measures of effectiveness of employment relations
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Measures of Effectiveness of Employment RelationsTRANSCRIPT
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Measures of Effectiveness of
Employment Relations
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Staff turnover
• The percentage, each year of employees who leave their jobs for reasons other than dismissal, retirement, retrenchment or death
• All of the voluntary departures
• A high rate of staff turnover “can” be an indicator of poor employment relations in a business
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Quality• poor quality products are often an
indicator of poor employment relations
• Workers who feel disgruntled in their employment are less likely to strive to produce a quality product and take pride in their work
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Absenteeism• Time taken off work by employees that has
not been approved in advance by employers
• This can be a significant disruption to business as it prevents production and can result in large financial costs for the business
• Absenteeism may occur for many legitimate reasons but high absenteeism rates can also be an indicator of poor employment relations
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Disputes• Disputes usually take the form of
industrial action such as stop work meetings or strikes but can involve lock outs
• These are the most obvious indicator of employee (or employer) dissatisfaction
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Benchmarking• Occurs when a business observes
best practice in relation to other businesses in the same or a similar industry
• E.g. comparing levels of customer service, number of sales, labour productivity
• If a business is performing well below its competitors in a number of areas, this may be an indicator of poor employment relations