This report analyzes the reasons for high staff turnover at MicroTech Systems and suggests effective retention strategies to retain the best talent. It also discusses the cost of employee turnover and the advantages and disadvantages of different retention methods.
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Resource &talent planning (RST) assessment activity 3 template MicroTech Systems employee turnover report Name: Word count: Introduction In this fast running world, it is determined that competitive environment is taking the wider place in each & every organisation. Because of high level of competition, of the employees are leaving their job in order to get more effective opportunities which mainly lead the high staff turnover rate. In order to retain the employees in their organisation, HR manager need to focus on the employees retention strategies so that manager can appropriately retain the best talent at their workplace(Aguenza & Som, 2018).It is analyzed theability to retain a positive &motivated employee is critical to the business survival. Employee retention raises costs &lowers morale. Implementing an effective retention programme is a good method to ensure that key employees stay on the job simultaneously maintaining &sustainingproductivity&morale.Forthisassessment,MicroTechSystem organisation is considered which is established in London. HR manager of the MicroTech Systems'analysed thatstaff turnover is higher than it should be.Company decided that set a task todevelopa financial model for allocating money to lowering staff numbers, as well as identifying &explaining why retention strategies will be mosteffective.
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Why employees leave Over the previous year, millions of people have quit their jobs owing to a lack of desire &advancement, as well as being overburdened - &harsh supervisors. A survey of 2,000 research concluded that over a fifth had quit their employment due to personal reasons in the previous 12 months, with another 22% having done so in the past 5 years. Employees leave their employment for a myriad of purposes: a nasty boss, a lack of recognition, poor business practises– the list is regrettably infinite. Examining the fundamental cause of an employee's resignation is critical. When someone joins a corporation, they do this with the goal of advancing their career. Individuals choose a company that works for in the expectation that it matches their principles, professional skills, &career goals(Bloom &et. al., 2021).There are various kind of reasons are considered by the organisation which can create various reasons in order to sustain in the organisation. Some specific reasons which mainly employees are facing such as non competitive &monetory benefits, wrong culture fit, workload, lack of motivation, lack of employment value, lack of compensation, stress &many other. Employees leave their jobs for a variety of reasons. They move throughout the nation with their husbands or partners, remain at home with parents, change occupations, find college educated professional promotions, &return to school. But they include personal events in the worker's environment from outside work; those causes are difficult for a business to address.It is analysed that Micro Tech System company employees are mainly facing some specific issue like lack of flexibility & also stress level. In context of lack of flexibility(Imran &Ayub, 2017).It is analysed that Flexible working hours &the ability to work from home are already becoming increasingly significant — particularly among younger demographics. According to research, 93 percent of the 25–34-year-olds polled said this was critical to their job satisfaction. A lack of workplace flexibility could mean limiting people' ability to take particular vacation days, not having part-time working options, or not being self - employed when required. It is also determined that stress level is also considered as the main issue which mainly bother the employees. In case of stress level,it is determined thatEmployees burn out &eventually abandon their occupations when the role, organisation, or business itself will become too demanding. Unrealistic
standards &excessive workloads are the most common causes of workplace stress, according to 38% of UK employees. Cost of employee turnover There are various factors are involved in context of the cost of the employee turnover such as hire people who have the same values as your company, allow for a variety of working hours, business pay and benefits, demonstrate superior on boarding abilities, put a strong emphasis on professional growth, enhance management and leadership capabilities, encourage a healthy work-life balance and also encourage people to participate in health and wellness programs. There are some other factors are also involved which are given below- Hiring costs It is determined that advertising a new employment opening isn't inexpensive, specifically if company just want the perfect prospect to notice it. HR manager could hire a staffing agency, which will cost you 10-20% of the annual income for the job. But keep in mind that you only have to pay if you hire someone recommended by the organization. Company might also post a job ad on the internet. The price will vary depending on the sort of advertisement you select. A 30-day employment ad on Monster will set you back £130, whilst a six-week job ad on Reed will set you back £79 (Jaseel, 2019). On boarding &training It is analyzed that company need to really have to welcoming them to company team after HR manager chosen the suitable individual. Company can send together some kind of welcome package for them that include their offer letter, copy of their contract, business benefits information, & the terms & also conditions of employment. They won't cost much to prepare for one employee, but if company ever needs to create these frequently, the expense will quickly add up.
Loss of productivity It will take time for your new employee to match the level of productivity as the individual they are replacing. To be more specific, Oxford Economics &Unum estimate that it takes 28 weeks on aggregate &costs £25,182 in lost output. Company can look for ways to save money everywhere you can. It can be interesting to look for alessexpensiverecruitingfirmoralessexpensiveapprovedtraining programme.However, the most efficient method to cut staff turnover costs is to keep hard personnel on board. Retention Strategies The volume's retention method is an attribute. The retention technique is the same for all volumes in a multivolume set. The retention technique for all data sets on a volume is the same as the retention method for the container on which they should be stored. Employee retention management entails taking intentional steps to keep personnel engaged & also focused so they choose to stay on the job &contribute fully to the company's success(Khalid &Nawab, 2018). Retention strategy Evidence it works Advantages of the method Disadvantages of the method Prioritize Work-Life Balance Gatrell,C.J., Burnett,S.B., Cooper,C.L. &Sparrow,P., 2013.Work–life balance &parenthood:A comparative reviewof definitions, equity &enrichment.Inte Increasedproductivity. Lessinstancesof sickness&absenteeism. a happier, less stressed workforce. Staff feeling valued&thattheir personaland/orfamily life is important. Damagingeffects includeahigher riskofstroke, coronaryheart disease,&mental disorders,suchas anxiety &depression.
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rnationalJournal ofmanagement reviews,15(3), pp.300-316. Improve Organizational Culture Petty,M.M., Beadles,N.A., Chapman,D.F., Lowery,C.M. &Connell,D.W., 1995. Relationships between organizational culture &organizational performance.Psyc hological Reports,76(2), pp.483-492. Aworkenvironment thatpossesses organizational culture is drivenbypurpose &clearexpectations. Thismotivates &inspires employees to be more engaged in their workduties &interactionswith others. It also leads to high levels of workforce engagement,which drivesproductivity (Mabindisa, 2014). Weak culture is an organizational culturewherethe company values are notverystrong ¬acceptedby allemployees. Weakculture results ininstability,lack of innovation, low customerfocus &evenhigh attrition. Continuous feedback on performance Kerr,N.L., Messé,L.A., Park,E.S. &Sambolec,E.J., 2005. Identifiability, performance feedback&the Köhler effect.Group Processes& Intergroup Relations,8(4), Continuous feedbackbooststhe employees to give their best. It also holds up the employees'morale,by which they remain loyal to their work &to their organization. Continuousfeedback minimizesthetime takentocompletea giventask/project.It giveswelltrained& Therearesome drawbacks,mainly related to getting a “feedbackculture” setup,&getting full employee buy- in.Takestimeto set up– Setting up acultureof continuous feedback cannot be doneovernight (Rombaut&
pp.375-390.groomedemployeesto the organization. Guerry, 2020). Conclusions According to this report, it can be conclude that the ability to retain a good &motivated employee is critical to the business survival. High staff turnover raises costs & has a negative influence on the morale of the company. Implementing an effective retention programme is a good method to ensure that key employees stay on thejobsimultaneouslybalancing&alsosustainingworkperformance.Itis determined that company need to focus on their employees and also adopt effective employees retention strategies which can helpful to improve the effectiveness.
References Aguenza, B.B. &Som, A.P.M., 2018. Motivational factors of employee retention &engagementinorganizations.InternationalJournalofAdvancesin Agriculture Sciences. Bloom, J.P., Moonsamy, P., Gartland, R.M., O'Malley, C., Tolis Jr, G., Villavicencio- Theoduloz, M.A., Burkhardt, C., Dunn, P., Sundt, T.M. &D'Alessandro, D.A., 2021. Impact of staff turnover during cardiac surgical procedures.The Journal of Thoracic &Cardiovascular Surgery,161(1), pp.139-144. Imran,S.&Ayub,R.,2017.ImpactofStaffTurnoveron EmployeesPerformance.RADSJournalofSocialSciencess&Business Management,4(1), pp.15-35. Jaseel, J., 2019.Impact of training &development on employee retention of the sales team in Vodafone at United Kingdom(Doctoral dissertation, Dublin Business School). Khalid, K. &Nawab, S., 2018. Employee participation &employee retention in view of compensation.SAGE Open,8(4), p.2158244018810067. Mabindisa,V.,2014.Impactofstaffturnoveronorganizationaleffectiveness &employee performance at the Department of Home Affairs in the Eastern Cape Province(Doctoral dissertation). Rombaut, E. &Guerry, M.A., 2020. The effectiveness of employee retention through an uplift modeling approach.International Journal of Manpower.