netrashetty
Netra Shetty
Calpine Corporation (NYSE: CPN) is a Fortune 500 power company founded in 1984 in San Jose, California.
Calpine's headquarters were permanently moved from San Jose to Houston, Texas in 2009. The company's stock was traded on the New York Stock Exchange under the symbol CPN until it was delisted on December 5, 2005 due to low share price. On 1/31/08, Calpine emerged from bankruptcy and now trades on the NYSE under the ticker symbol CPN. The company is headquartered in the Calpine Center in Downtown Houston.
Compensation: - Compensation constitutes the largest part of the employee retention process. The employees always have high expectations regarding their compensation packages. Compensation packages vary from industry to industry. Compensation includes salary and wages, bonuses, benefits, prerequisites, stock options, bonuses, vacations, etc.
Environment:- If an organization manages people well, employee retention will take care of itself. Organizations should focus on managing the work environment to make better use of the available human assets.
Growth:-Growth and development are the integral part of every individual’s career. If an employee can not foresee his path of career development in his current organization, there are chances that he’ll leave the organization as soon as he gets an opportunity.
Relationship: - Sometimes the relationship with the management and the peers becomes the reason for an employee to leave the organization. The management is sometimes not able to provide an employee a supportive work culture and environment in terms of personal or professional relationships.
Support: - Lack of support from management can sometimes serve as a reason for employee retention. Supervisor should support his subordinates in a way so that each one of them is a success. Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis.
Companies have now realized the importance of retaining their quality workforce. Retaining quality performers contributes to productivity of the organization and increases morale among employees.
Four basic factors that play an important role in increasing employee retention include salary and remuneration, providing recognition, benefits and opportunities for individual growth. But are they really positively contributing to the retention rates of a company? Basic salary, these days, hardly reduces turnover. Today, employees look beyond the money factor.
Strategy is a common attribute in both small and large businesses specifically in managing people. On the case of Wal-Mart as the world’s largest company, the strategy is rooted the attributes of its corporate culture that originated from Sam Walton. These attributes include:
*
Respecting every individual
*
Exceeding customer expectations
*
Partnering with associates and suppliers
*
Keeping an eye on competitors and putting forth a little extra effort above and beyond them
*
Streamlining operations and controlling costs
*
Selling for less
*
Learning continuously, striving for excellence, and embracing changes
*
Getting involved in community activities
*
Having some fun while working hard
*
Expressing appreciation to customers and associates often
Calpine's headquarters were permanently moved from San Jose to Houston, Texas in 2009. The company's stock was traded on the New York Stock Exchange under the symbol CPN until it was delisted on December 5, 2005 due to low share price. On 1/31/08, Calpine emerged from bankruptcy and now trades on the NYSE under the ticker symbol CPN. The company is headquartered in the Calpine Center in Downtown Houston.
Compensation: - Compensation constitutes the largest part of the employee retention process. The employees always have high expectations regarding their compensation packages. Compensation packages vary from industry to industry. Compensation includes salary and wages, bonuses, benefits, prerequisites, stock options, bonuses, vacations, etc.
Environment:- If an organization manages people well, employee retention will take care of itself. Organizations should focus on managing the work environment to make better use of the available human assets.
Growth:-Growth and development are the integral part of every individual’s career. If an employee can not foresee his path of career development in his current organization, there are chances that he’ll leave the organization as soon as he gets an opportunity.
Relationship: - Sometimes the relationship with the management and the peers becomes the reason for an employee to leave the organization. The management is sometimes not able to provide an employee a supportive work culture and environment in terms of personal or professional relationships.
Support: - Lack of support from management can sometimes serve as a reason for employee retention. Supervisor should support his subordinates in a way so that each one of them is a success. Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis.
Companies have now realized the importance of retaining their quality workforce. Retaining quality performers contributes to productivity of the organization and increases morale among employees.
Four basic factors that play an important role in increasing employee retention include salary and remuneration, providing recognition, benefits and opportunities for individual growth. But are they really positively contributing to the retention rates of a company? Basic salary, these days, hardly reduces turnover. Today, employees look beyond the money factor.
Strategy is a common attribute in both small and large businesses specifically in managing people. On the case of Wal-Mart as the world’s largest company, the strategy is rooted the attributes of its corporate culture that originated from Sam Walton. These attributes include:
*
Respecting every individual
*
Exceeding customer expectations
*
Partnering with associates and suppliers
*
Keeping an eye on competitors and putting forth a little extra effort above and beyond them
*
Streamlining operations and controlling costs
*
Selling for less
*
Learning continuously, striving for excellence, and embracing changes
*
Getting involved in community activities
*
Having some fun while working hard
*
Expressing appreciation to customers and associates often
Last edited: