Understanding and Controlling Employee Turnover

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EMPLOYEE TURNOVER

Understandingand Controlling Employee Turnover

Topic

Theaim of this research paper is to enhance knowledge on the causes andeffects of employee turnover in the modern organizations. Thisincludes the organizational and individual factors that influenceindividual decisions to leave. For example, workers may decide toleave due to unfulfilling careers or harassment in workplaces(Hancocket al. 2011).The human resources departments will deal with them differently.Therefore, the paper will also look at the various ways in which theemployers can deal with the increased rate at which they are losingtalent. Employee turnover has direct effects on the overallperformance of the organization. It impacts on staff morale, resultsin loss of expertise, as well as increased cost of operation due torecruitments and training expenses (Tariq et al, 2014). This paperwill enhance the understanding and control of employee turnover.

Therate of employee turnover in the modern labor market has reachedunprecedented rates. There are four mechanisms through whichemployees can leave an organization. They include voluntary,involuntary, dysfunctional and functional turnover. All of them havefar-reaching impacts on the performance of the company mainly due toloss of talent. The majority of workers leave their jobs if they areunsatisfied. However, there are uniquely personal and organizationalfactors that contribute to each case. For example, some workplacesmay be unsafe while others are stressful. On the other hand, someindividuals may not be able to fit well in the organization’sculture or structures (Hausknecht, 2011, Micke, 2015). Due to thewide range of problems associated with employee turnover, there aredifferent approaches to controlling it.

Purposeof the study

Thepurpose of the study is to identify the cause and impacts of employeeturnover in the labor market. This will enhance the understanding ofthe problem. Additionally, it will highlight some of the practicalstrategies that have been used by human resources professionals todeal with the issue.

Significanceof the study

Thestudy is significant to the writer because it will enhance knowledgeon the extent of the problem and some of the strategic approachesadopted in different scenarios. Since it compared employee turnoverin various industries and organizations, it gives human resourcesdepartments’ ideas on how to deal with their challenges. Consequently, the conclusion and recommendations of the study haveimplications on the national and global labor market.

Issuesto be addressed

Themain questions to be answered in the study are

  1. What are the main reasons why employees make decisions to leave?

  2. How does employee turnover impact of organizational performance?

  3. Which human resources strategies are effective in dealing with the problem?

Topicresearch and development

Sinceemployee turnover is a major human resources issue, it is a widelystudied topic. There are numerous research articles and books thatprovide adequate and relevant information. The literature review willsummarize the findings of some of the investigations in the past. Theresults will also be analyzed to answer the research questions.

Conclusion

Thestudy will aim at answering specific questions related to employeeturnover. Consequently, the conclusion will be based on the findings.For example, it will recap the main reasons why employees leave, itsimpacts on productivity, and other members of staff, and some of thestrategies that are effective in dealing with the problem. This willbe the basis of the recommendations.

References

Elci,M. et al. (2012). The Impact of Ethical Leadership and LeadershipEffectiveness on Employees’ Turnover Intention: The Mediating Roleof Work Related Stress. Procedia-Socialand Behavioral Sciences.58, pp 289-297.

ErichB. B. et al. (2009). Human resource practices, job embeddedness andintention to quit. ManagementResearch News,32(3), pp. 205-219.

Hancock,J. et al. (2011). Meta-Analytic Review of Employee Turnover as aPredictor of Firm Performance. Journalof Management,DOI: 10.1177/0149206311424943.

Hausknecht,J. P. (2014).Collectivedata on collective turnover: What factors most affect turnover rates?(CAHRS Research Link No. 4). Ithaca, NY: Cornell University, ILRSchool, Center for Advanced Human Resource Studies.

Korsakiene,R. et al. (2015). Factors driving turnover and retention ofinformation technology professionals. Journalof Business Economics and Management16(1):1-17. DOI: 10.3846/16111699.2015.984492.

Micke,H. (2015). Causes and Solutions for High Direct Care Staff Turnover.Masterof Social Work Clinical Research Papers.Paper 494.http://sophia.stkate.edu/cgi/viewcontent.cgi?article=1496&ampcontext=msw_papers

Perez,J. &amp Mirabella, J. (2013). The Relationship between LeadershipPractices and Restaurant Employee Turnover. InternationalJournal of Accounting Information Science &amp Leadership,6(18), pp. 40-47.

Tariq,M. et al. (2013). The Impact of Employee Turnover on the Efficiencyof the Organization. InterdisciplinaryJournal of Contemporary Research in Business,4(9), 700-712.

Tnay,E. et al. (2013). The Influences of Job Satisfaction andOrganizational Commitment on Turnover Intention. Procedia-Socialand Behavioral Sciences,97, pp. 201-108.

Vnouckova,L. &amp Klupakova, H. (2013). Impact of motivation principles onemployee turnover. ER-CEREI,16: 79–92, doi: 10.7327/cerei.2013.06.03.