Impacts of HR on Employees Turnover

Group Members

Name ID

Md.Yeasir ArafatMahmudul Hasan

Masum HussainRomana Begum

Farhana Jahan LizaTahfim Ahmed Chowdhury

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Section: C, Semester: 4th Department of Business Administration

Leading University, Sylhet.

What is Employee Turnover?

The rate at which employees leave a company and are replaced by new Employees.

One of the critically challenging issues in business world.Estimated probability that employees will stay or leave the

organization.May triggered by - quits, attrition, exits, mobility,

migration, succession.

Employee Turnover Sparks

Obstacles toward achieving organizational objectives.Delay in innovation process & weak service consistency.Increasing pressure for the current employees in organization & Reflects poor organizational image.Overall bad impact on organizational performance &

effectiveness.

Types of Employee Turnover

Functional Turnover: results in the leave of poor performers.Dysfunctional Turnover: Results in the leave of high performers.

Avoidable Turnover: Triggers from controllable circumstances.

Unavoidable Circumstances:

Macro factors & the employee will.

Types of Turnover

Voluntary Turnover: Employee leaves because he leaves.Involuntary Turnover: Can be a forceturnover, result of death, sickness of the employee.Skilled Turnover: Skilled employees are going outside.Unskilled Turnover: Unskilled man force outflow.Internal & External Turnover

Factors Affecting Turnover Available Alternative Jobs: Resourcefulmarket, industry boom, high labor demand.

The Characteristics of the Job: If the job is dull in nature, high workload, highly routined.

Personality of the Employee: If the personality of the employee & the job nature is not compatible, Job lacks what the employee demands, sudden change in employees personal life.

Wrong handling of the recruitment & selection process of the employee. Unfavorable working environment.

Factors Affecting Turnover Lack of opportunity for career advancement- less hope less stability.

Inadequate training and supervision-excellence leads to excellence. Unequal wage- there is nothing likefriendship! Job involvement- interest begets performance.

Leadership- Steve Job is Steve Jobs!

Professionalism in the organization.

Relation with Productivity

Efficiency demands a certain time to be achieved.On the job training may costs a significant portion of skilled

employees natural effort.Lack of proper training from the part of the organization or

failing to absorb training things from the new employees side.

Understanding cultural symphony of an organization is a pretty long process.

Any secret treaty of an active employee with other organization may slow down the respective employees performance.

Methods of Controlling Turnover

Realistic Job Preview: Is one of the most effective elements to reduce employee turnover. It can facilitates:

Reduction of gap between employee expectations and reality.

Facilitates commitment to the choice organization.Helps effective self selection.Value orientation process.Copying efficiency.

Job Enrichment & Workspace Matters

Job Enrichment: A theory championed by Frederick Hertzberg.Handy in controlling employee turnover.Allows employee to engage with their full potential.Big people are for big stages!

Workspace Characteristics:Unique physical environment stretches impact on

employees job related behavior, environment may act as an facilitator or the contrary to the employee holding effort.

Methods of Controlling Turnover

Compensation Practices: Dissatisfaction regarding pay is one of the prime reasons of employee turnover.

Competitive pay scale must be ensured to sustain competition. Maximums of the past employee turnover records worldwide shows

payment is a big concern. High Involvement in Work: May facilitates employee retention. High investment in job involvementEnsures higher employee enthusiasm.

Methods of Controlling Turnovers Socialization Practices: Very crucial to make the newcomers feel home. Initial periods poses greater vulnerability toward employee holding

efforts. Basic reason of untimely resignation of the employees is weak

socialization process. Significant socialization practices involves: On site orientations, off site residence. New recruits & senior co-workers. Peers/ supervisors. Social/recreation. Business trips.

Causes to Turnover

1) Healthy Salary Structure.2) Poor Management.3) Unfavorable Job Location.4) Availability of Alternatives.5) Job Insecurity.6) Job Dissatisfaction.7) Heavy Workload.8) Less Space for Work-Life Balance.

Factors that Facilitates Retention

1) Job Security.2) Pension Plan.3) Favorable Job Location.4) Competitive Salary Structure.5) Proper Training & Development Opportunity.6) Proper Performance Management.7) Space for Comfortable Work-Life Balance.8) Sound Working Environment.

The ConclusionChain of the overall argument…

Thank You!