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Free Employee Turnover Essays and Papers

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    Employee Compensation and Turnover

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    Employee Compensation and Turnover Often, "an excessively high turnover rate compared to the industry standard is a symptom of problems within the organization" (Gomez-Mejia, Balkin & Cardy 1998). Managers must realize that "high staff turnover can prove costly, particularly to small businesses" (Oliver 1998). Strategies have to be crafted that will minimize turnover and the costs associated with it. Although strategies used to retain employees can be expensive, turnover is a cyclical problem

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    Managing Employee Retention and Turnover

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    Managing Employee Retention and Turnover Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company

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    Reducing the Cost of Employee Turnover by Managing for Retention Employee turnover and the retention of valued employees are major problems facing business in the U.S. The average turnover rate is hovering at 15%. The costs associated with that turnover can be high - generally 25 percent of the individual's annual salary. Unemployment in the United States is at a 24-year low. Employee loyalty is down. Never before has it been so critical to focus on strategies for keeping good employees. However

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    Employee Turnover

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    Turnover can be high in any organization in a range of ways, containing delivered down capability, advanced qualifying expenses, and lost data. So almost developing your resources and following loss measures are necessary to suitably organization administration. Although turnover is for the largest part perceived as an adverse, it's additionally essential to understand who is leaving – your stars or your loafers. That is the reason a much additionally uncovering metric can quantify the preferred

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    changing the way new talent is sought after and hired. In addition to recruitment issues, we should also work at fostering a better relationship with our current employees. It is hoped that improving employee relations and changing the way Microsoft does business will reduce the high employee turnover. It is also hoped that changing the way we recruit new employees we will access a new pool of candidates previously overlooked. PROBLEMS TO ADDRESS In order for us to re-invent or fix the issues Microsoft

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    challenges, retention and turnover of healthcare employees affect many organizations and should continue to be addressed. According to Nei, Anderson and Litwiller (2015), 37% of RNs plan to change employment within a year. During my practicum experience, my mentor Nikiki has verbalized that the annual voluntary turnover rate of the new employees in her department is currently is over 20% and the reasons for their resignations are mostly unknown. She stated that employee shortage causes an increased

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    Employee Turnover and Retention

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    Employee Turnover an Observation When discussing employee turnover and retention the immediate reaction is to view turnover as a negative and retention as a positive. Psychologists have been researching and documenting their findings on the subject for over 50 years, mostly focusing on why people leave organizations (Staw, 1980, p. 253). One cannot deny there are organizational costs due to an employee’s departure; however, it would be naïve not to recognize there are benefits as well. Organizations

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    The study of employee voluntary turnover is an important organizational issue that has received great attention for many decades. According to Mobley (1982), when an employee decides to leave, many effects can occur to the organization and to employees. Researchers studying turnover have identified a vast number of variables scattered throughout the turnover and work attitude literature (Griffeth, Hom & Gaertner, 2000; Maertz, & Griffeth, 2004). According to Steel (2002), most of the qualitatively

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    Crisis Communications

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    campaigns to employee turnover. In the articles that I have analyzed, I discovered many examples of crisis communications and its importance. I will discuss the Bridgestone-Firestone Corporation’s image restoration campaign and explain Benoit’s theory of image restoration. Also, I will discuss how crisis communications fits into public relations models. Two examples for discussion will be how supervisors should convey bad-news to their employees, and group communication within employee turnover. My last

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    Business Report

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    Taylor overcome some of the obstacles in their organisation in order to make there business successful. Suggestions on what you should be specifically looking at in order to make your business a success, in my view would be the try to improve employee attitudes and training for employees. I think I have covered all the points that you have given me in depth if I have not apologies on my behalf. Introduction- Aims of the Report The aim of this report is to show Helen Marsh and Brian Taylor

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