Simulation 2

Please read this case study first:

Case study_Turnover and Retention.pdf

Your task (single post):

Write one organized post that answers all four questions below using specific evidence from the case tables/exhibits. Use headings and concise analysis—not bullet lists of facts.

Questions to answer:

Q1. Critical Care Turnover—What the data reveal Discuss what the turnover data in the scenario reveal about Central Columbia Hospital’s Critical Care unit (patterns, outliers, trends across tenure/role/shift, etc.).

Q2. Improvements to decrease turnover Based on those insights, what specific improvements should the hospital consider to decrease the current turnover rate (recruitment/selection, onboarding, scheduling, leadership/manager practices, etc.)?

Q3. Sources of turnover—evidence from the data By examining the data provided, what conclusions can you make regarding the sources of the turnover (e.g., mis-hire/fit, workload, supervision, pay/EVP, training, culture, schedule)?

Q4. Age correlations & targeted framework What correlations exist between turnover and employee age? Why does this matter for Central Columbia? Propose a targeted HR framework to reduce turnover in the specific age group at risk (interventions + metrics).

Posting format (required):

● Use these headings: Q1 Critical Care, Q2 Improvements, Q3 Sources, Q4 Age & Framework.

● Length guide: 600–900 words total (about 150–225 words per question). ● Where you make a claim, tie it to a number, table, or quote from the case. ● For this discussion, the use of any AI or automated tool is prohibited. ● Cite at least 2 distinct ideas from the reading that you apply to your analysis

Module Title: Turnover & Retention

This module introduces the essential HR outcomes of employee turnover and retention and

explains how distinguishing types of turnover is critical for diagnosing causes and designing

effective, ethical retention strategies. You’ll explore the connection between turnover drivers and

recruitment/selection decisions, learn how to calculate core rates, and evaluate when turnover

can be functional versus harmful.

Learning Outcomes

After completing this module, you should be able to:

• Explain the purpose and key types of turnover (voluntary/involuntary,

avoidable/unavoidable, functional/dysfunctional).

• Calculate and interpret turnover and retention rates for a defined period.

• Identify common drivers of turnover and map them to targeted retention tactics.

• Evaluate when turnover may be healthy and propose ethical, data‑informed actions to

improve retention.

Key Questions to Consider While Reading

• What are the standard definitions and formulas for turnover and retention in this course?

• How do turnover drivers differ across roles, and which are actionable by HR vs. line

leaders?

• When is turnover functional and when is it harmful to performance, equity, and culture?

• How can selection, development, rewards, and manager practices be used to reduce

avoidable turnover?