You Own a Chain of Restaurants and You Have Very High Staff Turnover. You Don’t Know Why People Are Leaving You. Your Profits Are Down. What You Can Do to Change This Situation.
You own a chain of restaurants and you have very high staff turnover. You don’t know why people are leaving you. Your profits are down. what you can do to change this situation.
The high turnover rates in the chain of the restaurants that are operated in the firm significantly affect the bottom line of the firm. It has been noted that it costs approximately two times to train an employee to fill the vacancy that has been left by an employee as compared to the cost of paying the salary of the given employee (Torrington, Hall & Taylor, 2005). It is important to note that in the majority of the cases, the top talents and the very highly skilled individuals are the ones who always live the company as opposed to the low level employees of the organization. The reason why employees are leaving is because this chain of restaurants does not carry a good human resources system. In this essay, it will focus on what the human resource department of the chain of the restaurants should do so that they can be able to avoid the problem of high employee turnover.
First, there will be the focus on surveys that are geared towards unearthing the levels of the satisfaction of the different employees who are found in the organization. The surveys usually play a role in helping the HR practitioners to get to the bottom of the issues that are causing the dissatisfaction amongst the employees of the firm. The survey will bring to the fore the main issue that is causing the high turnover amongst the employees of the firm; thus, the firm will be able to act on the issue that is at hand (Beal, 2004). The survey can find out that some of the employees are leaving the employment or the firm due to the need for better pay or rewards associated with the jobs that they undertake in the chain of the restaurants while others may leave the firm since they are of the view that they are not being offered any form of training or the training that they are being offered may be insufficient.
The high turnover rates in the chain of the restaurants that are operated in the firm significantly affect the bottom line of the firm. It has been noted that it costs approximately two times to train an employee to fill the vacancy that has been left by an employee as compared to the cost of paying the salary of the given employee (Torrington, Hall & Taylor, 2005). It is important to note that in the majority of the cases, the top talents and the very highly skilled individuals are the ones who always live the company as opposed to the low level employees of the organization. The reason why employees are leaving is because this chain of restaurants does not carry a good human resources system. In this essay, it will focus on what the human resource department of the chain of the restaurants should do so that they can be able to avoid the problem of high employee turnover.
First, there will be the focus on surveys that are geared towards unearthing the levels of the satisfaction of the different employees who are found in the organization. The surveys usually play a role in helping the HR practitioners to get to the bottom of the issues that are causing the dissatisfaction amongst the employees of the firm. The survey will bring to the fore the main issue that is causing the high turnover amongst the employees of the firm; thus, the firm will be able to act on the issue that is at hand (Beal, 2004). The survey can find out that some of the employees are leaving the employment or the firm due to the need for better pay or rewards associated with the jobs that they undertake in the chain of the restaurants while others may leave the firm since they are of the view that they are not being offered any form of training or the training that they are being offered may be insufficient.
References: 1. Beal, B. (2004). ‘Psychological search for Hilton Hotel Managers’, Human Resource Management International Digest, 12(1): 30-32 2. Heery, E. & Noon, M. (2001). A Dictionary of Human Resource Management. Oxford: Oxford University Press. 3. Marchington, M., Goldthorpe, J. & Mills, C. (2005). Human Resource Management at Work: People Management and Development (3rd Ed.). CIPD 4. Nickson, D. (2007). Human Resource Management for the hospitality and Tourism industries. Oxford: Butterworth-Heinemann. 5. Torrington, D., Hall, L. & Taylor, S. (2005). Human Resource Management (6th Ed.). Boston, MA: Prentice Hall