Staff Turnover as a Possible Threat to Knowledge Loss

7084 Words Mar 30th, 2013 29 Pages
Staff Turnover as a Possible Threat to Knowledge Loss
Urbancová Hana, Linhartová Lucie

Abstract The article focuses on labour turnover as a potential threat to knowledge loss. Labour turnover results in an organizations inability to ensure knowledge continuity. In this study, induction was used to identify factors within organizations that determine employees’ exit from organizations. The verifiability of these factors was tested by means of correlation and regression. Subsequently, the presented causes of employee turnover were specified as potential threat to knowledge loss. In the current knowledge economy, employees in an organization are considered the key competitive advantage and the most important asset. If an employee leaves
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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
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