Arch Coal (NYSE: ACI) is an American coal mining and processing company. The company mines, processes, and markets bituminous and sub-bituminous coal with low sulfur content in the United States. Arch Coal is the second largest supplier of coal in the U.S. behind Peabody Energy. [3] The company supplies 16% of the domestic market. [4] Demand comes mainly from generators of electricity.[5]
Arch Coal operates 21 active mines and controls approximately 3.1 billion tons of proven and probable coal reserves, located in Central Appalachia, the Powder River Basin, and the Western Bituminous regions.[6] The company operates mines in Colorado, Kentucky, Utah, Virginia, West Virginia and Wyoming, and is headquartered in St. Louis, Missouri.[7] The company sells a substantial amount of its coal to producers of electric power, steel producers and industrial facilities
Uses only research-based, theory-supported approaches to improving employee engagement. Avoided are gimmicks such as employee of the month, suggestion boxes, prizes or other “carrots.” While commonly used, these short-term fixes fail to produce genuine employee loyalty (more than 60 years’ of research tells us so!).
Employs an easy-to-understand systems approach to ensure the root causes of turnover are addressed and the potential for lasting change unleashed.
Customizes all activities to your organization’s unique history, current practices and strategic objectives. Also considered are challenges unique to your industry sector, competitive marketplace issues and talent shortages.
Involves those responsible for implementing change in actually creating the change, ensuring input and improved shared understanding and support of all initiatives.
Integrates hands-on, action-oriented approaches that enable organizations to move forward quickly and effectively
Recognizes the research-proven role of no-cost strategies in developing the “glue” that builds employee loyalty and commitment.
Brings to your organization leading-edge organization-development best practices to effectively and quickly build a retention-rich culture.
mployee retention - did you know?
The cost of employee turnover can range between 1/2 to 4 times an employee's annual wages and benefits
80% of turnover can be attributed to mistakes during the hiring process(Harvard Business Review)
Employee retention has as much to do with who you hire as what you do after he or she is hired
Traditional methods of hiring employees only provide a 14% likelihood of a successful job hire (Michigan State University)
An ineffective employee retention strategy can drive any manager crazy. The crippling effects employee turnover costs can have on your organization's efforts to consistently turn a profit only adds to the stress you are already under as a leader in your organization. Don't despair. You can do something about the high cost of employee turnover, dwindling levels of retention , and the steady outflow of quality workers!
How we can help improve your current employee retention program:
We identify top performing team members and develop strategies to ensure they stay with your organization
We can identify the reasons why an employee will leave before they are ever hired
We will help you select and hire great employees who are well fit for the job and your organizational culture
We can help to improve communication and morale - two key elements that affect employee retention
We will assist in determining growth opportunities for team members and develop customized training that will improve performance
There are few if any issues that business leaders face today that are more important than the effort to hire and retain good employees. An effective employee retention program can have a dramatic impact on your organization's bottom line. As employees grow so does your business, and its bottom line. It might seem like common sense, but it can't be understated: an organization is only as good as the people it employs.
What if...
Your turnover rate was half that of the competition
You were able to hire employees who are truly fit for the job position
You could divert money from recruitment efforts to better train existing employees
You were able to know with certainty what actions to take to retain key team members
Imagine the possibilities!
There are two key components to an effective employee retention strategy
The Employee Selection Process - who you choose to fill job vacancies
The Human Development Process - what you do after the employee is hired
Arch Coal operates 21 active mines and controls approximately 3.1 billion tons of proven and probable coal reserves, located in Central Appalachia, the Powder River Basin, and the Western Bituminous regions.[6] The company operates mines in Colorado, Kentucky, Utah, Virginia, West Virginia and Wyoming, and is headquartered in St. Louis, Missouri.[7] The company sells a substantial amount of its coal to producers of electric power, steel producers and industrial facilities
Uses only research-based, theory-supported approaches to improving employee engagement. Avoided are gimmicks such as employee of the month, suggestion boxes, prizes or other “carrots.” While commonly used, these short-term fixes fail to produce genuine employee loyalty (more than 60 years’ of research tells us so!).
Employs an easy-to-understand systems approach to ensure the root causes of turnover are addressed and the potential for lasting change unleashed.
Customizes all activities to your organization’s unique history, current practices and strategic objectives. Also considered are challenges unique to your industry sector, competitive marketplace issues and talent shortages.
Involves those responsible for implementing change in actually creating the change, ensuring input and improved shared understanding and support of all initiatives.
Integrates hands-on, action-oriented approaches that enable organizations to move forward quickly and effectively
Recognizes the research-proven role of no-cost strategies in developing the “glue” that builds employee loyalty and commitment.
Brings to your organization leading-edge organization-development best practices to effectively and quickly build a retention-rich culture.
mployee retention - did you know?
The cost of employee turnover can range between 1/2 to 4 times an employee's annual wages and benefits
80% of turnover can be attributed to mistakes during the hiring process(Harvard Business Review)
Employee retention has as much to do with who you hire as what you do after he or she is hired
Traditional methods of hiring employees only provide a 14% likelihood of a successful job hire (Michigan State University)
An ineffective employee retention strategy can drive any manager crazy. The crippling effects employee turnover costs can have on your organization's efforts to consistently turn a profit only adds to the stress you are already under as a leader in your organization. Don't despair. You can do something about the high cost of employee turnover, dwindling levels of retention , and the steady outflow of quality workers!
How we can help improve your current employee retention program:
We identify top performing team members and develop strategies to ensure they stay with your organization
We can identify the reasons why an employee will leave before they are ever hired
We will help you select and hire great employees who are well fit for the job and your organizational culture
We can help to improve communication and morale - two key elements that affect employee retention
We will assist in determining growth opportunities for team members and develop customized training that will improve performance
There are few if any issues that business leaders face today that are more important than the effort to hire and retain good employees. An effective employee retention program can have a dramatic impact on your organization's bottom line. As employees grow so does your business, and its bottom line. It might seem like common sense, but it can't be understated: an organization is only as good as the people it employs.
What if...
Your turnover rate was half that of the competition
You were able to hire employees who are truly fit for the job position
You could divert money from recruitment efforts to better train existing employees
You were able to know with certainty what actions to take to retain key team members
Imagine the possibilities!
There are two key components to an effective employee retention strategy
The Employee Selection Process - who you choose to fill job vacancies
The Human Development Process - what you do after the employee is hired