Kim Nguyen
2/17/16
HCM 3020 002
Case Study 1 The group that I was put in was group number two. In our group we discussed the cost and benefits of high turnover and how to reduce things. These are increases cost of turnover are since company’s hire new employee they would need to be trained. By that employee would need to stop what they are doing and take their time to train others. Companies would need to spend money on supplies since employee need to use things to get things done. Supplies would include name badges, tags, uniforms, and badges to get access to the office when it is locked. When companies hire they need to spend money for background checks as well as medical screening. Some companies even get employee cell phones to keep in contact or emergencies or even need to communicate. Since people quit from their job this company would be short staff which makes it a low quality of work. The benefits of reducing turnover would be high productivity, lower of supplies, quality of work increases, and time management. In the case the company would spend less money. The cost of turnover rate is that we wanted to change the managers. By that we want to improve managers in order to be professional and how they can be better managers, more training for them, loss of replacement of managers, and give more benefits. In group one I believed they didn’t really say anything. They have stated to bring moral down, and to keep employee motivated. By keeping those motivated have to keep them very happy and keep them engaged in everything. In group three they discussed they would wanted to change the role of managers to be professional and use open door policy. They should know the strength and weakness to improve. Working with others should be able to trust others. Also everyone should know more of each other like bonding time, and having lunch together. See how