Empower Network
Turn Over Rate

Hi this is Oliver King,
I would like to write about the turn over rate in some companies. I have taken the time to narrow down my study to one company I visited a while back. This company’s name is MexFabrics. I wrote about it in a report I did in college and I made some points about the company as well as I stated recommendations and solutions for improvement as is stated below.
From my case study:
MexFabrics is an established manufacturer of fine men’s clothing in Mexico, whose high turnover of skilled staff (mostly women) is threatening product quality and output. The human resource manager is expected to outline a strategy to reduce employee turnover. The case focuses on possible causes of, and strategies to reduce, employee turnover. 1. What are the main reasons that contributed to MexFabrics´ employees to leave their jobs?
A: Low literacy skills and lack of responsibility seemed to be a constant characteristic among many manufacturing employees in developing countries. Coming from poor families, many employees just wanted to survive day-to-day and had no vision of the possibilities that working in the sector could give them, such as skills development and economic stability. In fact, personal among the workers or social problems within their households were seen as the main reasons for the high turnover, resulting in a shortage of experienced personnel. Many employees lacked the necessary education to perform the work, whereas others lacked commitment to the company. Often without any reason people would fail to show up for work for a day or would suddenly quit. 1. What organizational culture strategies should be developed to make a better link between the workers’ job to the company’s success?
A: I sense the Bristol-Myers approach to their culture could be one that could be applied here. They realize that