HRM EMPLOYMENT CYCLE

HRM Employment Cycle

HRM Employment Cycle

Introduction

The loss of employees is a disruptive event. Organizations often pursue innovative ways to reduce employee turnover, often with limited success. This research is based on an actual situation in which employee retention was a problem for five years. By improving employee retention, additional human resource expenses are significantly reduced. We then approached the problem using Goldratt's thinking process to locate the core problem, determine the solution and then how to implement the solution.Every person has their own set of motivations and personal incentives to work hard or not as the case may be. Some are motivated by recognition whilst others are motivated by cash incentives. Employee incentive programs go a long way towards ensuring employees feel appreciated and worthwhile. This alone can help with employee motivation across the board. The great thing about these programs is they are very individualized. That is you tailor your programs to suit the needs and wants of your employees. Incentive programs increase motivation because they are not only encouraging productive performance but also show employees the company cares.( Facendini, 2003 05 )

Numerous researchers have examined the effects of job enjoyment on worker satisfaction and turnover. In particular, it is well established that employee satisfaction is a closely related predictor of turnover. Most traditional models of turnover include two major categories of predictor variables, one emphasizing job attitudes of satisfaction and commitment and the other emphasizing ease of movement reflected in perceived alternatives and job search behavior. These alternatives are tempered by the external roles of the employee in the family and with the community.Reward and recognition programs are just as effective with non-sales employees. From reducing absenteeism to improving safety to enhancing employee commitment and morale, incentive management does the job. It helps keep workers engaged and motivated despite the distractions of everyday life.

Discussion

Turnover occurs when an employee leaves a specific job or organization permanently and his/her services are no longer available (Vandenberg, 1999). Typically, employees become dissatisfied with their job, search for options, compare those options with current jobs, and depart if any of the alternatives are judged to be better than their current situation (Mobley, 1982). Abelson and Baysinger (1984) describe the traditional turnover process as characteristically beginning with employee dissatisfaction, thoughts of quitting, undertaking a job search, evaluating prospects, and culminating in a decision to quit. Intent to leave, the antecedent to turnover, is explained by Vandenberg as the employee's estimated probability that his/her resignation is impending. He further relates that an increased intent to leave corresponds with a resultant higher turnover. Consequently, it is important to examine both intent to leave and variables affecting turnover.

Much of today's theory on voluntary turnover stems from the ideas put forth by March and Simon (1958) on an employee's intent to leave a job. A recent meta analysis by Lambert et al. (2002) on this issue emphatically points out that a fundamental way of decreasing employee turnover is to raise the level of ...