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Advanced Global Management Technics

Turnover refers to the number of employees that leave or are fired from a company each year. [1] High turnover is very costly for companies due to expenses related to recruitment, selection, training and lost productivity. [2] To prevent high turnover, managers should analyze turnover rates by department and month to understand why employees are leaving. [3] An exit interview form can help identify reasons for leaving and inform future recruitment and retention strategies.

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Stefan Cuculeac
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54 views2 pages

Advanced Global Management Technics

Turnover refers to the number of employees that leave or are fired from a company each year. [1] High turnover is very costly for companies due to expenses related to recruitment, selection, training and lost productivity. [2] To prevent high turnover, managers should analyze turnover rates by department and month to understand why employees are leaving. [3] An exit interview form can help identify reasons for leaving and inform future recruitment and retention strategies.

Uploaded by

Stefan Cuculeac
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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UNIVERSITY ALEXANDRU IOAN CUZA IASI THE FACULTY OF ECONOMICS AND BUSINESS ADMINISTRATION CURS: ADVANCED MODERN MANAGEMENT

TECHNIQUES

Selected Topics: Preventing Turnover

Professor: James J. Hearn Student: Cuculeac Stefan Year of study: V

Definition of Preventing Turnover: The challenge and cost of employee turnover is one of the most discussed, most frustrating and most misunderstood problems businesses face. Employee turnover often begins with a poor hiring decision. When we hire someone who is a poor job fit, we have already begun an almost inevitable course that will end with failure - and another turnover casualty. So basically Turnover is number of employees hired to replace those who left or were fired during a 12 month period of time in a company. Turnover is one of the more expensive operations that a company can make in their human resources in the business. This operation is very costly both in financial value involved and the use of human capital (recruitment, selection, personnel administration, training, etc.). If managers know the rate of fluctuation of them can do the graphic based on the poor and may determine what period and what positions may make recruitment of staff time. The most important operation in which managers can make is to know the rate of fluctuation, the leave to which the recruitment plans for next year. Implementation strategy: First I ask, or do as a study related to the rate fluctuation and a graph of fluctuation on months. Then I check the reasons for leaving (if you use a form of exit), to determine the range of recruitment for the future and how we can reduce the rate fluctuation of 5% / year. Its very important that we know why the employees leaving the company, in witch period of time the leave more. If we dont know this simple answer, we can do nothing , because we dont have the base of knowledge to create a plan for salving this problem. If there is no such form as the move to a form of exit, which helps us in identifying the needs of employees, reasons for leaving the company and how that would change the department in which they worked. With this information I could realize a viable plan for managing of human resources for the next year and of course a financial plan to support. I propose this plan manager, with explanations of rigour, and I go to the facts. The plan must include method of recruitment, selection and a good plan o training and remuneration, special in cases when rate of fluctuation is very big, because that will reduce out budget of recruitment and selection of personnel. This is some ideas of what Ill do preventing turnover for the company that I work for, if the manager (of the big boss) let me, and understating the gravity of the situation.

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