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Chevron Corporation Employee Retention.
Chevron Corporation is one of the leading profit making multinational energy company in the US. The firm has its headquarters’ at San Ramon, California with a global workforce of over 61500 working in various countries of the world. Chevron Corporation is ranked the second leading oil company by the Fortune 500 Magazine. The firm is primarily involved in exploration and production of natural gas, crude oil, gasoline, petrochemical products and other lubricants. Chevron Corporation is currently under the leadership of Jonn S. Watson who serves as the Chairman and the Chief Executive Officer. According to the fortune 500 companies, Chevron Corporation had made $ 113,118 million in revenues and $4587 million in profits as of the2016 fiscal year (“Chevron”). Despite having a new tagline, Power of Human Energy, Chevron profits has been on the decrease over the last three years. This may be attributed to their low employee retention. Chevron should therefore reconsider its options of giving its employees college tuition reimbursement to boost their morale and confidence at work.
There have been frequent and persistent complaints from employees of Chevron Corporation who condemns askew attempts by the Company to blackmail and mask their will of college tuition reimbursement. Despite the efforts of the employees to ensure that the Company has reported substantial profits, the firm has refused to award them college tuition reimbursement.

This has progressively escalated into a captious crisis in most organizations due to lack of immediate response (Aguinis, Herman, and Kurt, 461). This pinpoints that Chevron Corporation is facing challenges of employee retention. The crisis of poor employee retention can only be addressed through training. Chevron Corporation should, therefore, revert its earlier decision and instead award their staff college tuition reimbursement. The Company will contrite if it fails in dealing with the wishes and needs of its employees.
Chevron Corporation should rethink and give its employees college tuition reimbursement. This is all in the aim of improving employees’ knowledge base through enhanced skills and capabilities about a given occupation. Employee training addresses workforce weaknesses that might hinder the achievement of organizational goals and objectives. A training and development program addresses weaknesses such as poor employee retention in Chevron Corporation. Employee retention is subject to how an organization handles and manages its workforce. Training is open to both new and existing employees. Consequently, learning institutions are within proximity of the workplace where they can optimize on saving time for classes.
The aim of every organization is to recruit, hire and retain sedulous employees with a common goal of realizing organizational goals and objectives (Noe, 2). Employee training is pivotal towards improving their morale and confidence. Training of employee is progressive in nature because every employee has a personal onus of improving their expertise in their field of specialty. Employee confidence and morale can only be boosted by instigating a stronger understanding of the Company and personal responsibilities among the workforce. Job satisfaction is convivial and is subject to Company’s ability to address the grievances of their employees. (Aguinis, Herman, and Kurt, 454). It is very disheartening and acrid for Chevron Corporation to refute from giving its employee’s college tuition reimbursement based on claims that thy are offering free in-service classes within the Company.
Chevron Company has failed to provide its employee with college tuition reimbursement and this explains why they have a low employee retention record. This can only be addressed by heeding to their will to open training platform where employees can sharpen their skills and expertise to match those occupying preceding job ranks. This guarantees that employees have similar skills and knowledge to handle emerging challenges in a typical day at work. However, lack of training to acquire the essential skills for a higher job position limits the element of promotion in most organizations (Vemić, 215). Training also reduces overdependence of employees on other for simple tasks that they can manage if they are enrolled in a training and development program.
College tuition reimbursement will guarantee further training among Chevron’s employee considering that learning institutions are within close proximity. Training is pivotal in ensuring that all employees are updated on the current trends in business and technology. The latest technological advancements are blissful to the bevy of existing employees who still holds on to their traditional and outdated work strategies. Training also reduces supervision where the superiors and managers careen from one place to another to sardonic sleazy and underperforming employees. The bottom line is to improve employee retention by making employees feel valued by addressing their complaints (Vemić, 212). Every employee will be in blithe if Chevron Corporation awards them college tuition reimbursement. Training guarantees proficiency in a given profession and thus advocating for chary activities (Noe, 52). This is because employees become acquainted with obligatory safety practices and proper techniques related to each task.
In conclusion, the issue of employee retention in Chevron Corporation can be addressed by heeding to the employees will. There have been complaints by employees due to the firm’s failure to issue college tuition reimbursement. Employee training and development programs have proven to address the issue of employee retention (Aguinis, Herman, and Kurt, 469) in most organization such as Chevron Corporation. Improved employee performance and productivity are also subject to sufficient training. However, the realization of the Company goals and objectives is dependent on employee morale, motivation, and confidence. Chevron Corporation should reconsider its options and instead give its employees college tuition reimbursement. The bottom line is to improve the Company’s record of employee retention by issuing college tuition reimbursement.
Work Cited
Aguinis, Herman, and Kurt Kraiger. “Benefits of training and development for individuals and
teams, organizations, and society.” Annual review of psychology 60 (2009): 451-474.
“Chevron”. Fortune, 2016, http://beta.fortune.com/fortune500/chevron-14.
Noe, Raymond A. Employee training and development. McGraw-Hill/Irwin, 2010.
Vemić, Jelena. “Employee training and development and the learning organization.” FACTA
UNIVERSITATIS Series: Economics and Organization4.2 (2007): 209-216.