A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS â INDIAN P...IAEME Publication
Â
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in todayâs context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS â INDIAN P...IAEME Publication
Â
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in todayâs context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
Impact of Labor Turnover on Organizational Performance in it Sector With Spec...ijtsrd
Â
In the recent years impact of labor turnover has received considerable attention by senior management, human resource professionals, and industrial psychologists. It has been proven to be one of the most seemingly intractable human resource challenges confronting organizations. Labor plays a significant role for the performance of any business firm. The efficiency, productivity and effectiveness of the Organization are highly influenced by a competent and well experienced workforce. This research was carried out to examine the impacts of labor turnover on Organization performance in IT sector WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA .The main purpose of the study was to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek 2006 that the employees' turnover positively associated with the organization inefficiency. The sample study comprised fifty respondents, both qualitative and quantitative data have been used and the questionnaires were individually administered. It is clearly evidenced that there is negatively relationship between organizational performance and the employees' turnover. The general objective of this study was to assess the impacts of labor turnover on Organizational performance at TCS Noida. The study recommended that the Management continue employing people who are well trained and who perceive their jobs as expected. Organizations should not only employ to fill a job but also consider a fit between the person and the organization. It is highly recommended that management should give attention to those factors that they can easily manage. Management has to understand that people are different and appreciates those differences. Lovelesh Joshi | Dr. Deepak Dhariyal "Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26753.pdfPaper URL: https://www.ijtsrd.com/management/organizational-behaviour/26753/impact-of-labor-turnover-on-organizational-performance-in-it-sector-with-special-emphasis-on-it-department-of-tcs-noida/lovelesh-joshi
Final Paper 1IMPACTS OF PART-TIME WORKING ON EMPLOYEE ChereCheek752
Â
Final Paper 1
IMPACTS OF PART-TIME WORKING ON EMPLOYEE TURNOVERS 15
Impacts of Part-Time Working on Employee Turnovers
Tamalya Lewis
ORR 510
Dr. Margaret Elgin
Abstract
Employee turnover is an issue of concern in every organization across the world. There have been many debates and research studies on increased incidences of employee turnovers in organizations. Several causes and impacts of the same have been researched. One of the causes of employee turnover is part-time working relationships. Over the past few years, it has been found that employees who work as part-time workers, registers the highest possibilities of turnovers in organizations. This paper provides qualitative and quantitative research on the impacts of part-time work on employee turnovers in organizations. The research methodology will employ the use of questionnaires, targeting about 30 respondents. The survey will be done online through smartphones and computers because of the current COVID-19 protocols across the nation.
Table of Contents
AbstractâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...2
IntroductionâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...âŠâŠâŠâŠâŠâŠâŠ.4
Problem statementâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ.5
Literature reviewâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...5
MethodologyâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ.11
ConclusionâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...âŠâŠâŠ.14
References âŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ....15
Introduction
Employee turnover is an issue of concern in every business organization across the world. Employee turnover refers to losing talent in THE workforce at a particular time. It entails departure of employees from the organization through resignations, layoffs, terminations, retirements, transfers, or death. Businesses calculate their turnover rates as a way of predicting productivity, customer service, and building morale to the general organization. Managers and business owners spend a lot of time and effort looking for the right people for their businesses. Turnover becomes more difficult when hiring for small to medium sized businesses because hiring the wrong workforce in a small business leads greater impact on a smaller team. Business organizations incur costs of advertising which takes a lot of time going through the CVs and carrying out interviews. More so, they also incur costs in induction and training the new employees. Considering all these efforts, it is prudent for business owners and managers should TO do all they can in their powers to reduce employee turnovers.
Currently, there are many debates and research studies on the causes of increased incidences of employee turnovers. From the debates and researches, several causes and impacts have been established as the major causes of turnovers. One of the causes of employee turnover is part-time working relationships. Over the past few years, it has been found that employees who work as part-time workers; registers the highest possibilities of turnovers in organizations ...
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
Â
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Â
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
Â
The research project entitled âReduction of Employee Attritionâ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in todayâs knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organizationâs competitive advantage.
Topic LogisticsProvide a general description, may be an exp.docxturveycharlyn
Â
Topic: Logistics
Provide a general description, may be an explanation, of the function of logistic in a sizable organization. What is the objective of the function? Identify and explain the business processes included in logistics. What are the current best practices and/or state of the art in the industry?
Select a significant organization so that you can investigate its logistics practices to illustrate all those activities, functions, and practices you will discuss in your paper.
Important: Your paper has to show a clear flow of concepts, appropriately organized under suggestive sections and paragraphs heading, and to answer the questions set out in this assignment. It will be useful and, indeed expected that you use suitable visual aids and tabulation for organizing your data. Such visual aids and tables of data, however, should be captioned and explained.
Alt Project
Criteria
Ratings
Pts
Define and Explain Logistics/Demand Forecasting/Procurement/Sourcing.
Full Marks
10.0Â pts
No Marks
0.0Â pts
10.0Â pts
Identify and Explain the Internal Processes.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Best Practice in Industry.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Identify and Explain the Related Practice in your Selected Organization.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Benchmark on Industry Best Practice to Evaluate Your Organization.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Paper Clarity, Organization, etc.
Full Marks
10.0Â pts
No Marks
0.0Â pts
10.0Â pts
Total Points:Â 100.0
Running head: RESEARCH 1
RESEARCH 7
Research Project
Student
BUS642: Business Research Methods & Tools
Instructor: Dr. Jon Webber
Date
Research Project
Background Information
XXX. is a provider of educational services for its two subsidiaries. XXX employs several thousand people in admissions and student services roles. Due to a decline in total enrollment in XXX, XXX leadership instituted a reduction in force, primarily within the student services roles XXX, 2015). The recent layoffs included several management positions coinciding with the firmâs intention to create a leaner management structure. The reduction of management positions and the lack of growth are limiting growth opportunities for employees.
Management Dilemma
XXX leadership faces the challenge of retaining current employees. Tang and Fuller (1995) noted, âAfter a layoff, surviving employees often experience significant changes in corporate loyalty, job satisfaction, and job performanceâ (p. 12). While justified, XXX leadership has created a situation that will increase employee turnover. Nolan (2015) stated that mentoring and advancement opportunities influence millennialsâ perception of job satisfaction and loyalty to the firm. The lack of promotional opportunities may cause employees to consider changing employers. Leaders must create a strategy to maintain these factors or the firm will incur the additional expense of hiring and training replacements (T ...
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Â
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organizationâs employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
An Analysis on Employee Turnover Problem in Construction Industryijtsrd
Â
Employee turnover refers to the employees leaving an organization due to various reasons which can be voluntary or involuntary. The study focuses on voluntary turnover. Turnover intent acts as a precedent to turnover and hence the survey measures turnover intention as a precedent for turnover. The study has been conducted to understand the factors relevant to the career decisions of the professionals working in the industry and how well the factors are being fulfilled in the current scenario. The data was collected by a questionnaire survey to determine the relevant factors and their satisfaction levels. The importance of factors was assessed using Relative Importance index and correlation between importances. The factors and satisfaction were correlated to determine areas where improvement was needed to improve satisfaction and hence mitigate turnover intentions. R. Ragul | A. Thomas Eucharist "An Analysis on Employee Turnover Problem in Construction Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49802.pdf Paper URL: https://www.ijtsrd.com/engineering/other/49802/an-analysis-on-employee-turnover-problem-in-construction-industry/r-ragul
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
Â
The need for the study of COVID Impact among the Employee of IT Industry had been considered as very critical at this moment. Any IT industry believes in the principle of 4Ps namely PROCESS, PEOPLE, PARTNERS and PRODUCTS. The Process deals with the flow of business in way of operating to meet the client needs. The PRODUCTS deals with the outcome of the PROCESS to satisfy the need of the Customer. The PARTNERS are the souls of winning the business who are the customers / clients who would purchase our products and in turn pays for our income. The PEOPLE are the highly critical component who are the hearts of the EMPLOYEE who work out the requirements at all levels and converts the expectation into realized benefits to organization and to us. Hence this study deals with how the COVID had impacted the employees of IT Industry and the recommended a remediation plan to act upon the critical situations wisely well in advance.
Abstractâ The IT industry is considered to be dynamic in nature where strategies are changing faster than policies.
Organizations inherently view merger as a key to business change, especially when they want to make a union play. The
relentless pace of technology change and the constant union of different business models across the industry prompt a âbuy
vs. buildâ decision to generally result in âbuyâ. Mergers are said to be successful only if they lead to an increment in
shareholder value, but latest study conducted by KPMG in 2013 indicates that 83% of merger deals did not boost
shareholder returns. And one of the most noticeable reasons of failure was lack of HR integration between two companies
undergoing the transition. It is evident from the research done across the globe that there has been negligible attention
shown towards IT industry. The mergers have been increasing in this sector ever since a few decades where the IT industry
has grown manifolds, however not many research studies have been able to capture the essence of the matter. The HR
function in IT industry which deals with high volume of employees who have a significant impact on the performance and
results is often undermined by the Top management. Considering the criticality of mergers as a strategic tool, it has been
reviewed that the study conducted by firms as well as researchers have found that the major challenges faced by HR postmerger
would be change in organization, fusion of culture, managerial challenges, transparency in communication and
employee stress. The limitation of this research paper is that the HR challenges faced by organizations post-merger are
confined to IT industry. According to our extensive research and understanding, recommendations are given which exhibit a
holistic viewpoint on the different practices and imperatives that organizations must embrace in order to create a successful
HR integration post-merger in the sector.
KeywordsâEmployee Stress, Fusion of Culture, HR integration, Post-Merger, Strategic tool
International Journal of Artificial Intelligence & Applications (IJAIA)gerogepatton
Â
Employee attrition refers to the decrease in staff numbers within an organization due to various reasons.
As it has a negative impact on long-term growth objectives and workplace productivity, firms have
recognized it as a significant concern. To address this issue, organizations are increasingly turning to
machine-learning approaches to forecast employee attrition rates. This topic has gained significant
attention from researchers, especially in recent times. Several studies have applied various machinelearning methods to predict employee attrition, producing different resultsdepending on the employed
methods, factors, and datasets. However, there has been no comprehensive comparative review of multiple
studies applying machine-learning models to predict employee attrition to date. Therefore, this study aims
to fill this gap by providing an overview of research conducted on applying machine learning to predict
employee attrition from 2019 to February 2024. A literature review of relevant studies was conducted,
summarized, and classified. Most studies agree on conducting comparative experiments with multiple
predictive models to determine the most effective one.From this literature survey, the RF algorithm and
XGB ensemble method are repeatedly the best-performing, outperforming many other algorithms.
Additionally, the application of deep learning to employee attrition prediction issues also shows promise.
While there are discrepancies in the datasets used in previous studies, it is notable that the dataset
provided by IBM is the most widely utilized. This study serves as a concise review for new researchers,
facilitating their understanding of the primary techniques employed in predicting employee attrition and
highlighting recent research trends in this field. Furthermore, it provides organizations with insight into
the prominent factors affecting employee attrition, as identified by studies, enabling them to implement
solutions aimed at reducing attrition rates.
Impact of Labor Turnover on Organizational Performance in it Sector With Spec...ijtsrd
Â
In the recent years impact of labor turnover has received considerable attention by senior management, human resource professionals, and industrial psychologists. It has been proven to be one of the most seemingly intractable human resource challenges confronting organizations. Labor plays a significant role for the performance of any business firm. The efficiency, productivity and effectiveness of the Organization are highly influenced by a competent and well experienced workforce. This research was carried out to examine the impacts of labor turnover on Organization performance in IT sector WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA .The main purpose of the study was to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek 2006 that the employees' turnover positively associated with the organization inefficiency. The sample study comprised fifty respondents, both qualitative and quantitative data have been used and the questionnaires were individually administered. It is clearly evidenced that there is negatively relationship between organizational performance and the employees' turnover. The general objective of this study was to assess the impacts of labor turnover on Organizational performance at TCS Noida. The study recommended that the Management continue employing people who are well trained and who perceive their jobs as expected. Organizations should not only employ to fill a job but also consider a fit between the person and the organization. It is highly recommended that management should give attention to those factors that they can easily manage. Management has to understand that people are different and appreciates those differences. Lovelesh Joshi | Dr. Deepak Dhariyal "Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26753.pdfPaper URL: https://www.ijtsrd.com/management/organizational-behaviour/26753/impact-of-labor-turnover-on-organizational-performance-in-it-sector-with-special-emphasis-on-it-department-of-tcs-noida/lovelesh-joshi
Final Paper 1IMPACTS OF PART-TIME WORKING ON EMPLOYEE ChereCheek752
Â
Final Paper 1
IMPACTS OF PART-TIME WORKING ON EMPLOYEE TURNOVERS 15
Impacts of Part-Time Working on Employee Turnovers
Tamalya Lewis
ORR 510
Dr. Margaret Elgin
Abstract
Employee turnover is an issue of concern in every organization across the world. There have been many debates and research studies on increased incidences of employee turnovers in organizations. Several causes and impacts of the same have been researched. One of the causes of employee turnover is part-time working relationships. Over the past few years, it has been found that employees who work as part-time workers, registers the highest possibilities of turnovers in organizations. This paper provides qualitative and quantitative research on the impacts of part-time work on employee turnovers in organizations. The research methodology will employ the use of questionnaires, targeting about 30 respondents. The survey will be done online through smartphones and computers because of the current COVID-19 protocols across the nation.
Table of Contents
AbstractâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...2
IntroductionâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...âŠâŠâŠâŠâŠâŠâŠ.4
Problem statementâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ.5
Literature reviewâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...5
MethodologyâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ.11
ConclusionâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ...âŠâŠâŠ.14
References âŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠâŠ....15
Introduction
Employee turnover is an issue of concern in every business organization across the world. Employee turnover refers to losing talent in THE workforce at a particular time. It entails departure of employees from the organization through resignations, layoffs, terminations, retirements, transfers, or death. Businesses calculate their turnover rates as a way of predicting productivity, customer service, and building morale to the general organization. Managers and business owners spend a lot of time and effort looking for the right people for their businesses. Turnover becomes more difficult when hiring for small to medium sized businesses because hiring the wrong workforce in a small business leads greater impact on a smaller team. Business organizations incur costs of advertising which takes a lot of time going through the CVs and carrying out interviews. More so, they also incur costs in induction and training the new employees. Considering all these efforts, it is prudent for business owners and managers should TO do all they can in their powers to reduce employee turnovers.
Currently, there are many debates and research studies on the causes of increased incidences of employee turnovers. From the debates and researches, several causes and impacts have been established as the major causes of turnovers. One of the causes of employee turnover is part-time working relationships. Over the past few years, it has been found that employees who work as part-time workers; registers the highest possibilities of turnovers in organizations ...
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
Â
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Â
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
Â
The research project entitled âReduction of Employee Attritionâ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in todayâs knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organizationâs competitive advantage.
Topic LogisticsProvide a general description, may be an exp.docxturveycharlyn
Â
Topic: Logistics
Provide a general description, may be an explanation, of the function of logistic in a sizable organization. What is the objective of the function? Identify and explain the business processes included in logistics. What are the current best practices and/or state of the art in the industry?
Select a significant organization so that you can investigate its logistics practices to illustrate all those activities, functions, and practices you will discuss in your paper.
Important: Your paper has to show a clear flow of concepts, appropriately organized under suggestive sections and paragraphs heading, and to answer the questions set out in this assignment. It will be useful and, indeed expected that you use suitable visual aids and tabulation for organizing your data. Such visual aids and tables of data, however, should be captioned and explained.
Alt Project
Criteria
Ratings
Pts
Define and Explain Logistics/Demand Forecasting/Procurement/Sourcing.
Full Marks
10.0Â pts
No Marks
0.0Â pts
10.0Â pts
Identify and Explain the Internal Processes.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Best Practice in Industry.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Identify and Explain the Related Practice in your Selected Organization.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Benchmark on Industry Best Practice to Evaluate Your Organization.
Full Marks
20.0Â pts
No Marks
0.0Â pts
20.0Â pts
Paper Clarity, Organization, etc.
Full Marks
10.0Â pts
No Marks
0.0Â pts
10.0Â pts
Total Points:Â 100.0
Running head: RESEARCH 1
RESEARCH 7
Research Project
Student
BUS642: Business Research Methods & Tools
Instructor: Dr. Jon Webber
Date
Research Project
Background Information
XXX. is a provider of educational services for its two subsidiaries. XXX employs several thousand people in admissions and student services roles. Due to a decline in total enrollment in XXX, XXX leadership instituted a reduction in force, primarily within the student services roles XXX, 2015). The recent layoffs included several management positions coinciding with the firmâs intention to create a leaner management structure. The reduction of management positions and the lack of growth are limiting growth opportunities for employees.
Management Dilemma
XXX leadership faces the challenge of retaining current employees. Tang and Fuller (1995) noted, âAfter a layoff, surviving employees often experience significant changes in corporate loyalty, job satisfaction, and job performanceâ (p. 12). While justified, XXX leadership has created a situation that will increase employee turnover. Nolan (2015) stated that mentoring and advancement opportunities influence millennialsâ perception of job satisfaction and loyalty to the firm. The lack of promotional opportunities may cause employees to consider changing employers. Leaders must create a strategy to maintain these factors or the firm will incur the additional expense of hiring and training replacements (T ...
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
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Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organizationâs employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
An Analysis on Employee Turnover Problem in Construction Industryijtsrd
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Employee turnover refers to the employees leaving an organization due to various reasons which can be voluntary or involuntary. The study focuses on voluntary turnover. Turnover intent acts as a precedent to turnover and hence the survey measures turnover intention as a precedent for turnover. The study has been conducted to understand the factors relevant to the career decisions of the professionals working in the industry and how well the factors are being fulfilled in the current scenario. The data was collected by a questionnaire survey to determine the relevant factors and their satisfaction levels. The importance of factors was assessed using Relative Importance index and correlation between importances. The factors and satisfaction were correlated to determine areas where improvement was needed to improve satisfaction and hence mitigate turnover intentions. R. Ragul | A. Thomas Eucharist "An Analysis on Employee Turnover Problem in Construction Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49802.pdf Paper URL: https://www.ijtsrd.com/engineering/other/49802/an-analysis-on-employee-turnover-problem-in-construction-industry/r-ragul
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
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The need for the study of COVID Impact among the Employee of IT Industry had been considered as very critical at this moment. Any IT industry believes in the principle of 4Ps namely PROCESS, PEOPLE, PARTNERS and PRODUCTS. The Process deals with the flow of business in way of operating to meet the client needs. The PRODUCTS deals with the outcome of the PROCESS to satisfy the need of the Customer. The PARTNERS are the souls of winning the business who are the customers / clients who would purchase our products and in turn pays for our income. The PEOPLE are the highly critical component who are the hearts of the EMPLOYEE who work out the requirements at all levels and converts the expectation into realized benefits to organization and to us. Hence this study deals with how the COVID had impacted the employees of IT Industry and the recommended a remediation plan to act upon the critical situations wisely well in advance.
Abstractâ The IT industry is considered to be dynamic in nature where strategies are changing faster than policies.
Organizations inherently view merger as a key to business change, especially when they want to make a union play. The
relentless pace of technology change and the constant union of different business models across the industry prompt a âbuy
vs. buildâ decision to generally result in âbuyâ. Mergers are said to be successful only if they lead to an increment in
shareholder value, but latest study conducted by KPMG in 2013 indicates that 83% of merger deals did not boost
shareholder returns. And one of the most noticeable reasons of failure was lack of HR integration between two companies
undergoing the transition. It is evident from the research done across the globe that there has been negligible attention
shown towards IT industry. The mergers have been increasing in this sector ever since a few decades where the IT industry
has grown manifolds, however not many research studies have been able to capture the essence of the matter. The HR
function in IT industry which deals with high volume of employees who have a significant impact on the performance and
results is often undermined by the Top management. Considering the criticality of mergers as a strategic tool, it has been
reviewed that the study conducted by firms as well as researchers have found that the major challenges faced by HR postmerger
would be change in organization, fusion of culture, managerial challenges, transparency in communication and
employee stress. The limitation of this research paper is that the HR challenges faced by organizations post-merger are
confined to IT industry. According to our extensive research and understanding, recommendations are given which exhibit a
holistic viewpoint on the different practices and imperatives that organizations must embrace in order to create a successful
HR integration post-merger in the sector.
KeywordsâEmployee Stress, Fusion of Culture, HR integration, Post-Merger, Strategic tool
International Journal of Artificial Intelligence & Applications (IJAIA)gerogepatton
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Employee attrition refers to the decrease in staff numbers within an organization due to various reasons.
As it has a negative impact on long-term growth objectives and workplace productivity, firms have
recognized it as a significant concern. To address this issue, organizations are increasingly turning to
machine-learning approaches to forecast employee attrition rates. This topic has gained significant
attention from researchers, especially in recent times. Several studies have applied various machinelearning methods to predict employee attrition, producing different resultsdepending on the employed
methods, factors, and datasets. However, there has been no comprehensive comparative review of multiple
studies applying machine-learning models to predict employee attrition to date. Therefore, this study aims
to fill this gap by providing an overview of research conducted on applying machine learning to predict
employee attrition from 2019 to February 2024. A literature review of relevant studies was conducted,
summarized, and classified. Most studies agree on conducting comparative experiments with multiple
predictive models to determine the most effective one.From this literature survey, the RF algorithm and
XGB ensemble method are repeatedly the best-performing, outperforming many other algorithms.
Additionally, the application of deep learning to employee attrition prediction issues also shows promise.
While there are discrepancies in the datasets used in previous studies, it is notable that the dataset
provided by IBM is the most widely utilized. This study serves as a concise review for new researchers,
facilitating their understanding of the primary techniques employed in predicting employee attrition and
highlighting recent research trends in this field. Furthermore, it provides organizations with insight into
the prominent factors affecting employee attrition, as identified by studies, enabling them to implement
solutions aimed at reducing attrition rates.
Embracing GenAI - A Strategic ImperativePeter Windle
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Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
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Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
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Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
âą The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
âą The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate âany matterâ at âany timeâ under House Rule X.
âą The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
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http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasnât one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.