Regular Training as a Way of Reducing Employee Turnover
It is important to note, from the onset, that as Taylor and Stern (2009) point out, “turnover produces innumerable problems for organizations” (p. 5). The relevance of bringing down the rate of employee turnover cannot therefore be being overstated. This is more so the case given the costs associated with a high employee turnover rate. In the words of Choi and Dickson (2009), “it has been well documented that employee turnover involves a significant cost for the business” (p. 105). While there are various other ways that have been explored and seen to be successful, there is no holy grail when it comes to retaining employees and ensuring they do not quit in search of better prospects. I would, therefore, propose that we embrace a cocktail of strategies to reduce employee turnover. Employee turnover, as Choi and Dickson (2009) point out, has an undeniable effect on not only the productivity, but also the financial performance of a company.
Currently, as you are aware, the organization makes extensive use of a flexible schedule system and a competitive salary and benefits scheme to enhance employee retention. I would propose that the organization starts making use of regular training as a way of reducing employee turnover. On this front, training would be focused on equipping employees with pertinent skills to enable them perform better in their respective work stations. For instance, the company could organize for those working in the accounting department to attend seminars and conferences that seek to offer insight on the latest accounting standards, regulations, etc. Supervisors, on the other hand, could be taken for management courses that focus on further enhancing their supervisory and employee management skills. Training could be provided on-site or of-site, and in the form of workshops, conferences, webinars, etc. Studies done in the past have clearly indicated that not only does regular training increase the productivity of employees, but it also keeps employees motivated and satisfied. In a study titled, the impact of employee training and innovation on turnover intention: an empirical research, it was found that “extensive training and training in multiple functions can be used as a tool for decreasing high turnover rates” (Kasen, 2016, p. 182).
Please note that to reap maximum benefits, employee training should not be made mandatory as this could make employees develop some resistance to the said efforts. Instead, the organization should seek to link employee training to the personal as well as professional goals and aims of employees, and then present the said training in such a way that it also meets organizational mission...
drivers endure a multitude of work-related health issues due to the nature of their work. They drive consistently long hours. They must be weary of potential accidents, and do not receive high pay. This can lead to a higher than normal employee turnover rates, which lends to a lower quality of service for customers. Researchers have aimed at aimed at identifying what specific work-related health problems plague bus drivers. Research
drivers endure a multitude of work-related health issues due to the nature of their work. They drive consistently long hours. They must be weary of potential accidents, and do not receive high pay. This can lead to a higher than normal employee turnover rates, which lends to a lower quality of service for customers. Researchers have aimed at identifying what specific work-related health problems plague bus drivers. Research shows bus
Similarly, employers may take advantage of this lack and not inform workers of their right to knowledge of the company's policies and procedures regarding safety features. It is also possible that individuals, particularly those working on a temporary contract basis, are afraid to be replaced when they raise health and safety concerns. Therefore these individuals prefer to take the risk for the sake of the income generated. In the beach environment
Occupational Stress and Scientific MonitoringBYElena Georgiou�This paper was submitted in partial fulfillment of the requirements for the Degree of Doctor of Philosophy in the Doctoral Program (PhD) in Business Administration at the University of Nicosia, School of Business Administration, Nicosia, Cyprus, (December/2017)�University of Nicosia46 Makedonitissas Ave.P.O. Box 240051700 NicosiaCyprusDate: (December/2017)Table Contents1.Introduction��������������������������........32. Research Aims��������������������������3-43. Research Objectives������������������������..54. Research Questions�������������������������55. Literature Review������������������������...5-65.1 Types of Stress�������������������������.6-75.2 Definition of Supervision����������������������75.3 Categories of Supervisory Models������������������..75.4 The
HR manager: Conducing a job analysis of a new customer service positon Job analysis Three types of techniques can be used when conducting a job analysis in the workplace of a particular position. The first, that of job observation, takes the form of a trained workplace analyst observing the employee completing his or her tasks. While for some positions this may be useful, particularly manual tasks, other jobs are more difficult to
The subjects were 613 injured Army personnel Military Deployment Services TF Report 13 admitted to Walter Reed Army Medical Center from March 2003 to September 2004 who were capable of completing the screening battery. Soldiers were assessed at approximately one month after injury and were reassessed at four and seven months either by telephone interview or upon return to the hospital for outpatient treatment. Two hundred and forty-three soldiers
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