Retaining High Potential Employees

Generally, endowment funds concern refers to the identifying, developing, and retaining high potential employees for top cite business line positions including training, public life prepargondness, HR culture, season planning, performance care, balanced demand and furnish of qualified piddleforces so that the organization nates reach to their target goal barely the approaches vary from organization to organization (Mathis & adenosine monophosphate Jackson, 2008, p. 292) 14.Talent oversight is one of the central terms in the operational arena of HR governance where giving attraction, talent ontogeny, talent deployment and retention are cardinal major paradigms to ensure the sustainability of gracious choices(Grobler, Bezuidenhout and Hyra, 2014) 15.If in that respect is no proper managerial term planning, the coif of learning organization, career planning and mentoring, then the retention of highly capable people would be very repugn for the long run. The c urrent study alike expects the validating blood between talent management and sustainable tender resourcefulness development and develops the next hypothesisH1 on that point is positive kind between talent management and sustainable valet de chambre resource development.3.2 Consolidated HR form _or_ transcription of governmentThe practices of bottom HR policies directs towards the strong committed exertion pool for any organization. HR policy is the foundation of all HR activities. It is the pen directions about the employment and plays a notable role to implement organizations HR dodge effectively like transforming organization into a more optimistic perception, transparency and mental contact regarding the job (Watson, 2013) 16.Moreover, it is not inactive dictation rather continuously updated and alter with the changing environment such as developing new HR policies, implementing, reviewing and ensuring that charitable resource expertise is represented as par t of the acquisition set of the circuit board of directors (Moore, 2011) 17.The current study ought to learn the relationship between consolidate HR policy and sustainable humankinde resource development and following hypothesis is demonstrableH2 there is positive relationship between consolidated HR policy and sustainable human resource development.3.3 HR run a insecurity managementAlthough assay is inevitable in business environment, it is also common in HR practices. So, the organizations need to identify, observe, prioritize and manage happen upon HR endangerments with a pragmatic, integrated and interconnected approach which might be all-round(prenominal) analysis of its personnel risks. For instance, the optimistic HR environment leads to the minimum level of risk and change magnitudes an organizations ability to manage risks.HR essay Management Service Line attraction in the United States of America (USA) Christopher Lipski pointed that managing risk in the HR area has gaining increasingly importance for global executives (Ernest & Young, 2009) 18. reliable HR governance includes the proper risk monitoring activities such as cadence code of ethics, contingent management, conflict, stress management and so on.As proactive approach, companies must(prenominal) be careful of becoming risk complacent when they assume that they toilette calculate the future accurately (Taleb, 2007) 19. This hypothesis is developed to prove the following relationshipH3 in that location is positive relationship between HR risk management and sustainable human resource development.3.4 Employee developmentThe actual growth of an organization completely depends upon the intelligent and happy employees collaborative team performance. From this perspective, employee development is an acclivitous issue for the sake of organizational development. It gist the physical and psychological both development of employee and organization as a whole. Hence, it i s believed that when human resources would develop, organization would be more flourished regarding its boilers suit growth (Elena, 2000) 20.Now, it is a common practice to all concerned organization to treat the human resources into the human capital by dint of effective training and development, offering the ambit of self-actualization, coaching and mentoring, on the job career development and overall interpersonal skill development which will lead to the intend employee performance.The following hypothesis is developed to examine the relationship between employee development and human resource developmentH4 There is positive relationship between employee development and sustainable human resource development.3.5 Compensation benefitsSimply, the requital is the monetary value to an employee in harvest-tide of his/her services. It comprises some other benefits and rewards for the employees which they receive in the forms of pay, wages, fringe benefits and so on which work as motivating factor bed their best performance (Holt, 1993) 21.The behavioral aspects of employees are affected by compensation. Monetary benefits can increase feelings of self-reliance (Vohs, Mead, Goode, 2006, 2008) 22 and also increase pain tolerance (Zhou, Vohs, Baumeister, 2009) 23. If the compensation system is appropriate for all then organizational policies and procedures could have their desired effects.Moreover the building and implementation of compensation systems not just now can affect employee motivation, but also can improve safety, quality, and creativity at their workplace. The following hypothesis focuses on the contact of compensation on human resource developmentH5 There is positive relationship between compensation benefits and sustainable human resource development.3.6 Employee eudaemoniaEmployee wellbeing comprises divers(a) benefits and facilities such as allowances, housing, transportation, office clock meal and medical insurance and so onIt also i ncludes monitoring of working conditions, entry of industrial harmony and so on. Employee welfare oriented environment leads to increase the snatch of satisfied employees which ultimately ensures the incremental getableness growth. Some common cherished employee welfare activities at workplace are tractability in job responsibility, community benefits, transportation facilities, childcare facilities and so on.Some East Pakistani organizations are practicing the employee participation in Workers wampum Participation depot (WPPF) which is one of the remarkable fringe benefits for employee welfare. Bangladesh Labor Law (Amendment) 2013, discussion section 234 of the Act No. 42 of 200624.-In separate 234 of the said Act (a) Replacing clause (b) of Sub Section (1), the following article (b) shall be replaced, e.g. (b) of the owner within upper limit nine months from the completion of a twelvemonth, 5 percent from the net profit for the year shall contribute to the WPPF with a proportion of 80 10 10 to the Participatory Fund, well-being Fund and Workers Welfare psychiatric hospital Fund established under Section 14 of the Bangladesh Workers Welfare Foundation Act, 200625Provided that if any employer has gainful one percent (1%) of net profit to the Welfare Fund immediately in the beginning effectiveness of this Act, the Board of Trustees is obligated to deportation 50% of deposited amount in opt of the Welfare Fund to the Workers Welfare Foundation Fund. This hypothesis is developed to prove the following relationship