Maintaining a Quality

Workforce
Jastine Mae F. Espinas
Maintaining a Quality
Workforce
Career Development
Work-Life Balance
Compensation and Benefits
Retention and Turnover
Labor Management Relations
 Career development

Career development is the series of

activities or the on-going/lifelong
process of developing one’s career.
The role of career
development
Organisations need to realise that
positive career development for their
workforce is a way of helping to
attract and retain the best people; by
recognizing and responding to the
needs of individual employees they
will get the best out of them.
 Work-Life Balance
Work‐ life balance is essential to combat stress, ensuring
both individual and company success. The stress
associated with unbalanced lifestyles is costly; it
damages productivity and increases individual health
risks.

Employees who have the tools to balance their

professional and personal lives are happier, healthier,
and more productive.
 Work-Life Balance
 In addition to improving performance, many
younger employees place a high value on work‐life
balance.

Companies that include work‐life balance as part of

their culture will be able to better attract qualified
candidates.
Compensation and benefits
Base compensation
Salary or hourly wages
Fringe benefits
Additional non-wage or non-salary forms of
compensation
Flexible benefits
Employees can select a set of benefits within a
certain dollar amount
Compensation and benefits
Family-friendly benefits
Help in balancing work and non work
responsibilities
Employee assistance programs
Help employees deal with troublesome
personal problems.
Strategic Plan for Employee
Compensation and Benefits

Attracting Quality Employees

Rewards for Performance
Encouraging Employee Retention
Benefits
Retention and Turnover
Replacement is the management of
promotions, transfers, terminations, layoffs, and
retirements.
Replacement decisions relate to:
Shifting people between positions within the
organization.
Retirement.
Termination.
Retention
Retention- relates to the extent to which
an employer retains its employees and
may be measured as the proportion of
employees with a specified length of
service (typically one year or more)
expressed as a percentage of overall
workforce numbers
 Turnover
Turnover- Employee turnover refers to the
proportion of employees who leave an
organization over a set period (often on a
year-on-year basis), expressed as a
percentage of total workforce numbers.
Labor-management relations
Labor unions deal with employers on the
workers’ behalf.
Labor contracts specify the rights and
obligations of employees and management
regarding wages, work hours, work rules,
seniority, hiring, grievances, and other
conditions of employment
Collective bargaining is the process of
negotiating, administering, and interpreting a
labour contract.
Labor-management relations
Leadership Development
 A good leader can make a success of a weak business
plan, but a poor leader can ruin even the best plan.

 Teaching of leadership qualities, including

communication, ability to motivate others, and
management, to an individual who may or may not
used the learned skills in a leadership position.
THANK YOU! ☺