Hrm Mba
- Submitted by: SHABANNA
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- Category: Other
- Date Submitted: 07/12/2016 02:24 PM
- Pages: 6
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ANAYSIS
There are many challenges for human resource management in organizations and employee turnover tests the productivity and efficiency of the organization, Robb (1994). Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment Abassi (2000).
If a company has a high turnover compared its competitors, those employees have a shorter average tenure than those of other companies in the same industry. High turnover is destructive to a company's objectives if not managed properly. The experienced employees are leaving and the remaining staff could be novices and require monitoring and training. Employee turnover affects both employees and TTMA. The remaining workers are disrupted and job sharing may occur for continuity. TTMA suffer the loss of experienced skill set and loss in performance, cost and time incurred of hiring and retraining a replacement.
Turnover reflects employee separation. There are two main types of turnover, involuntary and voluntary. According to Noe (2015) involuntary is initiated by the organization and voluntary is initiated by the employee. Involuntary turnover includes retirement, death, dismissal due to performance or unethical behavior. Resignation due to personal family circumstances and migration are other factors. Bankruptcy, downturn in economy, introduction of new technology and organizational restructure are factors of involuntary turnover.
Voluntary turnover occurs when employees are dissatisfied with their job. Sources of job dissatisfaction, unsafe working conditions, personal disposition, tasks and roles, supervisors and workers and pay benefits to name a few.
TTMA’s main focus is on voluntary turnover. The decision to leave the organization is when the employee is displeased with the conditions of existing tasks in the job and has another option. In 2013 when the new CEO was hired, he created an atmosphere of change...
There are many challenges for human resource management in organizations and employee turnover tests the productivity and efficiency of the organization, Robb (1994). Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment Abassi (2000).
If a company has a high turnover compared its competitors, those employees have a shorter average tenure than those of other companies in the same industry. High turnover is destructive to a company's objectives if not managed properly. The experienced employees are leaving and the remaining staff could be novices and require monitoring and training. Employee turnover affects both employees and TTMA. The remaining workers are disrupted and job sharing may occur for continuity. TTMA suffer the loss of experienced skill set and loss in performance, cost and time incurred of hiring and retraining a replacement.
Turnover reflects employee separation. There are two main types of turnover, involuntary and voluntary. According to Noe (2015) involuntary is initiated by the organization and voluntary is initiated by the employee. Involuntary turnover includes retirement, death, dismissal due to performance or unethical behavior. Resignation due to personal family circumstances and migration are other factors. Bankruptcy, downturn in economy, introduction of new technology and organizational restructure are factors of involuntary turnover.
Voluntary turnover occurs when employees are dissatisfied with their job. Sources of job dissatisfaction, unsafe working conditions, personal disposition, tasks and roles, supervisors and workers and pay benefits to name a few.
TTMA’s main focus is on voluntary turnover. The decision to leave the organization is when the employee is displeased with the conditions of existing tasks in the job and has another option. In 2013 when the new CEO was hired, he created an atmosphere of change...