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Reviewing The Literature On The Employee Turnover Q & A

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Reviewing The Literature On The Employee Turnover

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What was the main idea the author shared with the audience? 

According to the view of the author, the employee turnover rate is an essential area of consideration by an organization for getting long-term value. It has been effectively shared that the increase in the turnover rate of employees shows the inefficiency in the process of people management (Ahmad, 2018). It also shows some curial areas such as values and motivation of employees to gain effective retention. 

What are some themes mentioned in the articles? 

I have found that there are some curial themes mentioned in the article such as a way to calculate the turnover rate of employees, the impact of the increased turnover rate in an organization, the effectiveness of workplace motivation, investment in the learning process, and development of employees and others (Ahmad, 2018).

What are some key concepts mentioned in the articles?

Based on the article, I have found that that it has been mentioned about the concept of people management is related to the hiring of employees, minimizing attrition rate, developing employees, motivating employees, performance appraisal, and others. This concept shows that the people management function highly interrelates with other functional areas of the organization, therefore, inefficiency in this function can impact other functional goals including – operation, marketing, and finance (Chiat and Panatik, 2019). This concept shows mainly represents that an HR professional must of effective leadership ability for controlling different important functions properly.

What do we learn from these articles? 

I have learned from this article that it is an essential task of an HR professional manager to evaluate the current condition regarding employees' behavior towards the organization. In this aspect, I have observed that a strategic HR plan regarding reviewing the process and setting effective motivators such as rewards and recognition can assist in giving proper encouragement to employees (Dwesini, N2019). I have also learned that this strategy can help an organization in meeting its internal objective regarding getting excellent performance from the employees. I have also found that it is an essential task of a company to position stronger value for employees by attracting talented people and holding them for a long time. In this dimension, I have recognized that inefficiency in people management can resist an organization from meeting cost control goals.

Why should we use these concepts in building and sourcing capabilities? 

I have found based on the HRM function that it is a curial task to make a proper strategy regarding the sourcing of the right employees of capabilities within the organization to meet different organizational goals. I have found that based on designing a strategy of recruiting employees from internal as well as external sources, can be achieved good efficiency in the process of employee hiring and that can result in minimizing attrition rate.

What has the author done well? 

I have found that the author has shared some curial strategies for solving the problem of increased employee turnover rate. In this aspect, it has been shown that effective consideration of policy and system change can help minimize employee attrition rate (Stamolampros et al. 2019). It has been shown that it can be derived employees attrition rate by dividing total termination or employees leaving the organization by the total number of employees available from the starting period. This measurement can help in making policy changes toward meeting the interests of people along with the organization.

How can the practices mentioned in the assignment be used in the real world? 

I have observed that the practices related to HR functions can be applied in the real world. It has been mentioned about the practice of work motivation and this practice can also be applied on the personal level for building an effective relationship with people and considering the close people's interests and expectations (Dwesini, 2019).

References

  • Ahmad, A., 2018. The relationship among job characteristics organizational commitment and employee turnover intentions: A reciprocation perspective. Journal of Work-Applied Management.
  • Chiat, L.C. and Panatik, S.A., 2019. Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: A systematic literature review. Journal of Research in Psychology1(2), pp.10-15.
  • Dwesini, N.F., 2019. Causes and prevention of high employee turnover within the hospitality industry: A literature review. African Journal of Hospitality, Tourism and Leisure8(3), pp.1-15.
  • Stamolampros, P., Korfiatis, N., Chalvatzis, K. and Buhalis, D., 2019. Job satisfaction and employee turnover determinants in high contact services: Insights from Employees’ Online reviews. Tourism Management75, pp.130-147.
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