Human Resource Planning & Factors affecting Employee Turnover and Retention
Human Resources
Human Resource Planning & Factors affecting Employee Turnover and Retention Human Resource Management Research Paper
Abstract
Human resource planning is currently regarded as an essential requirement for any organization to achieve the corporate business goals and to gain a competitive advantage over competitors, but it does not always appear to be given high priority in practice. High rates of employee turnover can prove very expensive and milk organization 's financial resources. The costs of replacing employee positions have been escalating upward for many years. This research paper will investigate the history and evolution of human resource management and the various factors which might affect human resource planning with a focus on employee retention.
A review of relevant evidence indicates that, since the 1980s, Human resource management techniques have steadily improved. Human resource management techniques have become more strategic in form and function and a focus on improved international human resource management techniques are apparent. Human resource departments are now looked upon as potential partners in the strategic decision making processes of the organization. Organizational culture emphasizes the interpersonal relationship, values of team orientation and respect for the employee has emerged as one of the dominant factors affecting employee turnover.
Human resource planning can be simply summarized as the aim of a company to have the right people, with the right skills, in the right places, at the right time. One of the most effective interventions to address employee turnover problems is the development of fully integrated Retention policy as part of the overall human resource plan.
Human Resource Planning & Factors affecting Employee Turnover and Retention
Introduction
Dwight D. Eisenhower once said “In preparing for battle, I have always found that
Human Resource Planning & Factors affecting Employee Turnover and Retention Human Resource Management Research Paper
Abstract
Human resource planning is currently regarded as an essential requirement for any organization to achieve the corporate business goals and to gain a competitive advantage over competitors, but it does not always appear to be given high priority in practice. High rates of employee turnover can prove very expensive and milk organization 's financial resources. The costs of replacing employee positions have been escalating upward for many years. This research paper will investigate the history and evolution of human resource management and the various factors which might affect human resource planning with a focus on employee retention.
A review of relevant evidence indicates that, since the 1980s, Human resource management techniques have steadily improved. Human resource management techniques have become more strategic in form and function and a focus on improved international human resource management techniques are apparent. Human resource departments are now looked upon as potential partners in the strategic decision making processes of the organization. Organizational culture emphasizes the interpersonal relationship, values of team orientation and respect for the employee has emerged as one of the dominant factors affecting employee turnover.
Human resource planning can be simply summarized as the aim of a company to have the right people, with the right skills, in the right places, at the right time. One of the most effective interventions to address employee turnover problems is the development of fully integrated Retention policy as part of the overall human resource plan.
Human Resource Planning & Factors affecting Employee Turnover and Retention
Introduction
Dwight D. Eisenhower once said “In preparing for battle, I have always found that
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