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A manager saving rule is to avoid checking personal references other than former managers. The reason: No one gives a reference unless he is reasonably certain that kind things will be said about him. The family banker Cheap Bilal Powell Jersey , the local minister, and the friend at the club are poor references at best.

Good reference checking can help to assure a proper fit by identifying the kind of situation and environment in which the applicant performs best. This information can help to avoid misplacement and, more positively, assure that the job is right for the man and the man is right for the job. Proper reference checking can also yield valuable information about an individual developmental needs. All this helps to assure retention.

To learn about a candidate performance on a previous job the investigator has to ascertain what the man did specifically, the circumstances under which he performed, and the results he achieved or failed to achieve. Often this information can be obtained only from the man manager or from his manager.

When the investigator has assembled the performance data he can then determine whether the individual would be doing similar or dissimilar things under the same or different circumstances. Performance standards on the open position could be compared to performance standards on the man previous position. This gives some real basis for predicting how the man will perform in his new assignment. It is especially relevant to find out what the man did with particular skill as well as to find out where he fell short of his manager expectations. The standard questions about attendance Cheap Brian Winters Jersey , dependability, work habits, initiative, strengths, and weaknesses also apply. All these are important factors in retention.

Once the decision has been made to hire a man, orientation Cheap Buster Skrine Jersey , induction, and training appropriate to the position requirements and the man's level of experience and education are essential. The process of industrial socialization must not be left to chance. People need not be left to sink or swim. This is a waste of human assets and almost insures a relatively high turnover rate. The expensive recruiting process must include appropriate induction and orientation.

All too often the common courtesies of industrial socialization are neglected, and the newly hired executive begins his new career treading cautiously until he finds out (somehow) just what he is expected to do and when, and by what standards he is to be measured. Those, too, are essential factors in retention or turnover.

In reality Cheap James Carpenter Jersey , the entire personnel system from the initial recruitment contact through hiring, orientation, and induction are major factors in retention. They can be as important as having clearly defined goals, priorities, and a sense of timing. Similarly, the attitude survey and the exit interview can prevent people from leaving or at least slow down the flow of voluntary resignations. For key people Cheap Lac Edwards Jersey , a good exit interview can be conducted by the human resources executive. If he has established relationships of mutual trust and confidence, he can learn the real reasons why executives leave. Most have been described already: lack of challenging assignment, oppressive organization climate, limited opportunity for personal and professional growth and development, inadequate compensation, poor organization Cheap Quincy Enunwa Jersey , lack of communication, and poorly defined responsibilities, goals, and authority. The important thing is to isolate the major reasons for voluntary terminations and then take steps to eliminate the causes. It may even be that a small amount of self-induced turnover will solve a major problem.

Retention, like recruitment, utilization Cheap Steve McLendon Jersey , motivation, compensation, and development, is the result of good management practice. But it must be seen in a new perspective.

It is difficult for managers to recognize that they themselves create most of their own problems; it is even more difficult to sell them on the fact that the solution lies with them, through improving their managerial skills and attitudes toward human resource management.
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