Essays on Employee Turnover Coursework

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The paper "Employee Turnover " is a great example of business coursework.   Employee turnover also referred to as labour attrition or wastage is the rate at which the workforce leaves an organization (Armstrong, 2012). A survey conducted by CIPD in (2011) discloses that the average rate of turnover in the UK was 12. 5%. The rate has increased over the years. For instance, a study by XpertHR’ s HR data (2013) revealed that the rate of employee turnover increased to an average of 15.6%. (Carty, 2013). A high rate of employee turnover is quite costly and even disruptive.

When employees leave the organization the level of spending increases in areas such as training and recruitment, thus there is a need for the organization to find strategies of reducing employees turnover. This paper seeks to examine how organizations in the UK today can reduce staff turnover. One of the approaches in which organizations in the UK today can reduce employee turnover is through increasing the level of employee commitment. ACAS, (2011) highlights that there is a great deal of evidence that supports the fact that employees who are committed to the organization are less likely to leave their workplaces or even be absent from work.

In order to reduce employee turnover, building employee commitment is a vital step. Organizations can adopt various approaches in order to enhance employee commitment. One of the approaches is by giving the employees the power to come up with decisions by themselves as opposed restricting and controlling them. In addition, the management should respect the employees and show them a clear leadership approach (ACAS, 2011). Rewards are also essential incentives for enhancing employee commitment to the organization.

As noted by the expectancy theory of motivation, people tend to put effort if their effort will lead to performance and further result in a reward (DuBrin, 2008). If the rewards are satisfactory then employees can develop a level of committed to the organization. It is therefore essential for the organization to ensure that employees receive satisfactory rewards a factor that can reduce staff turnover. Training of managers on how to handle employees is another approach that can be used to reduced employee turnover.

Armstrong (2012) argues that people often leave the managers of the organization as opposed to the organization itself. The manner in which the managers treat their employee's influences their stay in the organization. If managers treat the employees unfairly then the employees have the probability of leaving the organization in the event they come across an organization where employees are treated fairly. In order to reduce employee turnover, it is essential to train team leaders and managers on approaches of treating the employees fairly and appreciate their contribution to the organization.

Additionally, it is essential for managers and team leaders to improve on their relationship with the employees based on the fact that they contribute a lot towards improving the retention of employees. Russo, (2000) also argues that managers have an influential role in contributing to the reduction of employee turnover. There is, therefore, need for the development of a healthy working relationship between the management, team leaders, and the employees. A problem arises majorly during the initial period of employment whereby the employer and employees try to build a stable relationship.

The new employee and the employer have to adjust to each other. If this does not occur when an employee is bound to feel out the place and may eventually opt to leave the organization. It is therefore essential for the organization to try and shape the values, behavior and attitudes of the employees so that they can adjust to the organization and fit in the organization (Russo, 2000).

References

Armstrong, M., 2012, Armstrong’s Handbook of Human Resource Management Practice, (12th edition), London: Kogan Page.

ACAS, 2011, ‘Employee turnover’, Managing attendance and Employee performance, Retrieved< http://www.acas.org.uk/media/pdf/q/k/Managing-attendance-and-employee-turnover-advisory-booklet.pdf>

Carty, M, 2013, HR data round-up October 2013: UK labour turnover on the rise, XpertHR’s HR data.

CIPD, 2011, Survey of Resourcing and Talent Planning , London, CIPD.

DuBrin, A, 2008, Essentials of Management , Cengage Learning

Morrell, K., (2005), ‘Towards a typology of nursing turnover: the role of shocks in nurses’ decision to leave’ in the Advanced Journal of Nursing, 49:3, 315-322.

Morrell, K., Loan-Clarke, J. and Wilkinson, A.J., (2004), ‘Organisational change and employee turnover’ in Personnel Review, 33:2, pp.161-173

McTague, S, 2001, Hiring in Good Times and Bad: A Comprehensive Guide to Entry-level Staffing, Greenwood Publishing Group.

MacLean, P, 2001, Taming Turnover : Creating Strategies for Employee Retention,Silver Creek Press

Phillips, J and Connell, A, 2004, Managing Employee Retention, Routledge.

Russo, A, 2000,Minimizing Employee Turnover by Focusing on the New Hire Process, Universal-Publishers.

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