policies. Retrieved from
  • Newman, J. M., Gerhart, B. A., & Milkovich, G. T. (2019). Compensation. Dubuque, IA: McGraw-Hill Education.
  • (n.d.). Considerations When Giving Employees Raises. Retrieved from
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