HR SWOT

High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

Gamble, J. & Thompson, A. (2011) stressed the importance of companies conducting a SWOT analysis. They feel that it is important for a company to understand their strengths’, weaknesses, opportunities, and threats. A good SWOT analysis can help a company stay on track with their stated goals. The next few paragraphs is my perception of what a SWOT analysis would look like for Countrywide.

After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of

I would suggest to a company to use the SWOT technique to find their strengths, weaknesses, opportunities and

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

There are two types of turnover, voluntary turnover happens when the employee makes the decision to leave and involuntary turnover is when employees has no choice in their termination (Schmitz, 2012). Every month or sooner managers experience some of their exceedingly qualified employees leave the company. After realizing that their company is becoming less profitable is when they begin to wonder why and brainstorm on ways to retain them. In Information Technology, “the cost of recruiting new staff is high and the loss of continuity when staff leave can also be very expensive” (Bott, 2005, p. 111). In IT, human resources strive to maintain their highly skilled employees while employees’

So what are they? 1. Performance Planning. 2. Performance Appraisal and Reviewing. 3. Feedback on the Performance followed by the personal counseling and performance facilitation. 4. Rewarding good performance. Typically, this is done on an annualized basis with each employee. Though the planning cycle listed above, and driven from the company’s standards, or your SOP’s. So your company or the company you work for should try putting together a set of targets for each task given or assigned. After this is done you will be measuring and monitoring the performance relative to the actual task goals systematically on a month to month basis or quarterly in addition to

Employee/team member turnover may be mostly a negative issue, yet it can become positive if only controlled by the organization correctly and appropriately. Turnover is often utilized as an indicator of the organization performance and it can easily be observed negatively towards the organization’s efficiency and

In any organization high employee turnover is not cost effective and is time consuming. The credibility of the organization might also be affected if employees do not stay for a good period of time working for them. A good reason employees may resign is being motivated by higher pay. No matter how much someone enjoys working for that organization if better pay is offered somewhere else they will more likely will end up leaving. Every organization must maintain salary competitive by offering comparable pay and benefit packages. In addition to traditional “pay and benefit” compensation, some companies also offer extra perks such as on-site gym, day care, discounts on services or traveling and employee assistance programs. Another reason why employees might resign is that they do not feel engaged. Employees like having job satisfaction, challenges, new duties, recognition, receive positive feedback, new goals and job advancements. If employees feel bored they might leave the organization. High-performing workers need to feel that they are being challenged and are moving forward in terms of professional growth and development. Another reason of turnovers is that employees are poorly managed. A bad boss can make employees feel miserable; if their immediate supervisor creates an uncomfortable work environment they may consider leaving. Employees who are well compensated, challenged, engaged and properly managed will likely be

In order to determine appropriate interventions to reduce management turnover, an understanding of the underlying causes is required, in addition to an understanding of theoretical perspectives that relate to job satisfaction and organizational commitment. While the case study does not specifically describe the causes of turnover at Bubba Gump Shrimp Company, we can infer the possible causes. Employees typically leave their jobs for one of five reasons: unavoidable reasons, advancement, unmet needs, escape, and unmet expectations” (Aamodt, 2010, p. 394). Specific to the foodservice industry, poor

A high turnover in a few companies is a tremendous issue. An individual that is a manager should be able to understand the requirements of operating a business so that he or she keeps their employee ecstatic. A few reasons that unhappy employees leave their jobs are micromanaging, too many responsibilities, the manager doesn’t engage with his or her workers, promotions are limited within the company, communication, or even constant change within the company.

Through 2012 for instance, the employee turnover rate has been of 25 per cent, meaning that one quarter of the entire staff has been replaced. The figures are worrying since they reveal a steady growth trend, by two

PAC Resources, Inc. is a small manufacturing company that specializes in high-quality specialized components for computers. Recently the company has faced a number of issues involving depleting sales, employee unrest, poor management and employee relations, and a lack of HR support. Currently, there are several pending decisions to be solved involving the organization and the HR department, human resource development, safety and security, staffing, compensation and benefits, and employee relations. Ultimately, to resolve these problems the solutions will take account of a SWOT analysis of the company along with multiple sources, potential alternatives, and dissenting opinions as a guide to the best

In a modern society, human resources management is always a complicated matter; managers find it difficult to give answers to human resource questions such as: how to exploit strengths, overcome weaknesses, or increase ability of competition. There are many solutions to deal with this matter, one of these is using the SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats), it is considered an ideal answer. Many companies were trying to apply that solution in their organizations, however the results were not always what they expected, and some organizations failed in performing the SWOT strategy, some companies also succeeded. The Apple Company is known as typical company which is successful in performing SWOT analysis. This

This analysis will address the business environment of Accenture. The focus of this investigation will be to identify the areas within Accenture that focus on decision support systems and knowledge management practices. This analysis will examine the strengths, weaknesses, opportunities and threats for Accenture within today’s complex business atmosphere. Organizations today are striving to remain competitive in a market that is not only complex but constantly changing. Organizations that are both private and public are under pressures that force them to respond quickly to changing conditions and be innovative in the way they operate their business. Once this investigation is complete organizations that are large,