A PAPER DELIVERED BY MRS C.A. DOREGOS DURING THE BUSINESS SEMINAR ORGANIZED BY NECA S NETWORK OF ENTREPRENEURIAL WOM

1. A PAPER DELIVERED BY MRS C.A. DOREGOS DURING THE BUSINESS SEMINAR ORGANIZED BY NECA�S NETWORK OF ENTREPRENEURIAL WOMEN INTERNATIONAL, LAGOS, HELD ON WEDNESDAY, APRIL 30TH, 2008

2. TOPIC: ATTRACTING AND RETAINING COMPETENT STAFF Naturally, every individual differs and must seek for employment in any organisation he deems fits. In view of this circumstance, therefore, man is being driven by certain individual physiological and psychological needs that have to be met by an organisation.

3. For us to really address the topic- �Attracting and Retaining Competent Staff� in any organisation, there is need to identify five needs common to man which an organisation has to recognize and meet for every individual employee.

4. These five basic needs according to Abraham Maslow�s Hierarchy are: The physiological Safety/Security Belongingness/Love/Social Esteem Self-Actualization.

5. The present situation in the economy of the country has necessitated a lot of employee mobility. The economy is such that the needs hierarchy in man is not being met by many organisations, as a result the employees become dissatisfied and frustrated on the job and they seek for alternative elsewhere.

6. Therefore, a major task of top management in any organisation is that of motivating the subordinates towards meaningful realization of its organizational goals and objectives. Motivation is a powerful determinant of organizational behaviour of the employees. The top management has a responsibility to identify what motivates individuals in an organisation and relates to Maslow�s needs hierarchy.

7. The content of these needs include: * Physiological needs: This is the basic need of people � food, clothing and shelter. These needs are strongest in a man�s life and must be satisfied before other needs. This need can be satisfied with money. A man who is starting life needs money to obtain shelter, buy food and clothing. At every stage in the organisation management is to recognize that every kobo means much to the employee.

8. * Security/Safety: As soon as the physiological needs are satisfied, safety need appears. Safety needs is a protection against bodily harm, danger, loss of employment, deprivation or threat. These needs probably give rise also to desire for job security

9. * Social Need: This need is often referred to as acceptance need. The individual has satisfied his two basic needs and wants acceptance, to love and be loved. He values friendship, affection and the sense of belonging. The belonging and affection needs of affiliation, affection, nature and co-operation are an important motivational factor in any organisation. Job environment must be inviting. Man�s desire to continuously associate in work with his fellows is strong if not the strongest human characteristics.

10. The Esteem need: At this stage, the individual has need for recognition, accomplishment, achievement and the need for self respect in an employee�s career and feeling of competence, autonomy, independence, achievement, acquisition and retention. This is a need that management ought to recognize through promotion and improved fringe benefits.

11. The self-actualization. This need is often called fulfillment need. This is the need for an employee to reach his highest potential at work place. According to Maslow, �What a man can be, he must be.� means to become more and more what one is, to become everything that one is capable of becoming.

12. Management should make frantic efforts to discover what needs are more important to workers. Based on the discoveries, the management should then create a policy that would give the opportunity to satisfy their dominant needs.

13. FACTORS THAT ENHANCED STAFF RETENTION GOOD MANAGEMENT TEAM: These are the leaders who managed any organisation. They should be interested in how people can be brought together to work together for a common goal, effectively and happily. Consequently, the qualities and behaviour of these leaders determined to a large degree, how the subordinates feel about their organisation. Their style or behaviour may foster or hinder workers commitment.

14. INTERPERSONAL RELATIONSHIP:- The management team should treat the people in work places more humanely and with high regards irrespective of gender, state and position. They should establish good relationship with subordinates. These will make the working place to be conducive.

15. RECRUITMENT EXERCISE: The rudiments of staff selection should be more knowledge and skill based. There should be a policy on selection process to attract good hands into the organisation. How do you recruit your staff? Is it on a personal basis? Do you set an interview panel? or use recruitment agency? The recruitment of staff selection should be done in a more careful manner.

16. Every organisation no matter how small it may be, must recruit staff accordingly. Small and medium scale enterprises take things for granted. Some tends to put family members and friends into their businesses without proper interview or examination. Every employer must go through normal exercise while recruiting their staff.

17. The employment policy must be spelt out clearly: Salary Work duration Confirmation of Appointment Resignation Term Dismissal Term Retirement Age, etc

18. JOB SECURITY: This can be related to Abraham Maslow�s security/safety needs. If one is sure of where he is going in the work place, he will go extra mile to retain his job by doing the work to the best of his ability. Therefore, the policy of the organisation must include promotion years. Is it every two(2) or three(3) year that workers are being promoted in the organisation? This will depend on each organisation policy.

19. SALARY/WELFARE: Salary should be well spell out. Basic salary, transportation, Housing Allowance, etc. You must categorize them according to their qualification and years of experience. Do not give salary at random. Look for other organisation salary scales to guide you. Increment should always be done according to your capacity. Probably, every two or three years depending on each organisation level.

20. FRINGE BENEFITS: Leave allowance Children Education Health Allowance Car Loan Land Loan Housing Loan

21. Family welfare: � Burial Naming Birthday (Surprise hard working staff with card/gift) Gratuity Pension Scheme Insurance

22. STAFF TRAINING/DEVELOPMENT For growth and development of any organisation, there should be a conscious effort to train and re-train workers. Employees should be given opportunity to move higher academically if the need arises. Training workshops and seminars should be organized periodically, in-house or outside for the purpose of interaction and broaden the horizon. Health and personal related seminars should be done for workers from time to time.

23. RECOGNITION: Once an employer does not recognize the achievement of his employees and commend him for his great task, the employee might decide to leave he services of a particular organisation and seek another where he feels he would be received; his efforts would be adequately recognized. Achievements should be recognized and be rewarded accordingly.

24. This could be done by organizing Award ceremonies either yearly, every 2 year, 3year or 5 year. A letter of commendation could be given occasionally. Certificate of Excellence with a token gift, Plague, trophies for excellence performance etc.

25. CONCLUSION: I wouldn�t assure you of 100% retention of staff with all these, but at least 60%-80% of them will stay more then five to ten years in your organisation.