Bus 643 Week 3
WORKFORCE PLANNING AND EMPLOYMENT
Liberty University
BUSI 643
Dr. DOUG MCLNTYRE
Case Study-6 Name: SHRUTHI RENUKUNTLA
ID# 26569013 October 7th , 2014
Applications:
Retention: Deciding To Act
1.Do we think turnover is a problem?
A.Turnover becomes relatively high. Based on Wally’s rough data, there is a relatively high turnover rate of 65% for attendants and this is a turnover problem. Another reason why turnover is problem for Wally’s business is that managers have been complaining about the high level of turnover and the problems it creates with customer satisfaction. The cost to the organization’s bottom line of employee turnover can hinder the …show more content…
Morale among the employees will be very low and productivity will be reduced. It will be difficult to motivate the remaining employees since they would have to pick up the slack for the employees who were either terminated or resigned. The employees whom have remained might also be going through stress as they would have to deal with welcoming the new employees, just to lose them shortly after. High turnover rate can also affect indirect costs, such as job injuries and relationships with the customers.
2. How might we attack the problem?
In order to attempt to solve the problem, job satisfaction needs to increase and the social environment will need to improve. They also state that having a retention program will be useless without having retention goals . The hiring process will need to be improved in an attempt to solve the turnover problem; better hiring decisions will need to be made. It appears that the hiring specialists for Wally are hiring the wrong people for the wrong job.
A new system would need to be implemented that will screen applicants to weed out anyone that does not have the minimum qualifications needed for the job. After a group of
Liberty University
BUSI 643
Dr. DOUG MCLNTYRE
Case Study-6 Name: SHRUTHI RENUKUNTLA
ID# 26569013 October 7th , 2014
Applications:
Retention: Deciding To Act
1.Do we think turnover is a problem?
A.Turnover becomes relatively high. Based on Wally’s rough data, there is a relatively high turnover rate of 65% for attendants and this is a turnover problem. Another reason why turnover is problem for Wally’s business is that managers have been complaining about the high level of turnover and the problems it creates with customer satisfaction. The cost to the organization’s bottom line of employee turnover can hinder the …show more content…
Morale among the employees will be very low and productivity will be reduced. It will be difficult to motivate the remaining employees since they would have to pick up the slack for the employees who were either terminated or resigned. The employees whom have remained might also be going through stress as they would have to deal with welcoming the new employees, just to lose them shortly after. High turnover rate can also affect indirect costs, such as job injuries and relationships with the customers.
2. How might we attack the problem?
In order to attempt to solve the problem, job satisfaction needs to increase and the social environment will need to improve. They also state that having a retention program will be useless without having retention goals . The hiring process will need to be improved in an attempt to solve the turnover problem; better hiring decisions will need to be made. It appears that the hiring specialists for Wally are hiring the wrong people for the wrong job.
A new system would need to be implemented that will screen applicants to weed out anyone that does not have the minimum qualifications needed for the job. After a group of