STAFF TURNOVER

Staff Turnover

STAFF Turnover

Introduction

Staff turnover is the crucial issue for all the contemporary organizations. Turnover is the rate at which the management retains the Staffs or the rate at which an employer losses or gains the Staffs. Another correlate of job satisfaction that is of considerable interest to both researchers and managers is Staff turnover. Some turnover in organizations is inevitable and, in some cases, may even be desirable. However, very high levels of turnover can be costly to organizations since they must begin the process of recruiting, selecting, and socializing a new Staff. High levels of turnover may also have an adverse impact on the public image of an organization, and hence increase the difficulty of recruiting (Griffeth, Hom & Gaertner, 2000, pp. 463).

Measures to Reduce Staff Turnover

It is not possible to reduce Staff turnover by hundred percent. Even the world best organizations have not achieved such figures. Staff turnover pose significant threat for the company's success and weakness for the management's competency to retain Staffs. A high turnover rate does not impact the profitability of the companies but it also affects the moral and confidence of the other Staffs.

Firms can execute a better work of recognizing the potential job candidates who will discover long-term career success in their firm only when they can precisely identify the characteristics and qualities that are best for the job under subject. A variety of tools offered in the market can be used to assist realize the objective of hiring staff who will thrive in their individual jobs. These tools measure intellectual capacities, motivation and interests and all personality characteristics linked to job tasks. Also a occasional Staff studies can also make available positive insights in the victory Pattern that of recruitment that will graphically demonstrate the characteristics and qualities, which prosperous Staffs have. This victory pattern will allow the firm evaluate the value of job candidates to observe how closely they connect with people who have showed their competency until then to carry out the task successfully. When a company hires someone who has a serious deficiency in job-fit, not only is the company unhappy but also the hired Staff becomes unhappy, suffers from stress-related problems and loses self-image when he at last fails. The company that hires them will have effectiveness and morale dilemmas and will presumably see additions in the cost of health care plans. Therefore, it is highly recommended to disappoint job applicants who do not fit with your Success Pattern than to hire them and subject them to ultimate failure. Thus, the work place can be a better place to be in when the root cause that produces the morale problems are eliminated resulting in a more productive environment and a more profitable enterprise. (Dessler, 2003)

Staff retention is very crucial to any company. There are high costs associate in training new Staffs after time and again in case of management is unable to retain its staff. The cost associated with replacement of staff with new ones ...