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HR-IT'2013. Светлана Гильдебрант. Доклад "Удержание персонала"
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PERSONNEL
RETENTIONTendencies 2013
by Svetlana Gildebrandt
ABOUT MYSELF
Working as HR in game development since 2005
From HR Assistant to HR Specialist
Working in multinational game development company since 2008 (26 studios worldwide)
Organizing and nurturing game development studio start up (as part of 8000+ people company)
HR Manager (2 people in team)
ABOUT MY PRESENTATION
What is retention?
Old view on retention and why it doesn’t work
What makes retention…
…work in 2013?
Q&A
WHAT IS RETENTION:
Employee retention refers to the ability of an
organization to keep its employees. Basically
employee retention as relating to the efforts
by which employers attempt to retain
employees in their workforce. Thus, retention
refers to the strategies rather than the
outcome.
The goal of employers is usually to decrease
employee turnover, thereby decreasing
training costs, recruitment costs and loss of
talent and organizational knowledge.
VIEW ON RETENTION: DOESN’T WORK
Money as a key of remuneration package
Talent pool limitation
HR as the only driver of HR processes
Career development – only up!
Succession plan
WHAT MAKES RETENTION:
Remuneration package
Challenging work
Personnel development
Open environment
Company values support
Company reputation
Social responsibilities
WHAT MAKES RETENTION WORK:
Remuneration / Benefits package
focus on a salary as a part of compensation package;
constant improvement of benefits package;
transparent and communicated bonus system;
logical and communicated salary increase process
WHAT MAKES RETENTION WORK:
Challenging work / Projects
sense in your own work;
involvement in tasks distribution, project selection;
regular appraisals as a tool to update PDP;
results of work are seen and processed (word, money, career moves)
WHAT MAKES RETENTION WORK:
Personnel development
training actions forecast beforehand, in line
with company strategy and knowledge
applied;
balanced team with specialists of junior to
senior levels matching company qualification
criteria;
internal sharing sessions rather than external
trainings;
vertical and horizontal career moves
WHAT MAKES RETENTION WORK:
Open environment
satisfaction surveys are held regularly but
not too often to analyze and work on results;
consistent management;
ideas are considered, good ideas are
nurtured;
“If a company wanted to make a difference in its
workplace, the one single thing it could do is just start
listening to people more”
Dr Pete Bradon, Research Manager, Best Companies
Ltd.
WHAT MAKES RETENTION WORK:
Company’s values / Reputation
company values translated into
core skills upon evaluation;
brand DNA translated into
company website;
online presence reaching its TA;
attention to constant
improvements
WHAT MAKES RETENTION WORK:
Corporate / Social responsibilities
Focus on benefits securing teams’ confidence in tomorrow;
Activities pushing teams to make something small better;
Regular activities to encourage teams creativity and unite them;
Increase awareness on go-green and charity programs
USEFUL DATA
Grant Thornton international business studies: search and
retention of required specialists, 2008
www.wikipedia.com
www.monsterrussia.com
www.dou.org.ua
www.trainings.ru
www.bis.gov.uk
THANK YOU FOR YOUR TIME!
QUESTIONS?
My contacts:
m
Svetlana.gildebrandt575
