Employee Retention Committee Meeting Analysis

EmployeeRetention Committee Meeting Analysis

Anemployee retention committee is a body within the organizationcharged with the responsibility of ensuring a proper workingenvironment is maintained which will support the retention of thecurrent staff in the organization. It is also within the docket of anemployee retention committee to ensure that employee satisfaction ismaintained at high levels, which will lead to low employee turnoverrates and reduced expenses associated with employing and training newpersonnel (David, Philip &amp Bryant, 2012). This paper will analyzeand critique the practices and events of an employee retentioncommittee meeting of a given general hospital.

Thecommittee consists of five members, namely: Dave Andrews(administrative assistant in the hospital and committee chairman),Harriet Roberts (employment manager of the hospital), John Dawson(nursing staff), Alice Morey (director of food service) and ArthurWilson (staff physical therapist). The faulty practices carried outover the course of the meeting by Dave Andrews, the chairman, will bea major highlight in this paper. The mission of this employeeretention committee is to provide organization and leadership in theguidance and management of employee retention rates. The purpose ofthe committee is to come up with a comprehensive recruitment andretention committee, which will draw members from various departmentsin the hospital. The purpose of the committee meeting was to reviewall the events and current trends within the hospital which relate toemployee retention and recruitment, as well as review the discussionsfrom the previous meeting.

DaveAndrew’s faulty practices

Theinappropriate practices carried out by Dave Andrews, the chairpersonof the committee are analyzed and critiqued in table 1 below

Faulty Practice

Reason practice is faulty

Corrected approach

Dave Andrews called for the meeting 10 days before the set date. He did not give any reminder to the committee members of the scheduled meeting any day sooner than the day he called for the meeting.

The committee members are busy and held up with other responsibilities in the hospital. They would likely forget the scheduled meeting, and this will lead to a low turnout at the time the meeting is supposed to happen.

Dave Andrews should remind his committee members of a set meeting at most 2 days prior to the meeting time. This can be done by sending emails to them, so that they can mark their calendars appropriately.

Dave conducted the meeting in a room which was small, hot and generally uncomfortable.

The committee members could not fit in well and comfortably. The general discomfort could lead to a reduction of the concentration levels of the committee members during the meeting.

Dave Andrews should have the appropriate conference rooms suitable for committee meetings booked at least 2 days before the meeting to avoid missing a venue when the meeting is set to happen.

Dave started the meeting late. It was supposed to start at 1.00 pm, but the meeting started at 1.32 pm.

The committee members have planned for their time, and when the meeting starts late, it will threaten to consume the time for other duties and obligations that are expected of them. For instance, a committee member had informed the chairperson that he had another meeting at 2.00 pm and when 2.00 pm was approaching, the member excused himself, leading to unnecessary meeting absentia.

Dave should strive commence the committee meetings at exactly the time the meetings are slated for.

Dave did not have or provide to the members an agenda for the meeting.

The members go into the meeting having a vague idea of what is going to be discussed

Dave should set an agenda for every meeting and ensure the agenda is circulated to the committee members prior to the meeting dates. He should also ensure that this agenda is appropriately followed.

The events of the previous meeting were not properly recorded or archived.

Recall of information previously discussed is made difficult. This information may be necessary for proceedings in the current meeting.

Dave should assign one of the committee members with the responsibility of being a recorder during meetings, whereby he/she will record the meeting proceedings and subsequently have them filed.

Table1: The committee chairman’s faulty practices, reasons the practiceswere faulty and suggested corrective actions.


Thestructure of this employee retention committee should be revised. Itis recommended that the committee should consist of at least sixmembers. Of the members, there should be a chairperson to lead thecommittee, and a secretary who will have the responsibility oforganizing committee events and recording minutes in committeemeetings. The chairperson should be the head of the Human Resourcedepartment in the hospital, as s/he understandably has theappropriate skill set in managing employee retention (Patro, 2014).The other members should be the heads of the various departments inthe hospital, for example, the head of logistics, head of nursing andhead of surgery. Department heads are recommended since they have theappropriate expertise in decision making and situation discernment(Younge &amp Marx, 2015). The committee should be organized and runwith the main aim of harmonizing all the departments in the hospitalto improve staff retention.


DavidG, Philip C &amp Bryant A. (2012). Managingemployee turnover.New York: Business Expert Press

Gberevbie,D. (2008). Employee Retention Strategies And OrganizationalPerformance. IFEPsychologia, 16(2).http://dx.doi.org/10.4314/ifep.v16i2.23807

Patro,C. (2014). A Study on the Impact of Employee Retention Policies onOrganisation Productivity in Private Sector. InternationalJournal Of Asian Business And Information Management, 5(3),48-63. http://dx.doi.org/10.4018/ijabim.2014070104

Younge,K. &amp Marx, M. (2015). The Value of Employee Retention: EvidenceFrom a Natural Experiment. JournalOf Economics &amp Management Strategy, 25(3),652-677. http://dx.doi.org/10.1111/jems.12154