Why hrm 145

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This document discusses the importance of human resource management (HRM) in addressing high employee turnover rates. It notes that many companies, especially small and medium sized ones, face retention problems, with turnover rates as high as 7-13% in some industries. Common reasons for employee turnover include lack of training, career development opportunities, transparency, and competitive compensation. The document advocates for HRM strategies like realistic job expectations, emphasis on soft skills, building a positive work culture, training programs, compensation structures tied to performance, and flexibility, to improve retention. It also acknowledges that high turnover may not always be problematic if there is a large talent pool and new hires have lower salaries.

Business Economy & Finance

PEOPLE NEED TO GET TRAINED AND MOTIVATED… TO ACHIEVE……………….

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needs to be replaced by a new goal: to influence who leaves and when he leaves

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Being a Managing Director or Owner of a small to medium business is one of the toughest and loneliest positions in business. Unlike large organisations and corporations, SME’s generally lack the resources to build a management team of professionals experienced across a range of business critical disciplines. In fact, the burden of maintaining and growing a successful independent business is generally limited to Managing Director/Owners/Partners and sometimes this falls on just one person.

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Why hrm 145

1. WHY HRM??

2. NO MATTER WHAT PROFESSION…

3. PEOPLE NEED TO GET TRAINED AND MOTIVATED… TO ACHIEVE……………….

4. TARGET’S

9. The old goal of HR Management - to minimize overall employee turnover - RETENTION

10. needs to be replaced by a new goal: to influence who leaves and when he leaves

11.

12.

13.

14.

15.

16.

17.

18.

19.

20. THANK YOU

Why hrm 145

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