Staff Turnover Analysis at Cgs

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Introduction

This paper is meant to study the staff turnover – causes and effects and how this is related to the reality. For this study, I have chosen to have a deeper investigation in a company with high staff turnover. The company addressed is called Computer Generated Solutions, known also as CGS. There are rumors that the company hires all the time and that they are treating their employees like “little robots” which of course, leads to staff disappointment ‘forcing’ them to leave the organization. These, of course, are the product of the high staff turnover rate which, us, humans tend to interpret. For checking these facts I have made a qualitative research upon actual employees and people that left the organization for finding out what where the reasons are/were not satisfied and the main causes people leave so fast the organization.

Staff turnover represents the number of employees that leave the organization (voluntary and involuntary) and need to be replaced by other employees. Voluntary turnover often refers to employees that are leaving the organization at their own choice whereas involuntary turnover refers to employees that do not have a choice in leaving the company (e.g.: death, incapacity to work, sickness or even the cancellation of the contract by their boss). When studying the high staff turnover in an organization, we are not referring to involuntary turnover but to a voluntary one. Staff turnover is often expressed as a rate and it is calculated yearly by the end of the fiscal year. After all why is this turnover so important and why many authors and practitioners gives

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