HR and Corporate Strategy

Preliminary Reports on Employee Turnover

Student`s Name

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Institution Affiliation

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Lack of growth and progression at the organization.

Overworking of the employees at the organization.

Lack of feedback to the employees and recognition of the contributions that they make.

Little engagement with the employees on decision making (Liu, 2017).

Reasons Why Employees Leave Organizations

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Employee turnover is a very expensive exercise to the organization and this conducted by the daily activities that the organization engages in. Having seen that the turnover at the organization I believe that the highlighted reasons might be major reasons that are contrbuting towards an increased employee turnover at the organization. For instance, the issue of growth and progression of the employees is a pressing issue for all the employees as they all seek to grow and develop themselves in whatever field that they engage in. Overworking of the employees also makes them bored and fatigued and might resort into seeking companies that might have less work with similar or better rewards. Recognition of the employees is also crucial for the success of the company as the employees want to feel valued and respected on the contributions they make towards the company. Finally, there is need to engage the employees they must be protected by ensuring that they take part in decision making.

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Conducting an employee satisfaction survey

Conducting periodic and unexpected interviews with the employees

Productivity and overall performance of the employees (Okyere-Kwakye, Nor, Effah-Assampong & Awang, 2018).

The determination of both turnover rates and absence rates among the employees

Ineffective team building measures

Ways to Measure Employees` Morale

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Employees can easily be detected on their likelihood to live the company based on various factors. Its important that the HR manager I understand all the possible ways in which the employees` morale might be affected and how they are likely to leave the company when their needs are not taken care of. For instance, through conducting of an employee satisfaction survey all the details on their satisfaction with the company would be obtained, this is information such as the data on their rewards, commissions and salaries. Working hours of these employees and how they are paid based on the worked hours. Then there is the overall production and performance of the employees, a decline in the overall performance of the employees is an indicator of the reduced morale among the employees and its my duty as HR to ensure that their morale us boosted so that the company can regain its initiatl or even better performances. The increased turnover rates as seen is a clear indicator that the company is suffering from loss of morale the employees have lost morale with the company, there is an increase in the cases of abscenticism which has resulted into final increase in turnover at the company. Besides that, use of team work is also often used in such cases to ensure that there is effective running of the facility. However, when there is ineffectiveness in the building of the team work it also provides a picture of employees that have failed in terms of the employees` morale, they have little morale with the company.

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Investing in the employees to make them feel valued

Rewarding and compensating the employees well for the work and services that they deliver

Improve and perfect on the selection of the employees to be hired.

Provision of considerate and thorough feedback to the employees

Ensuring that employees have a good-work life balance (Thomas, Brown & Thomas, 2017).

Ways to Reduce Turnover Rates

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Employees turnover is an expensive exercise that the company should not undergo. Therefore, to manage this situation before it becomes worse I propose that we should have an investment on our employees by making them feel valued, they have also to reward them and compensate them well for the works and services that they have rendered to the company, the process of hiring has also to be improved to make them work better and ensure that its only the best employees that are hired at the company meet the expected values of the company so that they can always have an ease time discharging their duties. Their morale is also not likely to be affected as they understand the values of the company. Finally, there is need to understand that there is life after work and thus create a good schedule for the employees that would result into a work-life balance for the employees hence making it easier to adapt into the modern life.

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Increased Employee retention comes with huge benefits:

Reduced budget allocation on training and hiring of new employees.

There is increased productivity as employees have a good understanding among themselves.

There is improved morale among the employees

There is an overall improvement on customer satisfaction (Otaye-Ebede, 2019).

The Value of Managing Employee Turnover

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Employee retention is an important aspect for any company, its important that the company has a good retention policy that results into huge benefits for the company. For instance, an increase in the retention of employees would result into decreased amount spend on training and hiring of the new employees hence such funds being channeled into other ways that would make them more productive. Working together for a long time also improves the morale of the employees which usually results into an increased in the overall production and performance of the company. Customers also create a long term relationship with the employees and an increase in the retention would also mean that there is an increase in the satisfaction among the customers that would result into improved service provision and satisfaction among the customers for the services that they get from the company and provided by these customers.

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Liu, X. (2017). Emotional labor strategy of hotel frontline employees: The antecedents and consequences. Journal of Service Science and Management, 10(05), 425.

Okyere-Kwakye, E., Nor, K. M., Effah-Assampong, I., & Awang, S. R. (2018). Employees’ turnover: Examining its causes in the Ghanaian banking industry. International Journal of Academic Research in Business and Social Sciences, 8(2), 349-362.

Otaye-Ebede, L. (2019). Antecedents and outcomes of managing diversity in a UK context: test of a mediation model. The International Journal of Human Resource Management, 30(18), 2605-2627.

Thomas, N. J., Brown, E., & Thomas, L. Y. (2017). Employee satisfaction and turnover intention: A comparative analysis between front-of-house and back-of-house employees in casino-entertainment venues. Journal of Human Resources in Hospitality & Tourism, 16(1), 71-87.

References

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