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Impact of Human Resource Management on Staff Turnover

   

Added on  2021-06-17

18 Pages2969 Words27 Views
Leadership ManagementProfessional Development
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Surname 1IMPACT OF HUMAN RESOURCES MANAGEMENT ON STAFFTURNOVER AND HOW CAN IT BE CONTROLLED[Your name, Student ID and Program here]
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1ContentsIntroduction....................................................................................................1Results............................................................................................................3Discussion.......................................................................................................4Conclusion......................................................................................................5References......................................................................................................6Appendices.....................................................................................................7
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[HR MANAGEMENT]IntroductionWhen personnel leave the entity, the consequences end up being severe for the organization. This is because in the process, direct financial expenses forselection and recruitment processes have to be incurred, as well as appointment, training, and adaptation of the newcomers into the organization (Begin, 2011). Hidden costs will also be incurred, ranging fromdecreased productivity and missed opportunities. The purpose of this paper is to discuss the impact of a wide range of human resource practices in organizations. The focus is on employee turnover, which is measured by theinclination to leave the organization. The focus is on the contemporary environment in business, which is characterized by the very scarce labour market and unlimited resources (Abelson & Baysinger, 2014). Competition cannot also be shunned, as it is a determinant of the practices which are embraced in different entities. Also, recommendations on what should be done by the human resource management to retain personnel have also beenprovided (Adison & Portugal, 2009). 1
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[HR MANAGEMENT]ResultsBased on assessment from different organizations, the results prove that in most cases, personnel have no desire to leave their present workplaces. However, 45% of the personnel and 30% of those holding administrative positions are categorical that they will not leave (Arnold & Feldman, 2012). The rest are not sure and show hesitation in their attitude. The inclination to leave the workplace results from some reaction which is based on the different behaviours from different aspects of the organization. The employees in the organizations used for the assessment are keen to take up the ‘searching behaviour' which constitutes 70%, that commonly spend theirtime analysing advertisements., as compared to 10% of workers who are generally satisfied with their workspace and position in the organization (Arthur, 2012). Table 1: the inclination to leave2
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