retention management Essay

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.

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.

When we experience things it can affect and mold us into what decisions we make and the ways we see the world. It can mean that your surroundings and upbringings also what we expose ourselves to. The human resource department has an important role to prevent these stereotypes in the workplace and make sure that the workplace has the right culture to help ensure people are engaged with their work. By creating an environment, the people enjoy to be in this can lower the turnover rate at the company. This relates specifically with the possibility of controllable turnover that the employer did not do enough to prevent the employee leaving. Employee turnovers can be costlier than keeping employees happy. While the employer works to keep the employees happy and committed to their work there is a contract between the two. The employer expects the employee to fit the job well and do the performance that is necessary to do the job well. A way that human resource can analyze the performance of its employees is to look at the three major factors that equate to the performance which is the individual ability to perform tasks such as their talents, the effort level expended that deals with employee motivation, and the third is organizational support that is training and development of employees. Performance (P) = Ability (A) x Effort (E) x Support

This paper shall establish a plan for Quality Improvement (QI) activities in an establishment like a therapeutic massage clinic such as the Relax Station. I have been a massage therapist since 1996. My training was in Florida, where I graduated in 1996 with 650 credit hours. I am certified from the school I attended, and am insured by one of the biggest associations for massage therapy, Associated Bodywork and Massage Professionals, (ABMP). I have worked as an employee and a contract worker for massage establishments. I am a contract worker now, but, used to work for Relax Station in Ann Arbor, MI, as an employee. The Relax Station has a problem with keeping staff, and the turnover is high.

Different studies demonstrate a conflicting relationship between worker turnover and productivity, at the same time, there is general sentiment that high turnover rates can have an extraordinary impact on company’s performance (Bluedorn, 1982) because turnover can bring about interruption and disturbance is adversely identified with productivity. Hence turnover can influence an organization's funds, proficiency, profitability and assets. Koh and Goh (1995) point out that while the turnover of employees can have positive results, such as improving poor performers, encouraging new ideas and help employee get more chance to develop their career, the expenses connected with employee turnover can be considerable. These incorporate the expense of training and recruitment, and poor organization spirit and image. Working attitude elements, for example, participant and satisfaction do not seem to influence turnover goal

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

All the parties involved in one way or another contributed to the increase in the turnover rate in the restaurant chain. Human resource department failed in providing a set framework to help branch managers in recruiting and maintaining employees. The incompetence of branch managers in selection of the right candidate who seem dedicated to the restaurant caused the rise in turnover. Moreover, candidates who give a false impression of themselves tend to fool interviewers and later quit prematurely. With enough effort from all parties involved, the reduction of the turnover is achievable (Sommerville,

Hence retention of the employees within the system is necessary. The organization is completely at loss when the employees leave their job once they are fully trained. Thus recruitment of qualified employees, training and maintaining them becomes important. Employee turnover reduces the organizational productivity and also

The purpose of this article is to explain the construct of job satisfaction and how job satisfaction can make failure on the performance of employees in an organization. This article will be modified to the positive and negative effects of Job satisfaction. Secondly, the essay review will discuss the relationship between employee motivation, job satisfaction and employee achievement.

I once worked in the HR department of an organisation in Saudi Arabia and was responsible for recruitment and training of the company’s personnel. Although we used to attract top talent, the company experienced a high rate of turnover among the recruited personnel. The company never seemed to maintain the top talent, the loss of personnel affected the image of the company, and it accrued losses related recruitment and training processes. In most cases, challenges related to high employee turnover are a result of different factors with the main contributing factor being low satisfaction among employees, which could be attributed to different elements. Low satisfaction could be predicated by poor interpersonal communication problem among employees, which lowers their levels of satisfaction.

Behavioral theories of the causes of turnover (Richard Mowday, Lyman Porter, and Richard Steers - The psychology of commitment, absenteeism, and turnover - 1982) accompanied with conducting employee surveys particularly designed to assess basic predictors of turnover (such as job satisfaction), in addition to the support of human resource planners can give enough information to predict how many filled positions can possibly become vacant. This information is more accurate and can be useful mostly when a single organizational department has a large number of employees. Nevertheless, on practice it is less precise when making predictions

Employee turnover is very critical and costly to any organization as it further requires efforts and money to recruit and place new employees (Jain, 2007). It should be remembered that turnover rates are directly related with employee morale and working environment.

The main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization

The overall purpose of this study was to find out the effect of employee turnover on sustainable growth of organization in computer graphics sector of Karachi, Pakistan. This study specifically finds out the main causes and ground realities of the problem of employee turnover on sustainable growth of organization. The study could be of help in reviewing the relevant policies of similar organizations with regard to their human resources. Keywords: