Improving the employee retention progam of a 500-megawatt coat fired power plant in Mauban, Quezon

• Main Author: Ong, Joyce S.
• Format: text
• Language: English
• Published: Animo Repository 2016
• Subjects: Employee retention > Philippines > Mauban; Quezon; Personnel management > Philippines- Mauban; Teams in the workplace > Philippines > Mauban
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/5409
• Institution: De La Salle University

Retaining the employees in an organization happened to be a challenging job. Hiring expert for the job is essential for an employer. But retention is even more important than hiring. The employees are valuable assets to the organization so it is the responsibility of the organization to develop programs in order to retain the employees. Employee turn over-rate may be due to many factors such as lack of growth opportunities, dissatisfaction with the working environment, lower pay etc. Once they experience dissatisfaction with their current employer, they change over to the next job. It is the responsibility of the organization to retain their best employees. The organization should satisfy the needs and wants of the employees working in the organization which helps in reducing employee turn-over. Employee retention greatly constitute for the growth of the organization. At Pearl Energy Philippines Operating, Inc, which is located in the remote area of Quezon Province, I have witnessed that despite of existing employee retention programs in place, there were still number of personnel who resign and choose to look for other opportunities elsewhere. Due to these reasons, I have embarked on this action research to improve the existing employee retention programs, my objective was to create and implement effective retention programs applicable to our set-up that will increase our employee retention rate. The goal of my action research was to attract and retain the best employees in the power generation industry I am in, through effective employee retention program. Both World at Work Total Rewards Model and Proscis 3 Phase Change model were used and being recommended in recognizing the issue and in conducting the interventions taken. Through a collaborative action research, the core causes of lack of effective retention programs were classified and actions were considered through Operation of village gym and the formation of year- long sports activities and secondly, Organizing Company Teambuilding outside Quezon Province . As a result of these undertakings, employees turn-over rate decreased, increased employee engagement, improved physical health conditions and employees high morale were observed. Impacts of the interventions were continuously monitored for continuous improvement of the whole organization. Keywords: employee retention, turn-over rate, organization.