Human Resource Management: Employee Turnover and Retention Report

This report examines the critical aspects of employee turnover and retention within the context of Human Resource Management (HRM). It begins with an introduction outlining the significance of HRM in fostering long-term employee relationships and mitigating turnover. The report then summarizes and compares academic journal articles and business publications, highlighting key factors influencing employee retention, such as employee participation, job embeddedness, work engagement, and company culture. The analysis further incorporates practitioner perspectives from HR managers at Ryman Healthcare and Christchurch City Council, providing real-world insights into effective strategies. These perspectives emphasize the importance of leadership development, training, recruitment processes, and understanding employee needs and expectations. The report concludes by synthesizing these findings, underscoring the importance of a multifaceted approach to employee retention that includes fostering employee loyalty, providing growth opportunities, creating a supportive work environment, and aligning recruitment with company culture. The study emphasizes that employee retention starts from recruitment, and the need for companies to focus on employee engagement and satisfaction.

Human Resource
Management

Table of Contents
1. Title:- Turnover and employee retention.....................................................................................1
2. Introduction..................................................................................................................................1
3. Academic journal and practitioner article summary....................................................................1
Academic journal article summary.............................................................................................1
Business or practitioner article summary....................................................................................2
Comparison.................................................................................................................................3
4. Practitioner perspectives..............................................................................................................4
Comparison with article..............................................................................................................6
5. CONCLUSION............................................................................................................................6
REFERENCES................................................................................................................................8

1. Title:- Turnover and employee retention
2. Introduction
Human resource management is refers to as a process of managing people and resources
within the organisation in a manner that support in achieving competitive edge. Proper
management of human resources plays a crucial role in maintaining a long term relation with
employees that support in keeping them retained. This report focuses over identifying the role of
human resources management in employee turnover and its retention. For identifying this,
academical and business articles are being reviewed in order to provide its summary and then
comparing them to develop better understanding. In addition to this the information gathered
from this will then compared with the perspective of practitioners to gather accurate information.
3. Academic journal and practitioner article summary
Academic journal article summary
As per the article presented by Komal Khalid, Samina Nawab, 2018, it has been stated
that in this dynamic environment the implementation and formulation of traditional human
resources management strategies as well as practices are not enough to retain workforce for
longer duration. The employee retention is considered as the heart that work toward the
organisational success. It is a kind of process in which employees are mainly encouraged to
remain employed within the organisation for longer period of time until it become able to
accomplish its objective. The employees retention strategy adopted by an organisation involves
two fold practices where at one end it help in reducing the employee turnover and on the other
side it contribute toward reducing the associated expenses related with the training, hiring as well
as orientation of employees. Hence the main aim of human resources management behind
implementation of employee retention strategy is to keep the employees loyal up to the time
they stay within the organisation. In addition to this it is also specified by author that key factors
like autonomy, career aspiration, delegation, cooperative or supportive working environment and
involvement support in achieving employee retention. The employees retention can only be
achieved with the help of employees participation which can be either direct or indirect that
serves over various structural and operational properties leading to the multiple outcome which
is represented through this study by presenting relationship between employee participation and
employee retention.
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On the other side as per the article presented by Ndayiziveyi Takawira, Melinde Coetzee
and Dries Schreuder, it had been found that the employees turnover has been increased due to
increase in competition in market. This is because the world economy is rapidly becoming higher
knowledge driven and intellectual capital which support in proper management of human
resources that brings up competitive advantage to an organisation. As the competition increase in
the market due to technology or advanced knowledge companies are pressurising its employees
to work with more efficiency and high quality to achieve competitive advantage which
somewhat increasing the employees turnover. Hence the interest of human resources
management is more toward the psychological variables like job embeddedness as well as work
engagement that contribute toward retaining employees. By performing investigation over this it
has been found that employees engagement toward their work with motivation help them in
keeping bind with their job roles and responsibilities which they have toward the organisation.
This in turn it help in reducing the employee turnover rate by keeping the staff members satisfied
with their work.
Business or practitioner article summary
As per the article presented by John Pierce, 2019, on Forbes it has been found that the
employee retention has now become a major part of strategy or planning within each business.
This is so because an organisation with higher retention rate not only become able to save money
in term of recruitment but it also become able to present a better performance, quality of work
and productivity. The main reason behind the employees leaving their job is a mismatch between
the interests and talent, lack of growth opportunity, insufficient feedback and support. Hence the
employee retention is based more in culture of the company rather than salary as money only
help in attracting candidate but to keep them engaged in better practices employee satisfaction is
crucial. In order to retain its employees for longer duration, companies required to focus on their
recruitment process as retention start from the day when an employee get hired. An individual
who have the capability to get fit into a culture is vital for reducing turnover. For this a company
must try to identify the basic aspects that it want to be involved in its company's culture and then
try to recruit employees that fit in this criteria so that they stay with the organisation for longer
time period. This will support in keeping employees satisfied with their job and organisation as
well in order to direct their efforts toward accomplishment of organisational goals and
objectives.
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The article presented by Rachel Muller-Heyndyk, 2018, is based on findings of Cascade's
survey which was performed over 447 HR directors among them 44% said that the biggest
hurdle in future will be engagement of employees followed by staff retention (36%), recruitment
(33%) and succession or planning (26%). From these figures it has been identified that employee
engagement is now become the top concern of HR as this issues increase the rate of other
problems in front of company. When the employee engagement goes down the turnover rises up
and the retention rate of employees get lower down. Their are several reasons through which the
employee engagement get reduced but the main reason is that the managers are being asked to
perform too much but sometimes they don't get able to focus on leading their team. In addition to
this they put more emphasis in being place work over employees individually instead of proper
management of team. Apart from this there are sometimes too much focuses put over the
efficiency of work rather then rewarding efforts which reduces the morale of employees to work
effectively as it increases the burden of employees without any kind of appreciation. But these
issues can be removed by the personal fulfilment of employee's need and expectation toward the
company. The employees engagement can be achieved by developing a proper understanding
regarding the psychological impact that a job have over the individuals. This is so because by
understanding the psychological of employees it become easier for the manager to develop
strategies accordingly that support in fulfilling their need and expectation. This fulfilment of
employees need will further motivate them to remain engaged in their work for longer duration
for supporting an organisation to achieve their set goals and objectives.
Comparison
By evaluating the academical as well as business articles it has been found that
employees retention is one of the major concern on which companies put more emphasis now a
days in order to keep their skilled employees engaged with organisational and retained for longer
duration. As per the information provided by Rachel Muller-Heyndyk, 2018, the employee
retention can be achieved by developing an understanding toward the psychological persepective
of employees to determine and fulfil their need or wants. This support in keeping them motivated
toward their work. On the other side the article presented by Komal Khalid, Samina Nawab,
2018, It has been specified that the employees retention can be achieved by developing the
loyalty among the employees toward organisation that support in keeping engaged within the
operations of organisation. There are certain key factors like career aspiration, delegation,
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cooperative or supportive working environment, autonomy and involvement that support in
employees retention. This is so because by delegation of authorities and getting support from the
colleagues the employees become able to achieve self motivation which pushes them to work
toward improvement of their practices. But as per the article presented by John Pierce, 2019, it
has been stated that for keeping employees engaged with company, the recruitment process must
be improved by setting up the criteria of candidate selection as per their capability to get adjusted
with the culture of organisation.
4. Practitioner perspectives
As per the view point of Janine Lipsys, who is working as HR manager is Ryman
Healthcare stated that an organisation is form up with people and it is crucial to keep them
satisfied with their work assigned to them and environment in which they work. But it is harder
to manage as the employees satisfaction relays on fulfilment of their expectation towards
organisation. This is the main reason where turnover is increasing but to deal with this the
Ryman healthcare organisation emphasizes on providing effective leadership and regular training
to employees so that they would be able to learn and grow at the same time. The regular
development opportunity support an organisation to reduce its employees turnover as with this
employees be able to achieve that they want. In addition to this, company focuses more on hiring
employees that are having effective soft skills so that it become easier for them to get adoptable
with the culture and maintain a good relationship with the other colleagues or staff members.
This in turn support in maintain a positive working environment where employees get support
and a mean to social gathering which creates their interest to work together.
Despite of this in order to retain employees company focuses toward fulfilling the basic
recognition need of employees by remunerating and rewarding them effectively according to the
effort given by them to complete the work effectively. In addition to company also work toward
social benefits by looking after the groups within society, performing activities to improve the
life of village side peoples. This support in keeping employees retain as people like to work with
the company which involve in such good practices as the main focus of this organisation is to
create value among its stakeholders. Despite of all this for keeping employees satisfied with the
organisation practices there is a team of 35 people involve sections like recruitment, payroll,
people development etc. which all work toward creating a high skilled workforces by ensuring
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their overall development and satisfaction of need to keep them retained within organisation for
years.
On other side as per the view point of Jillian Jones, HR manager of Christchurch city
council that in order to manage employees effectively it is crucial for an organisation to
determine what is important for the employees and what policies to be created in order to keep
them satisfied. In order to create a workforce that stay with the organisation for longer,
Christchurch city council focuses toward hiring staff members usually from universities or
colleges so that they would be able to start their career along with studies. In addition to this it
also provide summer training or internship programs for the employees in order to provide them
development opportunities and by enhancing the skills or capabilities of individual company
focuses toward regularly upgrading them and preparing them for future job roles in the company.
This in turn enhance the loyalty of employees toward the organisation which help in keeping
them stay with the company for longer duration. The organisation put more emphasise over
investing on leadership and training programs in order to provide development opportunities to
employees. This in turn support employees to simplify their work by learning the easier way to
perform them which reduces the work pressure of employees and keep them satisfied with their
job. In order to reduce the employees turnover within the organisation, the Christchurch city
council mainly focuses on taking exit interview of employees in order to determine their
experience, reason behind leaving the organisation and areas that require improvement in order
to reduce the turnover ratio of the company. For keeping the employees retain for longer
duration, company focuses toward providing the development opportunity and provide flexible
working arrangement so that they work with more comfort. These all contribute toward
satisfying the employees with their job role which in turn help in retaining them for longer
duration.
According to Laura Miles, an organisation must focuses toward retaining its employees
as increase in turnover affect the operation as well as cost of company by increasing the expenses
in term of recruitment, training and professional development. The employees turnover can be
reduce by performing such activities in the organisation that create a fun environment so that
employees can feel relax and comfortable while working. In order to provide a better working
environment company focuses toward providing the reward and remuneration over the better
performance of employees. In addition to this, the company perform its operations 24/7 but in
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order gain maximum productivity it provide options to employees for choosing their comfortable
shifts. Despite of this they also get 4 days working and 4 days off which support them in staying
relaxed and energetic toward their work. These all contribute toward keeping employees satisfied
with their work and organisational environment as they enjoy working which in turn reduce the
chances of increasing turnover. In order to retain the employees for longer it is very crucial for
an organisation to provide its employees with several benefit of like health insurance, required
leaves and additional day off as per the situation in business. These all efforts support in keeping
employees motivated toward their work and hence contribute toward earning higher retention
rate to employees.
Comparison with article
After analysing the information gathered from articles and Practitioner perspectives it has
been identified that employees retention can be achieved by keeping employees motivated
toward their work. As per the view point of John Pierce, 2019, company must focuses toward
improving the recruitment process and try to hire employees that are reliable, talented and have
the capability to get adjusted with the environment. But on other side as per the Jillian Jones,
leaders must try to identify what an employees want from the organisation. In addition to this
there must be higher job administration to control the work performed by employees by working
on ground level to identify the issues they are having so that it can be resolved in quick manner.
According to Komal Khalid, Samina Nawab, 2018 the employees turnover can be reduced by
engaging them more in organisation practices and in addition to this as per Janine Lipsys,
employees must be supported with regular training and development program for keeping
employees engaged in learning and implementing skills in organisation. From all this evaluation
it has been found that by having regular interaction and providing development opportunities to
employees it become easier for an organisation to not only retain them but also improve the
organisation performance.
5. CONCLUSION
From the above mentioned information it can be summarised that proper human resource
management support an organisation in formulating effective strategies to work in a manner that
contribute toward increasing the employee retention within the organisation. The employee
retention support an organisation in enhancing its productivity as well as capability to deal with
the competition present in market by maintaining a high skilled workforce. This retention in turn
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also contribute toward reducing the employee turnover ratio which saves the cost and time of the
company at the same time.
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REFERENCES
Books & Journals
Khalid, K. and Nawab, S., 2018. Employee participation and employee retention in view of
compensation. SAGE Open. 8(4). p.2158244018810067.
Takawira, N., Coetzee, M. and Schreuder, D., 2014. Job embeddedness, work engagement and
turnover intention of staff in a higher education institution: An exploratory study. SA
Journal of Human Resource Management. 12(1). pp.1-10.
Business or practitioner article summary
Muller-Heyndyk. R. 2018. Employee engagement biggest obstacle for 2018. [Online] Available
through: <https://www.hrmagazine.co.uk/article-details/employee-engagement-biggest-
obstacle-for-2018>./
Pierce. J. 2019. Minimizing Employee Turnover In A Changing Workforce. [Online] Available
through:<https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/09/05/
minimizing-employee-turnover-in-a-changing-workforce/#22dcc67d3884>./
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