علاوة جذب أفضل العمال والإبقاء عليهم

بمعنى علاوة تشغيل أكثر العمال موهبة وضمان استمرارهم بالعمل

Definition: to attract and keep the best talent possible.
http://www.nctaf.org/documents/Simms.ppt

ATTRACTION& RETENTION ALLOWANCE
The term is related to the job offer provided by the companies to employees


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Note added at 2 hrs (2007-07-17 13:37:28 GMT)
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Attraction and retention of talent
There are five key elements to attraction and retention of staff.

Identify Core Skills

Clearly identify what the local area goals and objectives are and develop a list of core skills required to achieve these objectives. These will form part of the position description which will be used to attract potential candidates.

Recruitment and Selection

The University aims to recruit and select staff to achieve its strategic directions and who demonstrate attributes that are consistent with the organisation’s directions and culture. The position description and advertisement should be used to attract suitable candidates. Refer to the Staff Recruitment and Selection Policy and Guidelines for further information.

Reward and Recognition

The University provides a range of benefits and mechanisms to encourage and support the recognition, reward, attraction and retention of staff. It is important that the local area identifies suitable reward and recognition strategies for the local area, taking into consideration the local environment, cultural issues, etc. Refer to the University’s Remuneration and Reward Policy and associated Guidelines for further information.

Professional Development

The University provides programs and activities that coordinate development opportunities for all staff. These include induction programs, general and equity development programs and professional development programs. The local area should identify professional development programs that are focussed on improving performance, motivating and encouraging an individual staff member’s growth. Refer to the Induction and Staff Development webpage for further information.

Performance Management

Performance expectations need to engage, motivate and encourage staff to improve commitment and productivity. Performance management is about optimising every staff member’s (including managers) capacity to meet the University’s expectations, the staff member’s personal goals and career aspirations. Performance expectations should be identified annually for all staff, in line with local area goals and objectives. For further information, refer to the UniSA Performance Management website.

A Workforce Plan
Creation of a Workforce Plan can monitor strategies on the attraction and retention of talent. These strategies include recruitment, induction, performance management, professional development and succession planning.

It is recommended that local areas examine their workforce planning needs, at least on an annual basis and align this with the Corporate Business Plan. When researching workforce planning processes, five common steps were consistently found for successful workforce planning