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Human Resources/Thesis Topic and Statement

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Question
Hi Mark,

I am an HR major, in the process of working on my thesis. I have an idea of what I wish to write about - Employee Retention. However, I want to focus on millenials and what HR can do to motivate their performance and avoid competition from luring them away.

My understanding of the thesis topic is that it is supposed to be a statement. I'm not really sure how I can tie the two so I can make a good topic.

Your help will be appreciated.

Thank you!

Answer
Hi Ng’andwe,

Thanks for your question, I will try and assist.

From my experience and view point, the two are rather inseparable, that is, offering Millennials a great work environment and retaining talent.  Said another way, if a leader has a good process and good skills for managing talent it will be motivational and will apply to all levels, ages, genders, and ethnicities of professionals.  And my experience tell me that sound retention practices cross many borders..  

So let’s look at some key factors that motivate talent in business and industry.
•   Effective On-boarding,
•   Challenging  Work,
•   Opportunity for Growth,
•   Career Guidance and Support,
•   Moving talent when ready,
•   Changing -out resources who are non-productive to make space for talent,  
•   Competitive Pay,
•   Personal and Professional Development.

So what makes these factors work -- skilled managers who care, who are leaders, who are great communicators, and who have great behavioral competencies.  Great behavioral competencies – business acumen, adaptability, flexibility, integrity, humor, professional presence, team player, intellect, and passion are examples.

So my experience  which spans leadership positions, many countries, cultures, and physical operating locations I have found that if the correct leadership skills and competencies are in place and management is schooled in and held accountable for the management of the organizations talent, retention will be a manageable business factor regardless of the “type” of professional employee.

I hope the above helps Ng’andwe.  Best of luck with your project!

Regards,
Mark

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Mark Eichinger

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Any type of question related to domestic and international Human Resources work. My H.R. passions include Compensation design and systems in competitive markets, Health and Safety in Industrial Environments, Performance Management, Talent Management (Hiring, Selection, Employee Development, Compensation, Creating Space, etc.), Communications, Coaching, Counseling, Leadership, and Management. Questions I cannot answer: I am sure there are questions within these categories that I may not be able to answer but my experience below would suggest those would be few.

Experience

I own International Human Resources Coaching and Consulting, LLC. www.IHRCConline.com. Previously, I successfully held corporate executive and management leadership positions from 1979 to 2007 in two $9B+ multi-national corporations. Positions included: Vice President, Human Resources for the Asia Pacific Region, Eaton Corporation; I was based in Shanghai, China. Prior to that assignment, Vice President, Human Resources International and Operations, Eaton World Headquarters, Cleveland, Ohio with global responsibility for Eaton’s Human Resources practices, international assignee management, and Regional Human Resources Directors in Asia Pacific, Europe, and Central and South America. Specifically, my experience spans work at domestic and international locations at the operating plant, division, business unit, and corporate levels and most business scenarios to include startups, closedowns, restructurings, integrations, and ongoing operations. I am an Eaton Business Excellence Assessment Examiner (Malcolm Baldrige based system). I introduced processes and process mapping into the Human Resources environment. I have extensive experience with and working in domestic and international organization matrix structures. In the Asia Pacific region, my responsibilities included, leading the regions H.R. team and processes, managing the H.R. relationship with the corporation, creating and leading the professional and general manager development programs, China’s university relations program and managing the Asia Pacific key leader’s process. I have coached managers and leaders. I am a professional listener, my style open, direct, and focused on leader accountability and employee engagement. In Summary, my career responsibility included more than 60,000 employees, 60 union and union free operations, and 45 countries. I also lived in Korea for two years while in service with the USA’s armed forces.

Organizations
SCORE – Counselors to Americas Small Business; at various locations I have also belonged to Rotary, Lions, Kiwanis and the Chamber of Commerce. I have served on Boards of medical, community and institutional organizations.

Education/Credentials
Bachelor of Science in Business Administration, Youngstown State University. MBA work Youngstown State University, and University of Bridgeport. University of Tennessee, Lean Manufacturing Certified. Thunderbird School of Global Management, Management Certified.

Awards and Honors
Corporate level awards for compensation systems, communications campaigns.

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