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HRD Major Project - Term Paper Example

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HRD Major Project Name Institution affiliation Tutor Date HRD Major Project Introduction Taylor (2002) stated that, employee turnover is one of the major challenges affecting an organization. Several researches have noted that employee turnover has increased in the business…
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Download file to see previous pages Senior management officers within an organization including human resource specialists, and engineering psychologists have obtained a lot of information on the impact of employee turnover, whereby several organizations invest a lot to maintain their employees. It is very important for the managers to ensure that they control the rates of employee turnover for the benefits of the organization (Taylor, 2002). This literature review is divided into five parts; factors leading to employee turnover, job satisfaction, effects of employee turnover, the ways to minimize employee turnover within an organization, and Maslow theory of motivation in relation to job satisfaction. Factors contributing to employee turnover According to Soltani and Liao (2010), turnover refers to the transfer of employees out of an organization. It is the replacement of staffs around the employment industry, between institutes, jobs and occupations (Soltani and Liao, 2010). Turnover can also be explained as the discontinuance of involvement in a group or institute. From these definitions, we can conclude that employee turnover is the transfers of workers, who obtained monetary reimbursement from the company, by alternating around the employment market, between institutions, jobs, and professions, usually current in terms of the income rate. Yin-Fah et al. (2010) reveled in their study that, managers who communicate frequently with workers reduce the chance of developing a labor force that feels devalued and unacknowledged. Retaining staff informed about administrative changes, recruitment plans and changing business difficulties is one method of ensuring workers stay in the company. Kalliath and Beck (2011) noted that, by abandoning or avoiding staff fears concerning job self-assurance through poor communication or ignoring workers from making discussions that affect their performance, like policy or bureaucratic changes, adversely influences the way workers view their boss. Their opinions change to discontent and finally leading to low productivity because of low self-esteem and disengagement. Therefore, employees have a strong need to be informed through proper communication because organizations that has well-developed techniques of communication enjoy low rates of employee turnover. Eucker (2007) stated that, the turnover can be calculated using the total amount of leavers in a specific period as a proportion of the total number of employees at that specific period. This calculation can be conducted quarterly or annually within the year. This turnover rate at times is known as the separation rate. Eucker (2007) continues to argue that the cost of replacing an employee can be estimated at the rate of fifty percent to one hundred and fifty percent annual salary of the workers. In the findings, Eucker (2007) also argue that the cost of turn over might include vacancy costs, separation costs, replacement costs, difference in performance costs, and the benefits costs. They further revealed in this study that, the turnover rate can be described as the rate of departure of something or individual and it must be reinstated for productivity high rates of these turnovers can affect the rates of productivity and lead to customer dissatisfaction (Eucker, 2007). According to this study, several factors can influence employee job turnover, and they include low job moral, stressful working conditions, poor job ...Download file to see next pagesRead More
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