RETENTION PLAN

1. TRANSFER OF STAFF
Who Fixed term contract /Key Staff / after probation period/ same job title, position
How Project need analysis/ Staff skill assessment/ Panel Interview
Why Knowledge retention / retention strategy/ Retain in house capacity
What tools Annual Assessment / Skill Assessment
Probation Yes
Termination Current HI procedure
Implication Compensation/ favoritism / Bias/ Discrimination
If employee does not accept proposed position, contract will end at the end of the current contract.
2. PROGRAMME PERMANENT CONTRACT
Why Retention Strategy /Operational Flexibility /long term vision
Who Thematic Leader
How Current recruitment procedure / Permanent contract
What tools Existing recruitment procedure
3. EMERGENCY RESPONSE PROJECT- SHORT TERM PROJECT 11 working days

Preparation of JD and Preparation of Advertisement 3 days

Walk in interview / Selection / Test and Interview 5 days
Check reference 1 day
Preparation of offer letter and contract 2 days
Induction 1 day

Retention Plan

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Handicap International (HI) recognizes that not all turnovers are bad. HI often benefits when a
poorly performing employee leaves or the departure of an employee provides an opportunity to
inject new blood into the workplace. Also, some turnover is unavoidable; good people move out
of the organization. Employee retention is beneficial for HI because retaining employees
reduces costs spent hiring and training new employees to replace lost employees. The
management must try its level best to retain those employees who are really important for the
system and are known to be effective contributors.
Retention Goals

High turnover is caused by organizations: programmes ending, lack of funding, poor

management, restructures and lack of alignment between emergency and development
agendas.
Many individuals have seen a decline in job security during the past few years. All the
downsizings and layoffs have affected employee loyalty and retention. As coworkers
experience layoffs and job reductions, the anxiety levels of the remaining employees rise.
Consequently, employees start thinking about leaving before they too get cut.
Increased the retention rate of key staff and thematic leaders who are committed to the
organization is having fixed term contract after the completion of the probationary period.
Retention procedure / Strategy

Employees differ in many ways including their capabilities, attitudes, personal goals and
personalities. Therefore, behaviour that the leader finds effective with one worker may not be
effective with another.
HI Communicate at all stages of the retention process to employee to ensure transparency.
If HI considers retraining an existing employee, Project manager conduct a Project Need
Analysis and identifies the required staffs for new project.
Line manager of existing employee conduct a skill assessment and submit to HR unit in order
to arrange a panel interview.
Retention Strategy into Action

Retention plan links to performance appraisal and skill assessment to retain the right candidate
for the right position.

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