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Employee turnover by Rashmiranjan Das
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Employee turnover by Rashmiranjan Das

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Employee turnover is very critical issue for every organization.

Employee turnover is very critical issue for every organization.

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  • 1. Rashmiranjan Das SPGDM,3rd sem. Roll No. – 4010 Presidency College
  • 2. What is employment turnover????? “ Employee Turnover is the movement of members across the boundary of an organization.” “Employment Turnover is the voluntary and involuntary permanent withdrawal from an organization”. A high turnover rate results in increased recruiting, selection, and training costs.
  • 3. Classification Of Turnover Four types of turnover: Voluntary, Involuntary, Functional, Dysfunctional Voluntary turnover consists of employees exercising their free choice to leave Involuntary turnover consists of separations where an employee unwilling leaves. Functional turnover is when low performing employees leave Dysfunctional turnover is when high performing employees leave
  • 4. Factors affecting employee turnover
  • 5. Reasons why an employee leaves an organization Monetary factors Lack of good working condition Lack of respect Very Few Supportive colleagues Lack of appreciation  Lack of challenges in job The job or workplace was not as expected The Mismatch Between Job and Person Too Little Coaching and Feedback Lack of support Stress From Overwork and Work-Life Imbalance  Loss of Trust and Confidence in Senior Leaders  Less frequency in giving rewards
  • 6. Consequences of Employee Turnover Negative Consequences -: Recruitment and Selection costs  Training and Development Costs Operational Disruption Demoralization of Organizational membership Positive Consequences -: Increased Performance Reduction of entrenched
  • 7. Reducing Employee Turnover : Top management must make a commitment to targeting this problem. Do not place all of the responsibility on your Human Resources Dept. – a retention problem is a company-wide problem, not just an HR one. One recent study found that 50 percent of the typical employee’s job satisfaction is determined by the quality of his/her relationship with the manager. Managers and supervisors therefore hold the key to reducing this costly problem.

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