Workforce Separation Analysis and Retention Strategy
GWHealth's Executive has been aware of the disturbing trend that leads to the employee turnover. The company has recorded a significant increase in the employee turnover that has been a concern to the management. The objective of this paper is to identify and analyze trends as well as presenting recommendations. This paper provides a reason for the termination to enhance a greater understanding of the disturbing trend in the employee turnover.
Identification of five most critical Areas in KGWHealth Separation Stats
This section discusses the five most critical areas of concern in the KGWHealth separation stats. According to the data in Fig 1 and Table 1, which are collected from the GWHealth's database, the company has 407 employees, however, 115 employees have left the company in the last two years revealing that performances have the 28.25% of employees have left the company. However, performances are the first critical area that leads to termination of employees. As being revealed in Fig 2 and Table 2, a total number of 34 employees have been terminated because of lack of required performances revealing that performances issues have been 29.57% of employees' turnover.
The second most critical area that leads to employee turnover is work rule violation. Typically, 14 of employees have been asked to leave the job. Accepted another job is a third critical reason in KGWHealth separation stats. For instance, 9 of employees have accepted another job in the last two years. Spousal relocation is the fourth reason for the leaving the job. In the last two years, 8 of employees have left KGWHealth because of spouse relocation. Lastly, Retirement, gross misconduct, and death have been the most critical reason for the separation status in KGWHealth.
Fig 1: Reason for Termination
Table 1: Reason for Termination
Reason for Termination
Rate
Percentages
Retirement
7
6,09
Performances
34
29,57
Work Rule Violation
14
12,17
Spousal Relocation
8
6,96
Death
7
6,09
Accepted Another Job
9
7,83
Gross Misconduct
7
6,09
Resign for no Reason Given
5
4,35
Excessive Absenteeism
5
4,35
Inability to Perform Job
5
4,35
Layoff
3
2,61
Lack of Career Opportunities
3
2,61
Manager /Supervisor
4
3,48
Did not Return from Leave
4
3,48
Total
100,00
Fig 2: Top 5 Critical Areas in KGWHealth Separation Stats
Table 2: Top 5 Critical Areas in KGWHealth Separation Stats
Fig 2: Top 5 Critical Areas in KGWHealth Separation Stats
Rate
Percentages
Performances
34
29,57%
Work Rule Violation
As the VP (Vice President) of HR (Human Resources) department, I will implement several initiatives if the local labor market improves to prevent the loss of our key human assets. First, I will employ more healthcare professionals to add to our pool of labor because the data have revealed that we have been experiencing a high rate of labor turnover in the last two years. Additionally, I will address the most critical issues that cause the labor turnover. Typically, performances are the top reasons that lead to the labor turnover, which reveals that our staff needs to be retrained to make them competent to carry out the job to the acceptable standard. I will organize an in-house training program for our critical staff that includes doctors, nurse practitioners, and assistant physicians. The training program will make them acquire more skills and be competent in performing their jobs effectively thereby reducing the labor turnover.
The work rule violation has been the second reason for the termination of employment. As a VP of HR, I will draw up the work policy and company policy that all workers must follow. The policy will contain all the rules and regulations that all workers must follow. The policy will also contain the likely punishment for violation of this policy. However, termination of employment will be the last resort for the violation of policy. By mandating all workers to study the work policy, the company will be able to reduce the work rule violation that may lead to a loss of critical human assets. Accepted another job is the third reason for the labor turnover. I will address this problem by increasing worker's remunerations and make them commensurate to…
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