...------------------------------------------------- 5.1 Employee Turnover Employee turnover can be simply defined as the action of employees moving from one place to another in the labor market. The move or the rotation can be either between companies, occupations and professions. Or it also can be between being without a job and employment. Employee turnover can have a tremendous impact on any organization and that needs special attention. High employee attrition is one of the most expensive and sometimes an intractable human resource challenge which almost all organizations face today. Turnover is a major issue for any kind of organizations, regardless of its size, industry, geography. It is important for any organization to have or maintain a steady throughput to maintain organizations skilled workforce. Majority of the time, the rate of employee turnover is very difficult to control. There are numerous aspects that affect turnover. The employee turnover can be mainly classified in to two: Functional and Dysfunctional Turnover. 1. Functional Turnover Functional turnover happens when the people or the employees who are leaving the company, are employees who are performing under the desired accomplishments or poor performers. 2. Dysfunctional Turnover Dysfunctional turnover is the totally the opposed of functional turn over. Dysfunctional turnover occurs when the experiences, skillful or the good performance leave the organization due to various reasons, which can...
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...High employee turnover/ Low Retention Low employee retention is caused by several factors and not many businesses are immune. High turnover rates not only reflect badly on a business but are very costly. A 2012 study showed that it cost 1/5th an employees’ salary to replace them("What Are The Causes Of High Labor Turn Over Rate?", 2014). Costs such as advertising, recruiting, screening and hiring effect the bottom-line of every company. Low retention rates attribute to employee satisfaction, pay and geographical issues. Communication problems within an organization remains one of the top reasons for employee dissatisfaction ("What Are The Causes Of High Labor Turn Over Rate?", 2014). . Poor leadership and communication skills effect an employees’ ability to perform and or feel appreciated for the work that they do. Pay commensurate with experience and cost of living is equally important to job seekers in addition to a work life balance. An employee should be seen as an investment within a company. Adequate pay, training, benefits and advancement opportunities result in a more productive employee who is more likely to remain loyal to their company. Finding a solution a high employee turnover and low retention rate holds great significance. A high employee turnover and low retention rate negatively impacts an organization in a few ways. Low morale can be a result of high employee turnover which can lead to a decrease of productivity. Financially...
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...Higher employee turn-over rate at 30 percent from the previous 10 percent. OBJECTIVES 1. To give Rasmussen a fair and deserving evaluation, commending his strengths and pointing his weaknesses. 2. To reduce subscribers complaints on in-accurate information. 3. To improve employee morale and lower the turn-over rate. 4. To continue on cost cutting measures. ANALYSIS Internal Factors Management -the management wanted the customer service department to cut on cost and implement efficiency oriented systems. Technology The use of software that generates automated work schedules is more efficient and effective than the flexible scheduling used by Gustafson. Leadership Rasmussen is a job-oriented leader, trying to impress his bosses by seeing to it that the tasks given to him, bringing cost under control, are attained. Maybe as a new graduate, he may be knowledgeable in business process applications but he may also lack some subordinate handling experiences, which by the way he could learn as he go on. Employees The employees’ morale was spiraling downward and the turnover rate is at 30 percent and climbing. Maybe they felt more pressured with the new systems implemented on their department and the reasons for doing those changes may have not been communicated properly to them. External Factors Customers More complaints are coming from customers about inaccurate information from inexperienced representatives. Labor Market The typical turn-over rate...
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...Question 1: Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. The Selection process within most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender for the job based on the needs of each individual business, which fall sole on the premise of employee selection. Outback Steakhouse has integrated a defined selection process for hourly and management workers that will help Is this essay helpful? Join OPPapers to read more and access more than 550,000 just like it! GET BETTER GRADES hire and retain people to successfully run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications rigorously, then select the most competent centered on its objective by choosing employees who are willing to adapt to the culture, vision, values and beliefs of Outback Steakhouse. And it does allow them to employ people that appreciate the value of teamwork,...
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...and Processes Agencies are only as good as the people who make up their staffs and it is a matter of time before Zimmerman Advertising finds itself without a willing and able employee staff. The agency is run like a sweat shop and management makes it seem at times as if you owe loyalty and should be proud to be part of the “Zimmermite” colt. This agency is primarily known because of its creative and statistic research before and after the marketing campaign is rolled out on any of the agency’s over 300 retail and automotive accounts. Sadly, this agency grew from a three person hole in the wall to a multi-billion dollar agency in a short 15 year span and management had great ideas for business growth. However, it failed at implementing a strategy for office growth. With this lack in interdepartmental communication, communication, and accountability employees are constantly unhappy and stressed in their work environment. These feelings of low morale and dissatisfaction will be reflected in the productivity of the department, as well as the amount of turn over within a department. Employees who don’t feel some motivation, satisfaction, or sense of loyalty from their employers will not be productive for that employer. These conditions bring loses to the company in the form of high employee turn-over, which in return affects the company’s reliability since it will be continuously bringing in and...
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...Case 2 Yakka Pty. Ltd. Brief background of the case study: This case tells us about the Information technology service firm (Yakka Tech Pty. Ltd.) This firm provides I.T services throughout Australia and New Zealand. Basically, this firm install and upgrades enterprise software systems and related hardware on the client’s sites. To provide all these services it employees 1500 people. It has customer service division that consist of four customer contact centres serving clients within each region. Each customer service centre consists of half- dozen departments representing functional specialisations and a single department consist of more than two dozen employees. Over last five years time period Yakka tech’s customer service business has nearly doubled. But this growth not only brought positive aspects to the company, rather brought various negative consequences such as, increased customer complaints regarding poor customer services, in-enthusiastic response from the employees, conflict between employees of various departments, increased number of employee’s resignation. This not only increased the labour costs but it also showed direct impact in terms of productivity of the employees. Due to these negative consequences Yakka tech decided to increase the pay rate and keep the employees. Moreover, they also offered a share of profit with employees if they work more than two years for the company. This reduced the resignation of the employees, whatsoever, customers complaints...
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...Wal-Mart is a family owned business that was founded by Sam Walton on July 02, 1962 in Rogers, Arkansas. It is the nation largest retail discount store in the world with 4,500 stores in the United States and more than 10,150 worldwide. Within five years of being in business, the company expanded to 24 stores ringing up 12.7 million in assets. In 1969, Wal-Mart officially became incorporated as Wal-Mart Stores, Inc and became a publicly traded company in 1970 (www.corporate.walmart.com, 2012). Wal-Mart Stores, Inc. focused on the growth and expansion of the corporation, which is called a growth strategy (DeNisi, 2012), and they opened their first distribution center and home office in Bentonville, Arkansas. In 1972, they were listed on the New York Stock Exchange and with 51 stores their recorded sales was $78 million. By 1980, Wal-Mart reached $1 billion in annual sales with 276 stores and 21,000 employed associates. Continuing with the growth strategy, Wal-Mart opened the first Sam’s Club in Midwest City, Oklahoma and with sales steadily increasing they celebrated its first 100 billion sales year in 1997 (www.corporate.walmart.com, 2012). Wal-Mart rich heritage define who they are and what they do today. Due to their innovative thinking, leadership through service and commitment to saving their customers money so they can live better have made the business what they are today and are shaping the future of the company (www.corporate.walmart.com, 2012). Since the first...
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...present the resort is planning to expand to include additional room and other amenities. However for the past years, the resort experiences fast turn-over of staff started when the President of the employees Union resigned. Is it possible for the resort to pursue its plan? Help! I. POINT OF VIEW As an analyst II.OBJECTIVES * know if the resort can pursue the plan of expansion * to give recommendation III.CASE FACTS a) Fast turn-over of employees b) President of the Union resigned IV.STATEMENT OF THE PROBLEMS How the resorts pursue its plan? V.STATEMENT OF ALTERNATVES a) Improving the work environment b) Improving HR practices c) Organizing for employee retention VI.SELECTING BEST ALTERNATIVES Improving the work environment VII.CONCLUSION In the world of business, the high rate of employee turn-over can be a significant problem. Economic research suggest that for some industries it can cost up to one-fifth of an employee’s annual salary to find, train and hire a suitable replacement. If turn rates are too high, this represents a significance sunk cost for the company that can be recouped. VIII.ACTION PLAN By improving the environment at work by means of paying more, offer potential for advancement, rebalance the work load, offer competitive benefits, encourage friendly employee relationships, trust your employee’s with responsibility and ensuring that the company is optimally-organized, it’s possible to keep turnover at...
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...as well as how they are stored. One of the HR function’s main priorities are to track existing employee data. HR should focus on both business results and human capital improvement. In order for a company to potentially drive workflow, report accurately on the staff and sometimes even demonstrate the value of a team’s existence, HR has to have a good understanding of the data requirements, but also have a good system to capture and track this data. It is also important to understand how this data can support the business objectives. HR personnel need to ensure they’re capturing relevant and correct information and using the output as effectively as possible. Companies would collect data to * Ensure they comply with employment legislation * Use it as a tool to manage and meet business objectives A company will monitor a number of elements such as, but not limited to : * Equal pay * Absence management Why would a company need to store data such as Minimum wage A company would to need store information about salary and in particular minimum wage to ensure they can report to Her Majesty’s Revenue & Customs (HMRC) that they are compliant with the legislation surrounding minimum wage. HMRC can request information at any time on how many people are employed, what their wages are and how they are paid, what they have been paid over a number of years and how many hours they have worked. The working time regulations and national minimum...
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...percentages of late performance evaluations for several departments within the county with late performance evaluations could cause several problems. First, they affect employee motivation when employees are waiting on evaluations to be completed for pay raises. This, in turn, may affect morale, productivity, and turn-over rates. The evaluation of employees’ job performance is an important personnel function and is critically important to the organization. Appraisals give the employees an opportunity to contemplate their performance at work. It is the time when employees look forward to a raise in the salary and a promotion. For the managers, appraisals are about reviewing the past performance of their employees and providing them with feedback along with some tips to improve. Performance appraisal is the means by which the work performance of employees is evaluated. Employee performance is assessed in terms of the quality and quantity of work he/she has put in. It is calculated in terms of the time and efforts contributed by the employees in achieving an assigned task. Reviews of employee performance taken within an organization are known as performance or employee appraisals. They aim at analyzing employee performance, identifying their potential and inabilities, in order to determine the employee training needs. They also aim at taking decisions about salary revisions and promotions of employees. Ideally, a performance appraisal should give way for an open communication...
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...assets of company wastefully, carelessly, irresponsibly or stealing. * Any loss or damage the assets of company is caused by squandering, careless and irresponsibility or theft is disciplined. The employee is forced paying compensation and prosecuted in court in serious cases according to law. * The employee does not bring documents, books, specimens, supplies, machinery and equipment of the company out of the construction site, except with having the agreement of the Head of Department and announce to record tracking. * When there is no demand to use or when employee quits, the employee must be handed over the assets of company. Article 18: Awareness of thrift and anti-wastefulness * Absolutely do not use the telephone of company for personal purposes. In case, hearing the personal call by the telephone of company does not affect other important calls of company. Using the telephone for working must be reasonable, concise, and save enough to convey or handle work. * Only use the printer, copier, scanner, ... for the work of the company. Use of assets of company in save way while ensuring the job done well is priority. * Turn off electrical devices (computers, printers, lighting, air- conditioner, ...) in the office at the end of working hours. * Turn off appliances (lights, television, ...) when there is no demand. * Forbidden using assets wastefully, lack of responsibility with the protection...
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...taken seriously to be effective for the employee and the employer. The main benefits that can result from a well performed performance appraisal is increased communication, understanding employees goals, and that it provides an opportunity for the employee to learn about what they are doing well, and where they can improve. “An effective appraisal may not only eliminate behavior and work-quality problems, it can motivate an employee to contribute more” (Bigelow, 2014). Overall this reflects well on the employee because it provides them with clear direction in where they need to be headed as far as organizational goals and personal goals are concerned. In addition it provides the employee with an understanding of their personal strengths and weaknesses as well as what their role is in the organization. Appraisals offer designated time where the employee and their supervisor are able to communicate and create a common ground for the both of them to know where each person is coming from. This in turn benefits the employer because the employee then knows the path they are on and how they can improve themselves or keep up the hard work they are already doing for the company. Appraisals when delivered well provide the employer the opportunity to recognize the employee for any achievements. This strengthens the employee-company relationship substantially. Having a designated time to review each individual and what is expected allows the employee to have self-worth. “If done effectively...
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...What is "labour turnover"? Labour turnover refers to the movement of employees in and out of a business. However, the term is commonly used to refer only to ‘wastage’ or the number of employees leaving. High labour turnover causes problems for business. It is costly, lowers productivity and morale and tends to get worse if not dealt with. Measuring labour turnover The simplest measure involves calculating the number of leavers in a period (usually a year) as a percentage of the number employed during the same period. This is known as the "separation rate" or "crude wastage rate" and is calculated as follows: Number of leavers / average no employed x 100 For example, if a business has 150 leavers during the year and, on average, it employed 2,000 people during the year, the labour turnover figure would be 7.5% An alternative calculation of labour turnover is known as the "Stability Index" . This illustrates the extent to which the experienced workforce is being retained and is calculated as follows: Number of employees with one or more years’ service now / Number employed one year ago x 100 Labour turnover will vary between different groups of employees and measurement is more useful if broken down by department or section or according to such factors as length of service, age or occupation. Patterns of labour turnover The highest rate of labour turnover tends to be among those who have recently joined an business. Longer-serving employees are more likely to stay,...
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...1) Yes I do believe that Oiler’s employee rights were violated. Oiler was a dedicated employee of twenty years he did an outstanding job, oiler’s personal life for twenty years did not affect the company (Winn-Dixie) or his ability to do a good job. I do not believe that a company should be able to fire anyone for their personal ways. When I say personal ways I mean how someone lives, dresses, or acts outside of their working environment unless it has to do directly with the company itself. If oiler was going around representing Winn-Dixie in any way then yes I could understand why the company would feel a little threatened. I feel that the decision to fire Oiler was based off of someone’s personal feelings towards Oiler being a cross dresser which is very unprofessional, a company should not fire anyone based on personal feelings but instead on how could this effect the company. On the clock Oiler was a very professional employee for twenty years. Not only was Oiler’s employee rights violated but his civil rights also. The seventh Amendment to the civil rights act of 1964 prohibits discrimination in hiring based on sex, religion, and national origin. The Fifth Amendment has an explicit requirement that the federal government not deprive any individual of life, liberty, or property without due process of the law. By firing Oiler for cross dressing is depriving him of living his life in which I do not believe that companies should legally be able to fire employee’s...
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...Organizational Behavior & Leadership Task three: Power All organizations are systems of power and dependence. The leaders of an organization generally have most of the power while the subordinates of the organization generally have more of the dependence. This paper will discuss the five sources of power within an organization and how dependence and power within an organization are a necessary function of each other. Also in our given scenarios these sources of power will be labeled and the relationship of power and dependence will be examined. “Power refers to a capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes” (Robbins & Judge, 2011). Basically, power is getting others to do what you want. There are five sources of power that we use to achieve this and they are separated into two groups. They are formal power are personal power. Formal power gives itself to persons of high rank within an organization. People that have been with an organization for a long time or persons in positions of management often have more formal power than others in the organization. There are three types of formal power that are used by managers to get what they want from others. They are coercive, reward and legitimate power. · Coercive power – This power involves a person ability to punish others in the organization if their needs aren’t met. This involves the ability to fire, demote and strip subordinates of preferable job duties. ·...
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