The study conducted by The Society of Human Resources Management (SHRM) provided conclusive evidence of how outsourcing human resources personnel and various HR functions could cut average company costs on HR spending and free them from other legal risks.
The retention of human resources for long time and then giving training to them is the only issue which is very costly and time consuming. More specifically, good training programs leads to improve the capability of employees and thus increasing the confidence in employees. Employees who are sure of themselves work faster, commit fewer errors and produce more output.
Thus we can say that the existence of a human resources department is vital to overall productivity and efficiency of the strong work force in any thriving company. In most professional organizations, the role of the human resources department is not sidelined. In fact, good human resources can be one of the most valued and respected departments in an organization, their job is people and people are the company's most important asset.
1. Dissatisfaction with salary or benefits - Salary dissatisfaction can be predicted using company maintained information commonly to salary administrators. Predictors includes years of service, educational level, performance report, career potential, a measure of the most recent salary increase and employee gender. Benefits are not up to the mark which pleases the employees at fullest.
2. Dissatisfaction with training or working conditions - It is the second biggest reason for leaving the current working place. Using old and casual methods of training and working environment is not suitable. This means that one can't adjust with his current working environment i.e. working staff and conditions are not expelling healthy and positive vibrations. Training methods and modules are insufficient. Due to time constraints; the new employees are often not corrected. This oversight leads to a proliferation of bad practice.
3. Change of industry or profession - Sometimes employees change their profession or shift themselves from one industry to other industry due to higher scope of improvement and learning opportunities because according to their thinking forward looking sector or industry has better future prospects or growth. Even new opportunities comes up to you as easy as knocking the door to fulfill the dreams.
Lack of development - An individual always wants growth, power and success in life but if one's career comes to a stagnant position, he wants to leave his current job and take a new one with full positive attitude and motivation which is very useful and important like flowing water in the river because it symbolizes development at every point of time in life. Development can be in terms of salary increment or extra responsibility given by the seniors due to faith and carried over by the individual in the company.
Better position elsewhere - In this scenario, companies are offering good positions to the employees who are experienced and have good communication skills which are the utmost traits of personality. Some companies are offering internal tests programs conducted to stabilize good employees which is
Any business organization emphasizes on the human resources or manpower development because it is the lifeblood of an existing or new industry. The new millennium recognizes the importance of human resources personnel in their contribution to supplying the best manpower supply in a thriving industry…
Therefore, employees play a very vital role in building the position and reputation of an organization in the market among others. Thus, the employees need to be managed and trained in such a way so as to retain them for longer period of time in order to improve the brand value and equity among other contenders.
People constitute the most valuable resource for any organisation that intends to emerge as a winner in the highly competitive marketplace. Any extent of material resources or the best of equipment available in the market can be of little use to an organisation unless it is productively employed by a team of competent and committed personnel.
Many of those management methods have been used in practice for years and have demonstrated both strengths and weaknesses. Performance Management combines the strengths of the various management methods and attempts to offset their weaknesses. An important feature of Performance Management is how it involves all parts of the organisation with the purpose of gaining oversight.
Several of the factors measured were the following: number of employees, proportion of part-time employees, "low end" hourly salary, "high end" hourly salary, eligibility period for salary increase, amount of pay increase, number of individuals served, and direct service staff to consumer ratio.
Employee turnover is said by the writer to be an increasing phenomenon as with greater availability of jobs, increased ability and ambitions of people, the trend for job hopping has increased. Turnover implies employee leaving the present job voluntarily and taking up other jobs. Turnover is not resignation which involves end of employment.
The banking and financial sector has particularly been benefited by the call centre concept. The UK financial services industry has experienced series of changes since 1980s (Doukakis, 2002). Competition drove the banks to become more customer-focused and introduce
Recruitment and retention of the health care workforce are characterized by a combination of complex and time-demanding activities that occur concurrently. Lack of retention efforts increases the risk of losing experienced employees and the quality
ionals, salary inequities and lifestyle issues are some of the factors these professionals consider in terms of their choice of location and specialty (Levkoff, 2000).
The organization under study is “Texas Health Organization for Physicians” (Feldman, 2003). Texas has
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