...Main Body 2 Excessive Turnover 2 General Turnover 2 Critical Employee Turnover 3 Turnover in Low to Moderate Level 3 Motivation 3 Innovation 3 Relationship between Employee Turnover and Performance 4 Employee Retention 4 Significance 4 Job Satisfaction 5 Embeddedness 5 Others 6 Conclusion 6 Reference 6 Introduction Following the process of globalization which is increasingly developing, consequent fierce competition brings about frequent phenomenon of turnover in organizations (Liu et al., 2011). According to the statistic data that showed by Meier and Hicklin (2007), the turnover rate of U.S. federal government was 16.1% from 2003 to 2004, that of Dutch temporary employment agencies was 14.2% in 2005 and that of trucking even reached 41% in 2005. Currently, employee turnover is still lacking of attention in many aspects, such that most previous researches were focused on the reasons of turnover, but paid less attention to the effect of turnover (Ton & Huckman, 2008). The emphasis in this essay is that high employee turnover damages organization performance for increasing cost and causing critical employee leaving, while moderate level of turnover benefits organization performance for improving innovation and motivation, employers should focus on enhancing employee’s job satisfaction and embeddedness for retaining their employees. This essay has four parts. In the first and second part of the essay, both effect of excessive turnover and moderate turnover would...
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...we feel that EnviroTech will provide us with the opportunity to become a full service operation. In order to make this a successful move, all first-level managers are ask to restructure job responsibilities which should provide new potential for employee career advancement. As with any change, there will be concerns and questions. Your role as managers are to explain how manager’s behavior can affect the productivity of his or her workers; describe the types of management action that align with employment laws and those that do not; and describe best practices for working within a diverse work environment. I encourage you to respond in a positive and supportive manner. Your roles as managers will be vital to making this a successful transaction; there are several factors that affect the productivity of workers such as people skills, management skills and the most important attitude. Manager’s behavior can help establish a positive open organizational climate, which will help its team members feel safe and be more productive at their job. Insure that all your employees know what is expected of them and what’s available for them to accomplish their jobs and promote quality customer satisfaction. Mangers should address “retention comprises the activities of rewarding employees for performing their jobs effectively; ensuring harmonious working relations between employees and managers; and maintaining a safe, healthy work environment” (Cascio). Management action that aligns...
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...Running head: EMPLOYEE RETENTION AND TURNOVER ANALYSIS Employee Retention and Turnover Analysis Sonja Mason-Vidal Southern New Hampshire University QSO-510 X 3154 March 28th 2015 Prof. Ware 1 EMPLOYEE RETENTION AND TURNOVER ANALYSIS 2 Abstract One of the most valuable assets of a company are the employees. In order for the company to do well and maximize its performance, it needs to recruit and retain good employees. In other words, having an appropriate employee retention program will be essential for the success and sustainability of the company. This is why the National American Society of Animal Safety (NASAS) has decided to conduct a study to address the issue of employee retention. The goal of this study is to find a way to attract and retain good employees. Some key factors that will be investigated will be stress management, employee training, mentoring, supervisor support, recognition and reward, performance appraisals with feedback, work-life balance, career development, job security and sense of belonging. The study will seek to determine the relationship of the various interrelated employee retention variables by analyzing the factors as a main method of research. A sample size of 60 respondents from 200 employee was used for the study. The data was collected mainly from a survey and exit interviews, then the results were compiled using excel. The results show that overall job security, employee empowerment, worklife balance and training...
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...Improving organization retention Mhammed Benhaddouch PSY/435 February 10, 2011 Willetra Brittian Improving organization retention JC’s casino is one of the best attractions in the San Diego area. The casino is a full service resort with an upscale casino. Several government agencies recognized JC’s as a friendly and supportive work environment. JC’s casino offers an equal opportunity work environment with excellent wages, generous benefits, and dedication to career advancement and enhancement. Recently JC’s management contracted an independent consultant to help with retention and employment issues. The consultant in this essay will address the problem by pinpointing all the issues and occupational stressors. Make recommendations and apply new work motivation strategies to help with the retention and recruitment process. The consultant will help team management to emphasize job satisfaction by reducing all the counterproductive activities and encourage the productive ones. All the reports presented by the human resources and the housekeeping directors confirmed that JC’s main problem is employee related. A high retention rate for both departments decrease the workforce and create gaps between teams and management. To narrow the domain of study, the consultant started his analysis from the exit interviews so he can figure out what may be the problem. After examining the exit interviews, the consultant decided to interview more housekeepers and dealers. The interview analysis...
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...1. Abstract Managing retention and absenteeism is an important task for every company or employer. It can be assessed as a process with few stages. This paper will look at identifying the cost of employee turnover, importance of understanding why employee leaves, retention strategies and how they should be implemented. The first step of an effective attendance management program is to identify specific areas which are affecting attendance. Some general causes of absenteeism will be mentioned later in this paper. 2. Background The importance of this briefing paper is to summarize all gained information, knowledge and facts regarding to issues in Managing retention and absenteeism in business, preparation to write an individual academic paper and to give a brief idea how it will be approached. In Managing retention and absenteeism is necessary to cover following areas: • Absenteeism • Sickness absence • Employee turnover • Staff retention strategies • Staff retention and management of knowledge • Benefits of staff retention 3. Findings 3.1 What the assignment is asking me to do The definition of absenteeism according to Mathis and Jackson (2005) is any failure to report for work as scheduled or to stay at work when scheduled. They divide absenteeism into 2 groups: voluntary, that is unavoidable and voluntary, avoidable. The sickness absence can be short - term (repetitive) or long term illness. CIPD’s Absence Management Survey (2011) revealed for the first...
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...‘Global shifts in the supply and demand for labor mean that organizations need to focus more heavily on attraction, retention and career development of staff in order to meet these challenges’- Discuss The present essay focuses on the strategic human resource management and global shifts in demand and supply of labor which almost all the companies are facing to have skilled personnel. This essay critically evaluates some of the issues related to SHRM, global shifts in the supply and demand for labor which is then linked to the attraction, retention and career development for employees which an Organization provides these days for having better workforce with in the company. To support the arguments in the essay, the evidence are taken from the published scholarly articles. In the beginning of the essay we understand the role of SHRM, issues related to shifts in global labor market and its impact on organizations where recruitment, retention and career development of staff have become major challenge to the companies. We can also understand how employer formulates the strategy or strategies to retain the skilled employees with in the company. The role of HR executives in the SHRM and Organizational Performance are raising needs for the business and in the next future the HR will play a vital task in achieving the competitive advantage of the company. One international review shows that HR needs to be strategically planned to achieve competitive advantage by being more amenable...
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...years nursing practice has found its foundations from nursing theories. Understanding how nursing knowledge within healthcare organizations influence patient and organizational outcomes are discussed in the middle range theory of nursing intellectual capital (Covell, 2008). Intellectual capital is defined as the combination of collective knowledge of individuals and structures in an organization or society. The theory consists of two concepts of nursing which includes human capital and nursing structural capital. According to (Covell & Sidani, 2013) “Intellectual capital theory defines human capital as the knowledge, talents and experience of employees. Human capital resides within the employee and is loaned to the organization by the employee. It leaves the organization when the employee separates from the organization”. For nursing, structural capital is the structural resources that contain nursing knowledge and are used to support registered nurses in the application of their...
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...tracking procedures and measurement that enable analysis in terms of purchases, waste, water and energy. The data above further helps in in decision making in terms of retrofits and programs and capital expenses. The careful implementation of CSR policies can help an organization and it is a resource drain which is good for an organization. The benefits of CSR to Nike are The company has started new business ventures like New Green Venture Capital Arm to Fuel Innovation, New Model of Corporate Venture Capital etc. It has gained customer retention and has established some permanent motivated customers. The company has also improved its relationships with suppliers and developed networks like Native American Employee Network, Latino Employee Network, Lesbian, Gay, Bisexual, Transgender & Friends Employee Network, Black Employee and Friends Network etc… It has established an employee friendly environment giving rise to human resource retention and attraction towards a happy workforce. The company has also saved money incurred in energy and has managed its...
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...Question 1: Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. The Selection process within most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender for the job based on the needs of each individual business, which fall sole on the premise of employee selection. Outback Steakhouse has integrated a defined selection process for hourly and management workers that will help Is this essay helpful? Join OPPapers to read more and access more than 550,000 just like it! GET BETTER GRADES hire and retain people to successfully run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications rigorously, then select the most competent centered on its objective by choosing employees who are willing to adapt to the culture, vision, values and beliefs of Outback Steakhouse. And it does allow them to employ people that appreciate the value of teamwork,...
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...SKILLS DEVELOPMENT 1 SECTION 2 TANYA CHAPMAN MARCH 12, 2014 Contents Abstract 3 Introduction 3 Literature Review 4 Good People 5 Attracting Good People 5 Retaining Good People 6 Developing Good People 7 Application in the work environment 7 Cash Money Cheque Cashing Inc. 8 A Tradition of Excellence 8 The Cash Money Promise 8 What is a payday loan and who uses it? 9 What Cash Money Employees Are Afraid Of ….. 9 Implementation Plan 10 Reference………………………………………………………………………………………………………………………………………………………………………….. 17 Abstract Good people are hard to find, the saying goes. "Without loyal, dedicated, competent workers, no company can satisfy the expectations of its customers - internal or external. Employee retention to build a stable, productive workforce will be the competitive advantage in this decade." (Roger Herman, 2014). Attracting and keeping good people has become a challenge for a lot of companies. One would think that changing jobs during economic down times is difficult but the fact is that good people will always find jobs during strong or weak economy. Both business leaders and senior managers agree that it is becoming increasingly difficult to keep good people as employees seek greater mobility in the market place (Sexton, G., 2007). This report looks at attracting, keeping and developing good people in Cash Money Cheque Cashing Inc., a financial services company headquartered in Toronto, Ontario. Introduction The current generation...
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...recent past and also prepare for the same in the not so distant future. The purpose of this essay is to highlight one such challenge facing the management – employee retention. Among the other challenges I considered were diversity management, technological advancements, lean production, remuneration, and so on. In my stint at running a business, losing employees has cost a lot of valuable time, effort and loss of sales/efficiency in finding a replacement. Employee retention is defined as the extent to which employees are retained by employers. It can be expressed as a percentage of employees with a particular length of employment to the total number of employees. “Employee Retention is a process in which the employees are encouraged to remain with the organisation for the maximum period of time or until the completion of the project.” (Giri YL, 2008) A related but inversely proportional measure is employee turnover. Therefore, higher the retention, lower the turnover. It is used widely to express employee retention in a different form. At this juncture, I must answer the following question: Why is employee retention a key factor for the management? An average person spends a third of his/her lifetime at the workplace. It would be needless to say that it is of utmost importance that the atmosphere and environment in the workplace should be positive and foster the employee to feel ‘at home’. The work place is one’s second home. Davenport &...
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...Velazquez 1 Employee Assistant Programs Tonya Velazquez Fayetteville Technical Community College Business 137 Principles of Management Ray Walters 22 April 2014 Abstract What is an employee assistant program? When did it start? Why is it needed? When should employees and employers utilize the program? Is it more cost-effective to hire new trainees and fire existing workers who no long perform to their full potential? This essay will give a brief outlook on the Employee Assistant Program and the benefits it gives not only to the employees but the business as a whole. An employee assistant program or EAP is a confidential, employer-sponsored initiative that provides emotional, mental and physical health support services, to help support issues that may affect an employee’s work. Most services in program offer some sort of counseling. Examples of ways in which an employee assistance program offers support include alcohol and substance abuse intervention, individual and couples counseling, and financial assistance for health related expenditures (“Components of an Employee Assistant Program”). These services and programs are a benefit offered by employers as a means to encourage employee retention as well as improve the productivity and culture of the work environment. Services offered are free of charge on a short-term basis. As businesses and...
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...Talent management is becoming more, not less important in the workplace despite the economic conditions, and organisations are directing resources more effectively to retaining and developing existing talent within the company. (PersonnelToday, 2009) This essay will look at the design and implementation of a talent management strategy for a SME. The company has a high labour turnover, the essay will consider the strategies and theories related to talent management, examples and a business case for a talent management strategy.“Talent management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation, either in view of their high potential for the future or because they are fulfilling business/operation critical roles”.(CIPD, 2012). This strategy aims to develop plans that attract high quality external candidates as well as the identifying and retention of the internal workforce, getting the optimum balance between external and internal candidates is difficult, some firms prefer to use their existing workforce as this helps drive individuals to increase their skills and increases work satisfaction, however concentrating on a narrow internal group of candidates alienates the possibility of high calibre external candidates who can inject new ideas into the organisation.(Beardwell & Claydon, 2010). The Company needs to have a clear talent management strategies and recognise...
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...of Form Bottom of Form * UK Essays * Services * Instant Price * Order Now * Essays * Dissertations * Guarantees * Contact * tourism The tourism essay below has been submitted to us by a student in order to help you with your studies. 1. UKEssays 2. Essays 3. Tourism 4. Importance Of Human Resources In The Hospitaliy Industry Tourism Essay Importance Of Human Resources In The Hospitaliy Industry Tourism Essay In order to gain competitive power for the hotel, human resource management is an elementary issue. Human resource management can be regarded as the foundation for the hotel to acquire competitive advantage. Honoring the employees through effective communication, training programs for the employees and benefit programs is what effective hospitality management is all about. Human resource management and effective hospitality management is the corner stone of successful business in hospitality industry. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies...
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...Unit 7.3 Strategic Resource Management Level 7 Contents Introduction 1.1 Investigate how human resource management contributes to the achievement of organisational objectives 1.2 Critically evaluate the role of human resource management within an organisation 1.3 Appraise the processes that an organisation uses to plan its human resource requirements 2.1 Evaluate the recruitment and retention strategies used in an organisation 2.2 Critically assess the techniques that are used for employee development in an organisation 2.3 Evaluate the contribution of human resource development techniques in ensuring employee engagement 2.4 Systematically analyse the effectiveness of human resource management strategies in supporting organisational strategy 3.1 Investigate how physical resource management contributes to the achievement of organisational objectives 3.2 Critically evaluate the role of physical resource management within an organisation 3.3 Systematically appraise the processes that an organisation uses to plan its physical requirements 4.1 Investigate how marketing activities contribute to the achievement of organisational objectives 4.2 Critically evaluate the role of marketing operations within an organisation 4.3 Systematically appraise the processes that an organisation uses to develop its markets 5.1 Investigate how information systems management contributes to the achievement of organisational objectives 5.2 Critically evaluate the role...
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