Essays on Causes and Effects of Employee Turnover Coursework

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Generally speaking, the paper 'Causes and Effects of Employee Turnover" is an outstanding example of management coursework.   According to Urbancova & Linhartova (2011), employees are the most important assets in an organization since they determine the productivity and ultimate success of an organization. Currently, employees from several organizations have a range of networks that allow them either to stay on their jobs or quit, depending on the provisions of their employers. Unlike in the past when employees could stay on a job for a long period, employees of this age do not retain their jobs for longer periods, leading to poor organizational productivity.

Additionally, the existence of social networking sites such as LinkedIn allows employees to seek new opportunities and organizations that have better offers compared to their current organizations. Consequently, organizations experience high employee turnover today than in the past. Fursso (2015) describes employee turnover as the number or percentage of workers that leave an organization and are replaced by new workers. It is one of the most important issues in an organization to which special attention should be given.

Staff turnover in any organization is a warning sign to the management of the organization that employees are not motivated. It is one of the issues that adversely affect several organizations in the current age. Moreover, employee turnover can either be voluntary or involuntary depending on the prevailing circumstances. This paper investigates various factors that cause employee turnover in organizations and their human resource management implications. Moreover, the paper evaluates the success of the retention strategies that human resource practitioners implement to address this issue. Causes of Employee Turnover Employees in different industries across the globe leave their jobs because of multiple internal and external factors.

One of the causes of employee turnover in several organizations across the globe is the issue of met expectations (Melaku 2015). The writer suggests that each employee has his or her expectations when joining an organization. The failure of the organization to meet these expectations result in dissatisfaction of the employees. Thus they leave the organization. Moreover, when the expectations of the employees are not meet while on a particular job, they are likely to have a negative evaluation of the job leading to job dissatisfaction.

The result is that the employees will have the thought of quitting. This situation results in low organizational productivity. Another factor that influences employee turnover in organizations is the lack of training and development programs. Training and development of employees involve the learning activities that organizations undertake to help their employees acquire and apply the necessary knowledge and skills for their jobs (Yawson 2009). Employee training and development gained attention in the field of management in the 1950s and continues to be an important requirement in the management of human resources presently. The realization that the qualified employees in an organization do not simply emerge, has led to the injection of huge sums of money by the management of various organizations to support employee training and development programs.

For new recruits in organizations, training is important since it serves as a basis of transition from the theoretical approaches to practical situations. However, not all employers conduct training for the employees in their organizations. In such organizations, the lack of training of the employees and the poor handling of training cause the workers to quit.

Recent research reveals that the lack of training and poor training handling systems is one of the major factors causing employees to quit their organization. Regardless of the positions and titles held by the employees, they leave their organizations due to the lack of adequate training.

References

Alkhatni, A.H. (2015). Investigating the Factors that Influence Employee Turnover Intention: A Review of Existing Empirical Works. International Journal of Business and Management. Vol 10, No 2.

Armstrong, M. (2010). A Handbook of Human Resource Management Practice: A Guide to Action. London & Philadelphia.

Ankrah-Kusi, V. (2012). The Effect of Retention Strategies on Labor Turnover in the Wood Processing Industry. A Thesis Submitted to the School of Business. Kwame Nkrumah University of Science and Technology.

Australian Human Resource Institute. (2013). Pulse Survey-Turnover and Retention. AHRI, Melbourne.

Costen, W & Salazar, J. (2011). The Impact of Training and Development on Employee Job Satisfaction, Loyalty and Intent to Stay in the Lodging Industry. Journal of Human Resources in Hospitality and Tourism. 10 (3), pp 273-284.

Ernsberger, M. (2011). Solution for Leadership and Organizational Excellence. Accessed from

https://. www. farr.net.

Fursso, A.R. (2015). Employees’ Turnover: The Case of Oromia Water Works and Supervision Enterprise. A Thesis Submitted in Partial Fulfilment of the Requirements of Maters in Business Administration.

Goodman, M. B., & Hirsch, P. B. (2010). Corporate communication: strategic adaptation for global practice. New York, Peter Lang.

Urbancova H., Linhartova L. (2011). Staff Turnover as a Possible Threat to Knowledge Loss.

Journal of Competitiveness

Yawson, F. (2009). Training and development of human resource in customs and preventive

Service. A thesis paper Kwame Nkrumah University; Ghana,

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