Planning could involve a skills audit to identify if there were unutilised skills which would facilitate a shift to a more quality-based approach to production, or a diversification of the product base. If the development of career paths is seen as a way of aiding staff retention, then it might be important to use the HRIS to register Individual Development Plan objectives and achievements. Again, based on the Week 12 lecture, you may wish to consider career paths separately from, or in conjunction with, diversity, depending on how much relevant material you have. This is very relevant to the Dryburgh case, because employees reported receiving very little feedback. In fact quality assurance, TQM or other team-based approaches could be trialed.
Participation simply having a forum for expressing views on work matters - is a form of recognition.
Team-based work is one form of such intrinsic recognition. They require employment stability. OHS Prevention of stress we looked at the tendency in the last 10 years to broaden the concept of occupational health and safety to include issues of stress. Job security insecurity has been identified as a stressor in the climate of the1990s. Whilst one would expect people to cling to their jobs in an insecure climate, it could be that a general sense that the company was not thriving might have led employees to think that they should jump before they were pushed, thereby contributing to turnover.