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Dependent Variables in the Management of Employee Turnover and Skills Retention

   

Added on  2021-06-17

6 Pages924 Words476 Views
Running head: Academic and Business Research 1Academic and Business ResearchbyCourse:Tutor:University:Department:Date:

Academic and Business Research 2Table of ContentsDependent Variables..................................................................................................................3Independent Variables................................................................................................................3Measurement of Variables.........................................................................................................4Other significant Variables........................................................................................................5References..................................................................................................................................6

Academic and Business Research 3Dependent Variables The dependent variables identified in the study include employee turnover and skill retention by the management for the objective of attaining corporate goals. Employee turnover is the rate at which employees leave an organization and are replaced by others. The study examined employee turnover data using four classes of skills namely the management, skilledtrade staffs, intermediate skills and elementary skills. Skill retention is defined as the point to which an entity has uninterrupted access to the workforce skills which the management regards as crucial to the accomplishment of the organization’s long-term objectives. Independent VariablesThese are used to describe the determinants of the staff turnover and long-term skill retention.The independent variables have been categorized into four classes namely human resource management (HRM) practices, market/organizational features, high-performance work system practices (HPWSP), and training practices. Human resource management practices have been defined as a coordinated method towards the management of employees for effective job performance. The practices comprise of all areas that impact the workforce such as their health. Some of the HRM practices considered in the study include selection and recruitment, compensation, career planning, work time among others.Market or Organizational Characteristics are those which relate to the nature of the market environment in which enterprises operate in addition to any exceptional corporate features that are appropriate to the retention of skills. The characteristics include corporate life cycle phase and invention, competitiveness, level of unionization and market and technological turbulence.

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