...High turnover rate at the Royal Brisbane Hospital’s Bone Marrow Transplant Unit Executive Summary Table of Content Executive Summary 1. Introduction The objective of this report is to analyse the high turnover rate at Royal Brisbane Women’s Hospital’s (RBWH) Bone Marrow Transplant Unit (BMT Unit). Excessive turnover in the BMT Unit is a prime indicator that lack of strategic planning in place from management. The purpose of the report will include the Unit’s background, the main causes of high turnover rate, negative effects of turnover, different misconceptions associated with employee turnover, recommendation for curtailing the rate of turnover within the Unit and manage those to increase retention. 1.1 Organisation Background Cancer Care Services at the RBWH is the largest cancer service in Queensland and it’s also one of the largest in Australia (RBWH Research Report 2011). The Service encompasses divisions such as: Medical Oncology, Radiation Oncology, Haematology and Bone Marrow Transplant. The BMT Unit offers all treatment modalities for adult bone marrow transplantation. The 86 staff in the Unit comprises: 1 Nurse Unit Manager 2 Nurse Staff Managers 1 Assistant Director 1 Nurse Director. The Nurse Unit Manager manages the staff’s recruiting and rostering within the Unit, while the Nurse Staff Managers manages the staff recruitment within the whole Cancer Care Services line. 2. Description of the Problem Despite Cancer Care...
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...EAST WEST UNIVERSITY Employee Turnover and organization Productivity in the context of Pharmaceuticals industry Organization Behavior (MGT 251) 7/20/2014 The document is on Employee turnover and organizational productivity of Square Pharmaceuticals, discussing various condition of employee turnover rate and the effect of that on the productivity level. An Assignment on Employee turnover and organizational productivity in the context of pharmaceutical industry. Course Code: MGT-251 Course Title: Organizational Behavior Section: 3 Submitted by Glen Archan Karmakar 2012-2-10-061 Asif Zubair 2012-2-10-066 Sazzad Ahmed 2011-3-10-048 Clinton Peter Gomes 2012-2-10-062 Abdul Momen Noman 2012-1-10-112 Sabbir Newaz 2010-1-10-267 Submitted to Rumana Afroz (RUA) Senior Lecturer Department of Business Administration Date of submission July 20, 2014 Rumana Afroz (RUA) Senior Lecturer Department of Business Administration Subject: Submission of the Report on “Employee turnover and organizational productivityin the context of pharmaceutical industry”. Dear Madam, Here is the report on the observational study of employee turnover in the context of pharmaceutical industry that you asked us to conduct in July, 2014. While preparing the term paper, we have tried our best to privide all the necessary information that will give a vivid scenario of our work on the topic mentioned above. We have gathered all...
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...its current employee’s. Body Ultimate Fitness and Therapy currently employs on average of 30 individuals of various roles at any given time. The center has a member rate of approx. 1500 members; this number has fluctuated but not increased significantly. After surveying staff members to gain some insight on where the issues may lie, some common comments that where made where; - No-one cares, there is no future in this centre – loads of customers, but not enough staff - We have had no training at all since we have been here - I still haven’t a Position Description given to me - Never had an appraisal meeting – no feedback at all - Wages keep changing, I don’t know how I am paid - Don’t even know what our corporate goals are supposed to be - We don’t have any qualifications to do this work – I would like to do some - Friends are keen to start here, but don’t know how to apply The organization has a work place strategy in place in which they plan to achieve (including increasing the overall profit margin, increasing memberships and supporting community events), however at current due to serious internal issues these results will not be achieved until the matters raised are remedied. Work force Planning BSBHRM513A Strategic Workforce planning within an organization can allow the business to increase their productivity, Profitability and customer base, yet wont threaten...
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...Challenges Paper In the world of business the use of performance management systems or annual performance appraisals is one that is viewed differently by each organization and management team. Although these two methods have some of the same characteristics, they also contrast in many ways. Performance appraisals can be an effective tool for organizations but along with many business techniques can be problematic. Another important method that should be practiced by organizations is the management of turnover rates. A swinging door of employees leaving and entering can quickly become a costly routine for an organization. In this, the organization must make sure the employee is respected, treated fairly, and given an opportunity to speak his or her concerns. In a business world with labor laws employers have more competition of safe and friendly work environments. Safety and health management must be made a priority in all organizations. Safety and health regulations are put in place by laws and it is management’s job to ensure they are understood and followed regularly. These are just some of the responsibilities and challenges of management and will continue to change. Management should take steps to prepare for certain future challenges that may arise. Management system versus annual performance appraisals Performance management systems and annual performance appraisals are two controversial topics in management and organizations. Although the two share some of the same qualities...
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...| Wal-Mart Employee Retention | What can be change? | 5/3/2013 Contents Abstract 2 Introduction 2 Factors that make employees leave and organization 3 Factors that can retain employees within an organization 4 Wal-Mart 4 Strategies to help with Retention 6 Conclusion 7 References 8 Abstract Employees are valuable assets and retaining employees can be challenging and is a critical issue. Employee retention is a very important part of any organization. There are many problems that cause the turnover rate in the Wal-Mart organization to be very high. This document will show the different factors that cause the turnover and why they leave to seek other employment. It will also provide methods that will improve and lessen the high levels of turnover in this organization. By improving the retention of the organization, in turn it will obtain the employee satisfaction, increase performance, productivity, and quality of work and increase the brand recognition. Introduction Employee retention is a major issue within many organizations that the human resources have to deal with on a daily basis. It is both beneficial to the organization as well as the employee. “Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time.” (Management Study Guide) Many organizations invest time and money to train employees. Whenever an employee decides to leave an organization...
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...employees. It needs to have in place an effective employee retention plan that will bring overtime benefits it may not anticipate initially. Organizations that know how to plan an effective employee retention program and execute various steps that are required to have an effective employee retention program will have better results from its employees and it will help the organization to be more successful. This report will tell organizations about some steps that it can do to help prevent some of the voluntary termination of an employee from the organization. Below is a chart that indicates some of the reasons why employees quit. The Society For Human Resource Management (SHRM) defines retention rate as the percentage of employees who were employed at the beginning of a period, and remain with the company at the end of the period. The retention rate tracks employees over time and is unaffected by employees that are hired after the time period. SHRM recommends that organizations do not rely strictly on this definition to figure out an organization’s retention rate because it does not track the departures of employees that joined and subsequently left during the period being tracked. It also recommends that organizations calculate both the retention rate and the turnover rate. It defines turnover rate as the number of separations divided by the average number of employees during that same time period. In order to determine the turnover rate, organizations divide the number...
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...FINAL RESEARCH ESSAY: INVESTIGATING HIGH TURNOVER RATES WITHIN THE HOSPITALITY INDUSTRY The hospitality industry is a category of the service industry which offers a product-service mix to guests, including lodging accommodation, food service operations, event planning, visitor attractions, transportation and cruise lines and other operations aimed at hosting or catering to guest needs. While the hospitality industry provides immense benefits to worldwide economy, lifestyle and culture, researchers suggest that the hospitality industry suffers from negative effects associated with turnover rates as this industry is amongst the highest in employee turnover rates. (Lewis, 2012). The high employee turnover in the hospitality industry is believed to be due to the nature of the work, lack of job satisfaction and lack of motivators delivered to employees by employers or organizations (Carver, 2011). While the industry struggles to establish to understand employees and keep them satisfied with their jobs, understanding the industry in necessary in understand the behavior of employees. The exceptionally high turnover rate in the hospitality industry is approximately 20 times the national average for the Unites States of America in employee turnover. The hospitality industry turnover rate sits over 60 percent while the United States of America has an average 3-percent rate in annual turnover of employers, within all industry, excluding hospitality. (Lewis, 2012). One of the...
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...service industry at which a high rate of employee turnover occurs. Using the methods learned throughout this course our team has selected the instruments we found to be the most useful in collecting data to develop appropriate research questions, hypothesis, research design, and result reporting. This paper will discuss and describe the following elements: 0. Research problem and purpose 0. Significance, scope, magnitude, and feasibility of finding a solution to the issue, opportunity, or problem 0. Research question, hypothesis, and variables 0. Research design 0. Instrument you developed or selected 0. Sampling method 0. Overall data analysis approach 0. Result reporting 0. Ethical considerations Preparing to Conduct Business Research: Part 3 Employees enter and leave companies all the time. For some industries, the rate at which this occurs is higher. One particular industry is the food service industry. Within the food service industry, the employee turnover rate is considerately higher when compared to the arts and entertainment industry which carried a voluntary turnover rate of 28.7% as of August 2006 (Retention Management and Metrics, 2000-2011). In fact, it was reported that a high voluntary employee turnover rate lies in the food service industry at a staggering 47% turnover rate (Linda, 2011). To tackle this problem restaurant owners and managers must address this because high employee turnover rates contribute...
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...long-term care, it is widely known as a field of work that has a very high worker turnover rate. Many studies have been done in addition to extensive research to seek out what is causing this phenomenon and what can be done to fix it. Taking history into consideration, closing the gap in worker turnover and aiming to get higher retention rates will be an upward battle and will take new tactics and strategies to change the minds of those already in this particular field of work as well as make it more appealing to those not yet in it. According to research, the turnover rate in long-term care is a substantial problem, with rates ranging from 55% to 75% for nurses and aides and sometimes over 100% for aides alone. There are numerous sources of statistics indicating that there are many costs connected with turnover, comprised of “increased hospital readmission rates, high employee replacement costs, loss of productivity, poorer quality of care, a decrease in staff and resident morale, increased work stress, job dissatisfaction, increased accident and absenteeism rates, increased overtime costs, and resident and family dissatisfaction” (Mcconnell, 2010). Although new strategies and programs will mainly value and benefit the workers as an aid in increasing employee retention, it is also a good thing for employers to do to increase overall employee satisfaction. This will work together to uphold a stable workforce by decreasing employee turnover through better benefits and adaptable workplace...
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...Rawlins Sullivan University September 6, 2014 By: Tanmoy Gangolli Executive Summary For a company to succeed, its key focus should be on its employees. Employees are the most important part of any company, and keeping them happy and motivated must be a priority for the senior management. I am reminded of a quote by John Maxwell, “Leaders must be close enough to relate to others, but far enough ahead to motivate them.” For Sambian Partners (SP), an established architecture and engineering firm started its journey around the late 1970s. The company was successful, but over the years they started to lose its top talent to its competition. The goal of this proposal is to provide insight into the primary cause behind the high turnover rate at SP and to offer recommendations based on available research. Increasing Employee Retention via Employee Motivation Introduction: ------------------------------------------------- Started in 1975, by Mr. Gasbarian, now run by his daughter Helen. ------------------------------------------------- Sambian Partners (SP) was a top notch architecture and engineering firm. In 1975, Peter Gasbarian founded Sambian, an architecture and engineering firm. To compete with its top competitor J&N, Mr. Gasbarian hired young talent by luring them in with a more alluring offer. After Mr. Gasbarian’s death, his daughter Helen Gasbarian, also an award winning architecture took over the firm. Under her leadership the firm flourished,...
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...High employee turnover, in human resource management, refers to the speed at which employees leave jobs in a company and replaced by new hires. A company is said to have a high employee turnover rate because their employees continually leave or get fired, creating a need to hire more people to fill the open positions. The term “turnover” became known when employees of a business leave and new candidates fill the open position, but later fold or bottom out (Ingram). Although there are a few causes for high employee turnovers throughout businesses today and in the future. Turnovers are caused by numerous explanations. One of the main reasons for a turnover is unhappiness within a job. Nowadays most individuals take a job without knowing if they will like it or do well at it; jobs are too hard to come by in this day and age. Some business employers do not look at work experience or qualifications to see if the candidates qualify for the position, another reason for turnovers. Workers may quit based upon the inability to fulfill the job requirements. Employee/Employer communication is a vital key in any business situation. Fellow employees can be harsh and cruel causing others to feel uncomfortable and wanting to quit. These are just a few explanations for why the high employee turnover rate is high. High employee turnovers seem like a serious problem without any type of solutions. However, it can be controlled even stopped with a few possible solutions (Capko). One way to lower...
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...MEMORANDUM TO: The Human Resources Department of the Marion County Sheriff’s Department FROM: Kelly Powell-Duffner, Former Sheriff’s Deputy DATE: 01/08/2012 SUBJECT: High Turnover Rate within the Department and a Proposal to Correct this Issue Attached is my research as to why the turnover rate has risen so much over the last eighteen months within the Marion County Sheriff’s Department as well a proposal that could possibly prevent this trend from continuing. It has become apparent that there must be a problem within the department due to turnover rates rising despite the current economy downturn. When jobs are harder to come by and the unemployment rate is high one would think that movement in many fields would be at a minimum. Unfortunately, it has been shown to be the opposite in many law enforcement fields and job turnover is exploding for many reasons. Some of these reasons include poor morale, the ability to easily replace people due to the available unemployed workforce, ill treatment on the job, job politics, career dissatisfaction, the increase in prices for everyday items such as gas and groceries that require a higher paying job to afford and finally the workforce being more of child rearing ages and requiring jobs with better benefits to provide for their families. This research topic greatly attracted me due to my own personal experiences as a police officer. In my experiences as police officer, I encountered all of these issues and ultimately decided to...
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...Study of Factors in Skilled Employee Turnover QNT/561 Study of Factors in Skilled Employee Turnover Employee turnover and retention of skilled workers is a vital aspect of business operations and a problem that many organizations face. High turnover rates can have a major impact on businesses in terms of cost, time, and profitability. It is for this reason retaining employees who offer companies the most potential to succeed is imperative, and turnover rates should be kept at a minimum. Costs of employee turnover can depend on multiple variables including, but not limited to, job satisfaction, pay, benefits, staffing, and job vacancy. These variables can be broken down into two groups, independent variables and dependent variables. Independent Variables Job satisfaction – describes how content an individual is with his/her current job. Factors that can increase job satisfaction among individuals include pay, benefits, perceived fairness, flexibility, working environment, and opportunities for advancement within an organization. Job vacancy – available vacant positions can influence individuals to leave their current place of business and seek employment opportunities elsewhere to achieve desired needs including more. Dependent Variables Pay – wages employees earn in comparison to each other and competitors. Benefits – these include items that can be offered to employees to increase job satisfaction including, work hours, health plans (medical/dental), insurance, etc...
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...Reducing Turnover Rate Course Project Reducing Turnover Rate MGMT 591: Leadership and Organizational Behavior How to decrease employee turnover rate? Overview of Organization The organization that will be the topic of discussion in my final project paper is Amazon.com. Amazon.com is an American international electronic commerce company with headquarters in Seattle, Washington. It is the largest Internet based company in the United States. Amazon.com started as an online bookstore, but soon diversified, selling DVDs, VHSs, CDs, video and MP3 downloads/streaming, software, video games, electronics, apparel, furniture, food, toys, and jewelry. The company also produces consumer electronics—notably, Amazon Kindle e-book readers, Kindle Fire tablets, Fire TV and Fire Phone — and is a major provider of cloud computing services. Amazon has separate retail websites for United States, United Kingdom & Ireland, France, Canada, Germany, Italy, Spain, Australia, Brazil, Japan, China, India and Mexico, with sites for Sri Lanka and South East Asian countries coming soon. Amazon also offers international shipping to certain other countries for some of its products. In 2011, it had professed an intention to launch its websites in Poland, Netherlands, and Sweden. An Austrian website operates as part of the German website. Amazon.com has a high turnover rate, Even so, Amazon.com ranks only second among Fortune 500 companies with the highest employee turnover rates. This could...
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...add four additional car washes within the next two years. Wally is dedicated to providing the best service to customers and is opened seven days a week from 8:00 am to 8:00 pm. He looks mostly for fulltime workers to work either 7:30am to 4:00 pm or 11:00am- 8 pm. The two main positions are attendant or washer who’s job is to vacuum, wash/dry cars, wash/fold towels, perform light maintenance on machinery, and engage customers in small talk and ask them to inspect the vehicle. The custom service specialist (CSS) details the car. So far he has a staff of 70 attendant and 20 CSS’s. Wally promotes from within so the only way to become a CSS is to be promoted from attendant and the only way to become manager is to be promoted from CSS. Attendants make $8/hr with a $0.50 raise every six months while CSS’s make $1 more with the same $0.50 promotion every six months. Managers make $27,000 annually and receive a “merit” raise if Wally ever gets around to their performance appraisal, however, attendants and CSS’s do not receive performance appraisals. Based on last year’s data, Wally had a turnover ratio of 65% for attendants, 20% for CSS’s and no managers left. Although no exit interviews were conducted, the main complaints for leaving were: pay not competitive, training was hit or miss, limited room for promotion, no feedback of coaching from management, and customer complaints and mistreatment by customers. Is Turnover a Problem? Turnover is a problem because it is considerably...
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