Abstract
This paper examines several issues with employees faced by PacEx, FedEx's subsidiary in Kava. The paper points out that the company hopes to attract and train employees through a marketing campaign. First, the paper presents a marketing campaign for attracting employees in a list format. Then, it discusses the internal and external challenges that could be met throughout the implementation process, each followed by the solutions proposed in resolving the difficulty. The paper also explores the resources required for the implementation process and some potential cultural and ethical issues. The paper concludes that it's important for PacEx's image to emphasize its positive role in Kava, and not seem like an American corporation trying to exploit a local labor market.

Outline:

The Implementation Plan
Challenges
Resource Requirements
Cultural and Ethical Implications

From the Paper
"The following lines present some of the internal and external challenges that could be met throughout the implementation process, each followed by the solutions proposed in resolving the difficulty.
"Language barriers - in order to ensure that the new employees are able to interact with their American colleagues, the HR Department will only select those resumes which clearly state that the candidate speaks English at an intermediate level at least; also, the company will offer language training
"Corporate image - just like any other large entity, the FedEx Corporation has attracted some criticism and is often blamed for not carrying enough for its employees, but rather trying to exploit them, the latest evidence in this sense being the cut in wages and retirement contributions (FedEx Watch, 2006) or the efforts the company makes to ensure that its employees do not unionize (Sechler, 2009). In order to overcome this challenge, the media campaign will focus on the benefits of being a FedEx employee, and will include in this the testimonies of its satisfied staff members."

Tags:Kava, culture gap, employee training programs, language barriers

Abstract
This paper details the industry-wide problem of retaining employees in the high-technology sector, with an emphasis on the field of computer programming, and then outlines some measures that can be taken to encourage company loyalty. The paper also takes a look at a particular software development company and makes recommendations for applying these measures so that the company can attract and retain the programmers it requires.

From the Paper
"Retaining good staff is an issue in many organizations. The issue becomes even more significant in sectors where employees are in high demand. The issue becomes critical in sectors where employees provide the organization's major source of competitive advantage. These factors are both present in the computer programming sector, with computer programmers in high demand and with having the best computer programmers a major competitive advantage. The demand and the importance of computer programmers has meant that technology companies are all willing to pay top dollar for employees. This makes simply paying high rates not enough to attract and retain good employees. In addition, high-technology companies are active in recruiting employees, including luring employees away from other companies. These issues are the basis for the current problems being experienced at XYZ, a software development company. XYZ is currently a thriving company, with the business growing and with many new contracts in place. Unfortunately, this success is under threat because of problems in attracting and retaining computer programmers for product development. Without these computer programmers, the organization cannot provide its core services, making this a major issue for the company. To ensure that the company can complete current projects, and to ensure that the company can continue to successfully expand, it is critical that the company address this problem. This requires a consideration of what organizational changes can be made both to attract and to retain computer programmers."

Tags:employees, job, specialization, decision-making, hierarchy, team, authority, rewards

Abstract
This paper examines the hotel and restaurant industry in the United States and provides several reasons for the rise in employee turnover rates in previous years. The paper shows that it might be the case that management is more at fault for this trend than the employees themselves.

Table of Contents
A Tight Job Market
Turnover Statistics
Salaried Versus Hourly
Part-time Employee Rates
The Hotel Industry
Layoffs Provide Potential Employees
Terrorism and the Economy
Attracting Employees
Surfing the Web
Luring Back Employees
Creating a New Image
Training the Future
Conclusion

From the Paper
"Most people believe those in the hospitality industry work long hours, earn a low income and have very little chance for advancement in their career. The industry actually offers a wide selection of jobs with flexible hours. Hotels and restaurants are attempting to change their image by showing prospective employees the many benefits now being offered, which include training programs and the chance for advancement within the company."

Tags:hospitality, industry, training, recruitment, career

Abstract
This paper examines the importance of relevant strategies for recruiting qualified health care workers, with an emphasis on nurses. The paper notes the current nursing shortage and further describes methods for attracting individuals to this profession as well as recruiting recent graduates to hospital settings. Additionally, the paper addresses issues in the workplace which may work against recruitment, such as lack of diversity among workers. Other conditions in health care settings which contribute to low retention rates are described. The paper concludes by calling for more funding for hospitals, higher pay for workers and better nursing education.

From the Paper
"For many years, nurses have taken on more than they were actually trained for, and most of that has happened through a lack of understanding of the recruitment process. Some of this was caused by interest in others and the desire to help them. Unfortunately, some of it was also caused by the lack of funding that these nurses receive. Nurses often have to do more because hospitals are short-staffed and short-handed. When nurses are recruited, however, they are often not told about this aspect of the job, and it is not something that comes up during the interview. Since this is the case, many nurses are going into their chosen field without a really clear understanding of the duties that they will be undertaking and the work that will be required of them on a daily basis."

Tags:RN's, nursing shortage, health care workers, diversity, hospitals

Abstract
The paper reviews the various types of benefits available to people working in United States. The paper reviews the mandatory and voluntary benefits, pension plans, contributions payable and benefits available to employees. It also discusses the advantage of offering an attractive employee benefit package and its role in employee satisfaction and job retention.

Table of Contents:
Abstract
Summary
Introduction
Mandatory Benefits
Voluntary Benefits
Health Care Plans
Other Benefits
Benefit Management Software
Conclusions

From the Paper
"The mandatory benefit contributions are unavoidable for both employers and employees. The social security, unemployment insurance and worker compensations have helped the nation provide a basic social security umbrella for its citizens. Even now the unemployed and others who do not have a minimum health and social security cover are estimated to be as many as 40 millions."

Tags:satisfaction, jobpension, contributions, insurance

Abstract
The paper discusses how smaller businesses have very different needs compared to their larger, corporate counterparts. The paper looks at articles that discuss the challenges facing small business, with an emphasis on those in the public sector. The paper explores the factors that make it difficult for small businesses to find qualified employees and then retain them. The paper discusses globalization, salaries psychological contracts, job training and job advancement prospects. The paper explains that small businesses could also use personal attention to attract employees and prevent turnover. The paper emphasizes that employees with high levels of job satisfaction are also more productive and loyal. To a small business, they certainly constitute the most important resource.

From the Paper
"A study conducted by Arthur Anderson (2000) highlighted the changing nature of small business. As expected, small business faced challenges in acquiring adequate capital, meeting state and federal regulations and in keeping afloat in times of economic uncertainty. However, the majority of small businesses found that finding and retaining qualified workers was their biggest challenge in ensuring their survival. One of the changes wrought by globalization is the constant "restructuring" in industry. To keep up, many businesses find that they need to be agile in accommodating the needs of their workforce (Capelli 1999)."

Tags:human, resource, globalization, salaries, applicants

Abstract
This research report addresses the main reasons why EFCU has encountered a decline in membership and what is prompting people to borrow from other financial bodies. In order to better understand these reasons, however, the paper first looks at why people are initially attracted to credit unions instead of commercial banks and the principles that guide the growth of credit unions. The report is based on a survey of EFCU members, which was conducted through mailed questionnaires.

From the Paper
"This has been a major setback for most federal credit unions including EFCU the number of its members has decreased and many existing members prefer commercial banks to meet their loan requirements. While the governmental regulations are certainly playing a dominant role in poor performance of credit unions in last few years, we must not forget how banking industry has persistently forced the government to develop such legislation. The worst part is that due to this persistent challenges, market share of credit unions came down to 12% in 1995 from 13% in 1980 while that of bans increased from 50 to 56% during these fifteen years."

Tags:regulations, government, business, join, lower, rates, loans, not-for-profit, credit, union, membership, access, act, borrowing

Abstract
The paper looks at the history and evolution of unions, the rise and decline of membership rates and the changing face of the modern union member. The paper discusses the new approaches of unions in their hunt for members and specifically looks at female membership, the unions' targeting of professionals, immigrant workers and students and unions' use of technology. The paper concludes that unions will have to continue to change resources to effectively target new members, train more organizers and build support for workers from the community level.

Outline:
History and Evolution
Growth of Membership in Unions
Changing face of the Modern Union Member
New Approach to Recruit New Members
Union Female Membership is Increasing
New Challenges for Workers Helps Union Membership
Unions Attract New Members by Appealing to Professionals
Unions are Reaching out to Immigrant Workers
Attracting Potential Members with Technology
Attracting New Members from College Campuses
Appealing to Right-To-Work States
Conclusion

From the Paper
"To remain essential, all organizations must constantly attract new, younger members to replace older, long-time members as they inevitably retire or die. As the economy has shifted from a manufacturing base to a service and information base in the latter half of the twentieth century, membership in unions not only has declined but the very nature of the that membership has changed as well (Asher, Heberlig and Ripley).
"The typical union member of four or five decades ago is not the typical union member of today. For decades the average labor union member has been less educated, urban, white, male, blue-collar industrial worker who had a stay-at-home wife--an image that was portrayed by the demographics of union members in the 1950's. Today's unionized workforce is different as well as diverse, and logic says that those changes may have dramatic consequences for the power of the unions (Asher, Heberlig and Ripley)."

Tags:professionals, immigrants, workers, employees

Abstract
The paper illustrates the many advantages to the implementation of e-learning at Avionics Solutions. The paper reveals the conclusive evidence that e-learning will not only improve the skills of existing employees, but it will serve as a retention tool for employees and it will attract qualified candidates as employees. The paper shows how it will boost overall morale and will provide an impressive return on investment in terms of process improvement, capacity increases and cost reduction. The paper concludes that by following the recommendations and guidelines presented herein, Avionics Solutions' employees will be able to harness the latest technology and innovations to improve their lives and make more substantial contributions to the organization as a whole.

Outline:
Letter of Transmittal
Executive Summary
Overview and Validity of E-Learning
Recommendations

From the Paper
"E-learning involves the use of computer, and in some cases Internet technology to provide education (E-Learning, 2001). While many people believe that e-learning can only be accomplished online, it can be done with specialized software and the like because of the advancement of software technology over the past several years. This is very attractive, especially in a company like Avionics, as e-learning can be promoted and utilized online or not, giving flexibility in the delivery method."

Tags:technology, retention, workers, strategies, software

Abstract
The paper discusses a company's need to maintain a work environment that stimulates employee interaction and economic growth. The paper explains that offering employees on-site childcare will help strengthen the retention rate of the workers and attract the best in the industry for future hire. The paper discusses the benefits of both contractor and company run on-site childcare, as well as the ways that the company will succeed in this proposal. The paper concludes that companies no longer only have a competitive obligation to their industry, but they also have a social obligation to the community that they impact. Providing an on-site daycare center will help with that social obligation as well as increase the ability to recruit and retain the most professional employees in the industry.

Outline:
Introduction
Benefits
Comparing Contracting It Out Or Providing It Ourselves
Approximate Cost of Each Option
Conclusion

From the Paper
"Avionics Solutions, a small firm based in Washington, D.D., is a leader in manufacturing avionics equipment and prides it self on being a family-owned business that delivers high quality products. It is in the company's best interest to stay ahead of the competition to retain its best employees. To this end, the company must maintain a work environment that stimulates employee interaction and economic growth. To recruit and retain the best employees in the industry it is important to understand that they are the company's greatest asset. Offering employees onsite childcare will help strengthen the retention rate of the workers and attract the best in the industry for future hire."

Tags:contractor, daycare, retention, recruitment