Turnover and Retention
Content
Content 1
Introduction 2
Main Body 2 Excessive Turnover 2 General Turnover 2 Critical Employee Turnover 3 Turnover in Low to Moderate Level 3 Motivation 3 Innovation 4 Relationship between Turnover and Performance 4 Employee Retention 5 Significance 5 Job Satisfaction 5 Embeddedness 6 Others 7
Conclusion 7
Reference 8
Introduction
Following the process of globalization which is increasingly developing, consequent fierce competition brings about frequent phenomenon of turnover in organizations (Liu et al., 2011). According to the statistic data that showed by Meier and Hicklin (2007), the turnover rate of U.S. federal government was 16.1% from 2003 to 2004, Dutch temporary employment agencies was 14.2% in 2005 and trucking even reached 41% in 2005. Currently, employee turnover is still lacking of attention in many aspects, such that most previous researches were focused on the reasons of turnover, but paid less attention to the effect of turnover (Ton & Huckman, 2008). The emphasis in this essay is that high employee turnover damages organization performance for increasing cost and causing critical employee leaving, while moderate level of turnover benefits organization performance for improving innovation and motivation, employers should focus on enhancing employee’s job satisfaction and embeddedness for retaining their employees. This essay has four parts. In the first and second part of the essay, both effect of excessive turnover and moderate turnover would be discussed with focus on organizational performance. And then the relationship between turnover and performance will be showed. The final part of this work would discuss the two aspects of retention strategy and many specific methods would be given to employers.
Main Body
Excessive Turnover
General Turnover
Excessive employee turnover rate increase operating cost of organizations. According
Content 1
Introduction 2
Main Body 2 Excessive Turnover 2 General Turnover 2 Critical Employee Turnover 3 Turnover in Low to Moderate Level 3 Motivation 3 Innovation 4 Relationship between Turnover and Performance 4 Employee Retention 5 Significance 5 Job Satisfaction 5 Embeddedness 6 Others 7
Conclusion 7
Reference 8
Introduction
Following the process of globalization which is increasingly developing, consequent fierce competition brings about frequent phenomenon of turnover in organizations (Liu et al., 2011). According to the statistic data that showed by Meier and Hicklin (2007), the turnover rate of U.S. federal government was 16.1% from 2003 to 2004, Dutch temporary employment agencies was 14.2% in 2005 and trucking even reached 41% in 2005. Currently, employee turnover is still lacking of attention in many aspects, such that most previous researches were focused on the reasons of turnover, but paid less attention to the effect of turnover (Ton & Huckman, 2008). The emphasis in this essay is that high employee turnover damages organization performance for increasing cost and causing critical employee leaving, while moderate level of turnover benefits organization performance for improving innovation and motivation, employers should focus on enhancing employee’s job satisfaction and embeddedness for retaining their employees. This essay has four parts. In the first and second part of the essay, both effect of excessive turnover and moderate turnover would be discussed with focus on organizational performance. And then the relationship between turnover and performance will be showed. The final part of this work would discuss the two aspects of retention strategy and many specific methods would be given to employers.
Main Body
Excessive Turnover
General Turnover
Excessive employee turnover rate increase operating cost of organizations. According