METAGALACTIC PERSONNEL CONSOLIDATED / MPC

A 2940 UEE Citizen retention study by the Sentient Resource Management Committee and the UEE Department of Labor indicates that three-fourths of those currently employed either actively or passively job searching. To tap into this supply of talent, high-performing organizations understand that an integrated approach to recruiting, staffing, and staff retention is essential to building a resilient workforce, be they ship-bound or terrestrial.

An organization’s ability to promote organizational fit by integrating strategic recruiting, staffing, and retention practices will largely determine how resilient that organization will be during a crisis and how flexible its workforce will be in response to changing business drivers.

Our approach includes:

• Recruitment — Promoting an employment brand that drives effective candidate outreach, developing partnerships and recruitment pipelines to reduce recruiting time and costs
• Staffing — Leveraging leading technologies to better group and sort target candidates, while using real-time metrics to measure recruiting results; developing employee buddy and partnership programs to promote teamwork and reduce isolation in the workplace
• Retention — Monitoring crew/employee satisfaction, creating crew/employee development programs, and tracking proven factors of retention that are critical to creating and maintaining a fulfilling and productive workplace

To understand how to retain crew/employees, our clients must first understand the root causes surrounding separations and their historical trends. Our approach to retention building begins by mapping these causes and adopting a deliberate approach to reinforcing retention drivers.

We review our clients’ retention statistics and test their effectiveness against best practice organizations. We consider turnover rates in critical functions and both demographic and operational trends. We also interview high performers in mission-critical positions to understand the factors contributing to both employee loyalty and attrition.

• Implementation — MPC helps clients implement business-savvy crew/employee retention strategies that are in line with business needs and minimally disruptive to day-to-day operations
• Evaluation — We provide the ongoing support necessary for continuous improvement, measuring results routinely and tracking crew/employee loyalty.

Representative Client Engagements:
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Organizational staffing is based on the concept that the company will select and train new crew/employees to perform specific functions within the hierarchy. Those functions have to have a purpose. Therefore, organizational staffing forces ship’s captains, managers and human resources personnel to clarify the company vision. If captains, managers or HR members cannot justify the functions based on that vision, the company has to reevaluate whether the job is even necessary.

Fit and Retention
When an crewmember or employee is hired and/or trained because he can help move the company toward its goals and vision, the likelihood that the crew/employee fits into the hierarchy well increases. Good employee fit often translates into crew/employees staying in their jobs and performing well, which means that the hierarchy spends less on expenses such as recruiting and training. Productivity may go up as the crew/employees become experts in their positions.

Innovation and Stagnancy
Organizational staffing does not entertain the concept that people who aren’t a perfect group fit actually may end up transforming the hierarchy for the better with their different ideas later on. The original goals and vision of the company may never change as a result, because every worker hired theoretically has talents, abilities and philosophies that don’t conflict with management. In the worst-case scenario, this can make it difficult, if not impossible, for the hierarchy to remain competitive.