Human Resource Managment-Misconduct

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.

In the globalized and changed competitive business world, it is important responsibility to deal with employee turnover for any organization. Effective and efficient management of employee turnover is an essential task to achieve the organizational overhead goals. Significant amount of research has been undertaken to understand the major causes of employee's turnover and retentions mechanisms that organizations should develop, especially in the field of healthcare.

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

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.

In this paper Team C will discuss a situation within a company that requires research, hypothesis and variable. We will also go over the ethics that need to be taken into account. The situation that is being faced is the employee turnover rate is too high. This is a significant problem because it is causing the company to lose money each time they have to train a new employee. This is a great situation to research and find out what is going on, and figure out how it can be changed. The research for this will figure out why the situation seems to be that there is a high

Having a high employee turnover rate can cost the company more than just people. There are many “costs” physical and opportunity that are included into high employee turnover. The physical costs of high employee turnover is training the new employee, interview expenses, and advertising costs. These are general costs, but when

Organizations that have workplace issues such as not enough training can cause a higher quitting rate. According to Bhalla (2014), employees that are afforded training that enhance skills have lower turnover rates. Unfortunately, employees that have been trained in multiple skills have a higher turnover rate. The employee believes that they will be more marketable for other job opportunities. When there is a high turnover rate the organization must spend more money on recruiting, hiring and training. Turnover can cause a decrease in motivation with other employees due to vacancies or training the new employee. Longer hours or an increase in workload according to Parker, Jimmieson, and Amiot (2013), brings stress and frustration to the

Losing top talent can affect a company 's morale, leave a skill deficit, and place a burden on the remaining employees to pick up the slack. Turnover is also a burden because employers must dedicate resources to finding replacement personnel to ensure productivity and service quality levels remain high.

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

The consequences of turnover include both direct and indirect costs to an organization. Direct costs include financial costs associated with an employee leaving, such as subsequent recruiting and training costs. The cost of replacing an employee, including separation, replacement, and subsequent training costs, has been estimated to be 1.5 to 2.5 times an employee’s annual salary. Turnover may also have indirect costs to an organization, such as losing the knowledge and skills of a worker as well as disrupting the established culture. Each employee that leaves takes away some contribution to the larger group and, until the position is appropriately filled; the organization may lose some amount of productivity

The two month turnover rate is a considerable cost to all involved as it not only affects the franchises bottom line, it will affect the resources obtained. As a high employee turnover rate will have repercussions in different areas. The cost of hiring and loosing employees, internal training requirements, and Franchise assets. Consideration for how each of these areas is different.

The problems with collective turnover are addressed by Wang, Yuan and Chen in this study. These issues are outlined in what they refer to as “consequences of collective turnover” (Wang et al., 2016). Per this study, “The complicated effects of collective turnover are

When the high turnover rate in public hospitals, it will lower quality of the healthcare services. The high turnover rate in public hospital, it will cause a shortage in the frontline staff in public hospital. Therefore, it can negatively affect the quality of healthcare service. The following few reasons.

It can have both desirable and undesirable effects (Reiß, 2008). The undesirable effects may include, for example, the failure to use expertise and experience gained by a leaving employee, development of unwanted features and approaches in other employees in the organization, disruption of the attitude to work and work morale, higher demands placed on other employees during the period of substitution, possible loss of other customers, increase of costs to recruit a replacement, his/her selection, training and adaptation (Armstrong, 2009; CIPD, 2005; Branham, 2007, Katcher, Snyder, 2007). On the contrary, desirable effects are that new recruits bring new inputs and ideas, there is no stagnation, a more suitable employee (with broader knowledge and experience) can be hired, an improved and less costly process of personnel planning, development management and succession management (Armstrong, 2009; Reiß, 2008; Somaya, Williamson, 2008; Stýblo, 1993). Employee turnover may also bring organizations certain benefits. For example, if a less productive employee is replaced by someone more efficient or if a retiring employee is replaced by “young blood”. A certain level of turnover may reduce the organization’s personnel cost (Milkovich, Boudreau,1993). For employers it is very important to monitor the volume of employees who leave the organization and how this factor influences the organization. That, of course, is dependent on the size of the organization, its

Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average time with the company than those of other companies in the same industry. This can be a scary trend as high turnover may be harmful to a company 's productivity. This is especially harmful if skilled workers are often leaving and the worker population contains a high percentage of rookie or novice workers. Research and observations show that an experienced employee often has an insight to the details of the processes that make