Impact of Staff Training on Employee Turnover in an Organization
EMPLOYEE TURNOVER:
Causes, Effects, and Preventive Actions
René Cintrón
Capella University
ABSTRACT
The author discusses the causes and effects of employee turnover and preventive actions managers can take to avoid out of control turnover. Causes of turnover fall under three categories: job dissatisfaction, errors in employee selection, and poor management (White, 1995). The most common cause of turnover is job dissatisfaction while the most common effects are the expenses borne by a company (Sheehan, 1995). Some of the preventive actions include management training in order to capture warning of job dissatisfaction and periodic workplace evaluation of satisfaction, an open door policy style of management, and uphold strict hiring standards (Coleman, 1989). In order to keep costs down, a streamlines and efficient human resource program is recommended (White 1995).
Table of Contents
|Introduction | |1 |
|Literature Review | |2 |
|Objectives | |6 |
|Results | |7 |
|Strategies | |14 |
|Recommendation and Conclusion | |15 |
|Reference List | |16 |
Introduction Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers (Agnes,
Causes, Effects, and Preventive Actions
René Cintrón
Capella University
ABSTRACT
The author discusses the causes and effects of employee turnover and preventive actions managers can take to avoid out of control turnover. Causes of turnover fall under three categories: job dissatisfaction, errors in employee selection, and poor management (White, 1995). The most common cause of turnover is job dissatisfaction while the most common effects are the expenses borne by a company (Sheehan, 1995). Some of the preventive actions include management training in order to capture warning of job dissatisfaction and periodic workplace evaluation of satisfaction, an open door policy style of management, and uphold strict hiring standards (Coleman, 1989). In order to keep costs down, a streamlines and efficient human resource program is recommended (White 1995).
Table of Contents
|Introduction | |1 |
|Literature Review | |2 |
|Objectives | |6 |
|Results | |7 |
|Strategies | |14 |
|Recommendation and Conclusion | |15 |
|Reference List | |16 |
Introduction Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers (Agnes,