Full Answer Section

• Improved Onboarding: Enhanced the onboarding process to improve employee integration and engagement from day one. This included clear job expectations, dedicated mentors, and regular check-ins with new hires.
• Focus on Work-Life Balance: Implemented flexible work arrangements, such as remote work options and flexible schedules, to improve employee work-life balance and reduce stress.

Behavioral Competencies of HR Professionals:

• Strategic Thinking: HR professionals needed to analyze data from the employee engagement survey, identify root causes of turnover, and develop data-driven solutions.  
• Communication and Interpersonal Skills: They needed to effectively communicate the importance of employee retention to senior management, build strong relationships with employees, and collaborate with managers across departments.
• Influence and Negotiation: They needed to influence key stakeholders, including managers and executives, to support and implement the proposed initiatives.
• Change Management: They needed to effectively manage the change process, ensuring that employees were informed and engaged in the implementation of new initiatives.
• Problem-Solving and Decision-Making: They needed to identify and evaluate potential solutions to the turnover problem, assess the potential risks and benefits of each option, and make informed decisions.

Impact of Limited HR Focus:

If HR had solely focused on talent acquisition without addressing employee retention, the following negative impacts could have occurred:

• High Costs: Continued high turnover would have resulted in significant costs associated with recruitment, hiring, and training new employees.  
• Decreased Productivity: Constant turnover disrupts team dynamics, reduces employee morale, and hinders productivity.  
• Damage to Employer Brand: High turnover can damage the company’s reputation as an employer, making it more difficult to attract and retain top talent in the future.  
• Loss of Institutional Knowledge: The departure of experienced employees can lead to a loss of valuable skills, knowledge, and expertise.  

Conclusion:

By focusing on a comprehensive approach to employee retention, including employee engagement, professional development, and work-life balance, HR played a crucial role in addressing this significant organizational issue. The success of these initiatives depended on the HR team’s ability to demonstrate strategic thinking, strong communication skills, and the ability to influence and collaborate with key stakeholders across the organization.