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Introduction to Human Resource Management (Doc) | Assignment

   

Added on  2020-04-01

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Running Head: INTRODUCTION TO HUMAN RESOURCES MANAGEMENT 1The problems of Voluntary turnover and the strategies organizations should take tomaintain their employees.IntroductionA work relationship should maintain mutual agreement and interests to the parties involved at alltimes. These healthy interactions between the stakeholders ensure for a long term association in aplace of work with less problems. However, sometimes an employee might decide to terminate his or her association with a certain organization for different reasons, which is called voluntary turnover. There are different reasons that could motivate an employee to voluntarily turnover, including dissatisfaction at work or better chances outside. In the event that an employee has left his duties out of good will, then it leaves the organization with some impact (Tanova 2008). Employee turnover is a trend that has resulted in negative impacts to the organization affected. An organization ends up facing increased expenditure, difficult in handling and developing new employees, a negative brand image and overall reduced performance. The success of an organization fully depends on its employees to deliver great services in consideration to their skills and experiences. Companies with focused and contented workers perform better because they give employees are able to give their best at work. Success comes when all the parties are getting what they need to motivate them towards achieving the goals of an organization (Crossley 2007). An organization usually needs to improve its employee strategies and programs to the extent that they can maintain their most valuable workers. Some of the ways to ensure long term working relationships with employees is to recruit the right team,

INTRODUCTION TO HUMAN RESOURCES MANAGEMENT2putting more consideration into the benefits and considerations of employees, offer rewards for good work done, create new opportunities for growth and offer a positive working environment.

INTRODUCTION TO HUMAN RESOURCES MANAGEMENT3Reasons for voluntary turnoveri.Mismatch of skills and jobPeople do not always get the jobs they had wished for in their dreams and career development. When such like a situation occurs, people might find themselves in need for career change and hence end up quitting their jobs and terminating their contracts before maturity. Some of the main reasons that might lead to such like actions include a mismatch between the job requirements and the skills and experiences of an employee (Zimmerman 2009.). An individual might have the required skills and knowledge in the sales and marketing sector but then acquire aposition in the information technology department. He or she might be trained on the new job and get the basics but his or her skills lies somewhere else. Only an employee trained in a certainsector can deal with complex situations when they occur in the process of operation[ CITATION Stu05 \l 1033 ]. It is therefore challenging and stressful for one to hold the wrong position which might later on lead to turnover. In case a job that covers that employee specialty, they will not hesitate to quite their current job and enter into their field. ii.Organization’s progressStagnant growth of a company might lead to some employees opting to go look for opportunities elsewhere in the name of new opportunities and openings. The major purpose of the human resource department is to ensure that the company can improve its current state and advance. If an organization stays in the same position for years, then the employees usually feel less motivated. They want to see ne project coming up, new clients, new opportunities and exposure for them. If there are no such developments, then it is easier for them to opt for other options thatgive them a better chance to do more. Organizational instability also closely relates in this case

INTRODUCTION TO HUMAN RESOURCES MANAGEMENT4as everyone wants to feel safe with their source of income and career path (Lee 2004. ). If an organization shows some signs of failure like unable to pay debts and make good profits, then employees will look for jobs in a more secure environment. iii.ManagementPoor management is also one of the reasons that lead to instability in the human resource department. If the leadership of the organization is less focused on the needs of its employees, then it is difficult to keep them on track (Nelson 2012). A worker feels comfortable and satisfied if the management system emphasizes on activities that develop his or her ability to produce better. Some of the issues lacking in the organization might be less focus on employee motivation activities. An organization might get stuck focusing on external issues like the marketand end up neglecting their employee management programs. At this moment, employees starts feeling neglected and may consider options offered to them in other organizations or field as well. The workload might just be too much for an employee to handle making them move so as to balance their lives with work. Sometimes companies are faced with crises in such a way that they have limited time and a lot of duties to perform (Miller 2006). In this situation, they end up overloading their current workers because of escaping hiring costs. Since there may not be allowances in addition to the work, then some employees might feel overworked and decide to leave. These reasons and many others encourage employees quit their jobs in search for better and more fulfilling opportunities.

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