Some help would be greatly appreciated

Hi, everyone. Guys could you pleeease help me. One charming girl that I like, asked me to check and correct her introduction. But I'm so out of free time this weekend, and I won't have my laptop with me (my battery acts up, it lasts only 15 minutes), even if I had it, I wouldn't have any free time to do her a favor, I'm off to a business trip. There are tons of mistakes to correct in her intro. So please, please, please help me. I know that it won't take great efforts for a native speaker to do that. Show some solidarity, cause everyone knows, what it feels like to help a girl you like

1. Introduction

"The way to activate the seeds of your creation is by making choices about the results you want to create. When you make a choice, you activate vast human energies and resources, which otherwise go untapped."

Robert Fritz

The early 1990s brought tremendous changes to the life of Kyrgyz Republic. Our country got independency. For citizens of our country it meant more than just changing the capital name Frunze to Bishkek. It was the times when the outlook on the future was so positive and we were ready thrive once again and hit all foreign markets. During the following decade the number of organizations and companies increased greatly, creating new opportunities for the country and people. This decade continues and the time we live now, is the time of changes. Our country is experiencing extremely hard, in many cases contradictory, but historically unavoidable and needed restructuring.

Abroad people are used to such quick and sharp changes, and they take it as a challenge. And every challenge in people's, organization or country life has new opportunities same as threats. And in order to deal with such inevitable challenges in present generation's life, we have to get a new knowledge and learn to use it on a daily bases. And one of the basic parts of this kind of knowledge is the special science and art of managing people.

One of the major problems at the modern stage of economy development in the majority of Central Asian countries is the problem of high employee turnover rates and the majority of specialists that are leaving the countriesfile:///C:/Users/Oskar/Desktop/1%20part%20-%20Introduction.doc#_msocom_1 . At all variety of existing approaches to the turnover problem in the various industrially developed countries the basic and the most general tendencies are: adoption of different selection strategies and procedures, development of appraisal criteria, promotion of young and perspective workers, increasing the validity of personnel decisions, implementation of retention strategies and etc.

These general tendencies should be considered in our domestic management practices of any company or organization. Hardly anybody would challenge the statement that incomes of any organization first of all depend on how professional the employees' work is. The leading part the development of Kyrgyz production and increase of its efficiency, along with scientific and technical progress belongs to a human resource. Manufacture of any material goods is not possible without a labor force. And for that reason the labor force should be put on the first place in any production process. No matter how much the assets of the production wouldn't be perfect, truly by itself it does not have any value and cannot give any economic benefit. In the organization work process only human resource creates new cost and basically appears to be the only source of it.

1.1 Problem Analysis

As it was said before, since the country got it independency, Kyrgyz organizations have adjusted their structures, strategies, compensation programs, management styles to fit the mentality and mindset of their employees in order to survive in the modern market.

Nowadays the coming shift in the market not only results the high turnover rates, but also a huge competition between companies for highly educated specialists. The current problem is becoming more and more topical in the conditions of specialists' shortages in very dynamic labor market that we have nowadays. As it shown in the lasts surveys, 86% of employees file:///C:/Users/Oskar/Desktop/1%20part%20-%20Introduction.doc#_msocom_2 from time to time think about changing the company, even though not everyone are ready for such step. Because of the employees' retirement and human resource instability in the organizations many of them incur losses. Therefore the question of loyalty to your own company today is becoming as important as professionalism.

The given statistic facts show that the high rate of personnel turnover is the contemporary problem for ___% small and file:///C:/Users/Oskar/Desktop/1%20part%20-%20Introduction.doc#_msocom_3 big businesses in Kyrgyz Republic. In the same time, the majority of the companies are trying to solve the personnel turnover using one kind of method or way, for instance increasing salary rates, or giving compensations without any analyses of the situation and real need of employees. As it was mentioned previously, the turnover phenomenon is some kind of organizational disease of majority domestic companies that gradually brings to worsening of the company performance on the market. file:///C:/Users/Oskar/Desktop/1%20part%20-%20Introduction.doc#_msocom_4 That is why it is important not only to select right and best matching employee but also to adjust to the values and different needs of that labor force to keep them in the company.

1.2 Purpose

Retention and selection management is a highly topical subject and an important dilemma that modern generation of Kyrgyz business organizations might face in the future, if not facing it already. Considering the current external economic condition in the country it is really hard to retain the personnel in the company. It is extremely important to select the right employees and retain those employees in the company. For that reasons, the Goal of given Senior Thesis is to evaluate and develop file:///C:/Users/Oskar/Desktop/1%20part%20-%20Introduction.doc#_msocom_5 the contemporary methods of selection and retention human resource on the example one of the leading companies in Kyrgyz Republic.

In order to reach the stated goal, that was mentioned above the following objectives have to be carried out:

1. define selection and retention strategy contemporary methods;

2. clarify the methodological part of contemporary human resource management;

3. identify and discuss the contemporary recruitment, selection and retention issues that are relevant to the modern workplace on the example of "Narodniy" experience;

4. determine the main challenges in personnel performance of the "Narodniy", and basic recommendations to overcome identified problems toward selection and retention strategic development;

5. research and analyze the reliability and validity of the various selection and retention tools used by the company;

6. apply knowledge collected to analyze an employment situation and to construct and justify an appropriate recruitment, selection and retention strategy.

As it was said before, the selection and retention decisions have a fundamental impact upon all systems within any company. Moreover retention and selection are the most objective measures of employee satisfaction and dissatisfaction in businesses. Additionally, retaining people who effectively contribute to the company is necessary to maintain business viability. Many employers try to retain employees through selection and retention strategies, such as increased pay benefits. This thesis will show that there are lots of different, less expensive effective ways to retain the employees. This thesis focuses on the process relating to selection and retention strategies which can benefit the company as a whole.

1.3 Delimitations

Many things, other than organizational conditions, can have an effect on a person's choice of employer. These things could include the type of positions available, the organization's reputation, the location and conditions of the workplace. These are things that cannot be generalized to a majority of organizations and also surely there is information that cannot be collected. Therefore, I have chosen to concentrate my attention on the example of one organization and focus on its organizational conditions and methods which can be applied to other organizations of different sizes and locations:

Short characteristics of the enterprise:

Full name: Limited Liability Company (LLC) "Trading House Narodniy"

Date of birth: 2002

Principal activity: retail and wholesale trade of the goods as food, household chemical goods, perfumery, cosmetics, household goods and etc.

Quantity of shops: 46 supermarkets (37 - Bishkek, and one in each city - Kant, Kara-Balta, Osh, Djalal-Abad, Navoi and Tokmok).

The supermarket chain "Narodniy" that operates in the Kyrgyz Republic is taken as the object of the practical side of the senior thesis. The supermarket chain "Narodniy" is pretty big enterprise, which has proven to be liable and conscientious company that distributes products from over two hundreds companies and offers more than fifty categories of goods. But still, it is the company for which the problem of turnover is topical too.

1.4 Thesis outline

The key component of the senior thesis will be introduced and outlined in the introductory part of the work. It will provide an overview of the human resource environment in the Kyrgyz Republic, the theoretical part of the selection and retention processes including current and emerging issues and their challenges. The importance of this work will be outlined and the specific problems that this study covers will be indentified. The work assumptions and limitation will be highlighted and the definitions of term and abbreviations listed in the introduction.

The second part of this thesis contains a description of the selection and retention processes that are used in the companies. The following part will describe the basic concepts and approaches of selection and retention strategies and methods in human resource.

2.1. The basic concepts and approaches of selection and retention strategies

2.1.1. Selection methods in human resource

2.1.2. Retention methods in human resource

2.3 Human resource management strategies in the chain business sphere

The third chapter of this senior thesis will give the overview of the company on the example of which the thesis topic will be seen. Current company's human resource position, condition, the selection and retention procedures will be analyzed. The company selection and retention performance will also be evaluated and compared with other international companies.

"Formation of personnel selection and retention strategies of the company" - this chapter provides discussion, recommendations and a conclusion on selection and retention strategies. Problems concerning introducing and opportunities of contemporary methods of selection and retention strategies will be allocated and emphasized within frameworks of basic impact factors and evaluation criteria will be discussed in the chapter. It will include an overview of the senior thesis and a discussion of the main problems and solutions that could be used in the company. Then section and retention strategies are recommended to retain the "Narodniy" specialists.

Building the right working strategy to take care of employees, especially good ones, is tremendously important questions to deal with. The selection and retention programs and policies that are offered the people working within the organization have to be well-organized; secure flexible to the external changes the same as internal ones. When an organization can find a balance between employees demand and company wants, I believe that the formal programs can enhance the corporate environment, creating good organizational conditions that would attract and retain skillful and successful employees.