I need to answer this discussion board with more than just I agree or disagree. Any suggestions?

In order for an organization to maintain top talent, it must focus on ways to retain employees as well as minimize turnover. Since HRM focuses and prioritizes the people within an organization, it plays a huge part in this retention process. Retention versus turnover essentially has to do with several different factors: level of job satisfaction and fulfillment, work-life balance, organizational values, workplace culture and environment, etc. If employees are satisfied within their job, share aligned values with the company, and feel valued as an employee, then job retention will be higher than if employees do not feel this way. If there is not much keeping an employee at their current place of employment, then it is likely they will leave for better opportunity at another company, which increases the turnover rate. This is why it is essential for HRM to focus on creating a healthy work environment that ensures it focuses on the satisfaction of the people in order to minimize the risk of losing top talent that can ultimately help an organization be successful. The textbook states, organizations that have clearly established goals and hold managers and employees accountable for accomplishing results are viewed as better places to work (187). When employees feel like they can bring value to an organization, retention is likely higher. It is inevitable that people are also driven by money and benefits. It is necessary for organizations to focus on offering fair, reasonable, and competitive pay and benefits in order to retain talent. Employees want to feel that their pay is consistent with their capabilities, experience, and performance (188). They also want to feel the organization will offer opportunities for personal growth as well.

In the article I attached below, it talks about how millennials are the largest generation in the labor force, and also the most likely to hop from job to job. This article states that five of the biggest factors to keep in mind to retain millennials (on top of job satisfaction) have to do with aligned values, authenticity and transparency, and opportunity and growth. Millennials are not solely set on promotions and money, but are attracted to organizations' investments in their growth of skill sets. Employers will also see more retention of millennial employees when they feel their efforts are valued and make an impact on the organization. This same idea applies to Gen Z as well. Gen Z employees may also prioritize an inclusive work culture more than other generations. Personally, the reason I find so much satisfaction in my job is because of the way the company values their employees and gives us opportunities to make an impact on the company. Any accomplishment does not go unseen. I also believe that the culture of this company has helped create an environment where employees, including myself, feel motivated. Although I care about how I am personally affected (through pay, benefits, and promotions), I equally care about the success of this company. I see high employee retention within this company and it is quite obvious that it is a huge priority.

Ultimately what I have learned is that HR in any organization plays a crucial role in employee retention. Although potential employees may not fully be aware or understand the culture within an organization, it is important that employers express how employees are valued within their organization to create transparency. Employee retention promotes the health and success within an organization, but also makes the people that make up an organization feel they are just as much of a priority as well. Retaining top talent can give a company competitive advantage over other companies as these employees can improve the success. HR managers must be able to assess how an organizations culture is affecting employees and find ways to improve or maintain this. Employees are the backbone of a company, and being able to retain top talent is crucial.