Human Capital Investment and Employee Retention 

In the new world of work, keeping the high-performing employee is getting a lot of attention.  Again and again articles are appearing in business and industry periodicals offering, what are perceived to be, the basic prerequisites for keeping needed personnel.  A recent review of some of those articles generated a list of thirty ‘basics’ needed for retaining employees.  Two insights become apparent in reviewing that list of thirty ideas.  First, no one company or organization could do them all.  Second, a company could do them all and still not be able to retain employees.  The key to employee retention is company-employee fit.  Creating a win-win relationship between employer and employee means: 
 

	Clear organizational awareness of its competency, skill and behavior needs and a strategy to obtain, maintain and retain them
	Organizational awareness that people leave managers, not jobs
	Awareness by the individual of his/her own human capital
	That the individual has established a clear human capital development plan and has a strategy for implementation
	Recognition by both the employer and employee that there is the potential for negotiating a win-win employment contract

As my client, an employer and/or employee discovers the new world of work as a place for success.