Preview

Employee Turover

Best Essays
Open Document
Open Document
4468 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Employee Turover
Abstract
A high employee turnover rate, where talented employees leave the institution to join other legislatures and government departments, has been experienced by the Language Services Section (LSS) of Parliament SA which is part of the Legislative and Oversight Division (LOD). This thesis evaluates why talented employees leave the LSS and explores possible retention strategies to retain talented employees. This was firstly done by reviewing literature on the concept of employee turnover. Secondly, the study evaluated possible factors that impact on employee turnover. Thirdly, the legislative environment of employee turnover within the South African context was discussed. Furthermore, the causes of employee turnover in the LSS of Parliament SA were assessed. Lastly, recommendations were made on how to retain employees in the LSS of Parliament South Africa. The research design used to conduct the study is a qualitative case study. Unstructured interviews, a survey questionnaire and documentation were used for this study. Deductions were made by comparing the theory from the literature review with the practice in LSS in order to gain a better understanding of why talented employees leave the institution and what retention strategies can be implemented to retain them. This study presents various reasons why employees are leaving the institution. These reasons include non-competitive salaries, ineffective recruitment and selection processes, inadequate training, a lack of career pathing and the fact that many language practitioners (LPs) reside in provinces other than the Western Cape. Many of these reasons were identified previously through an LOD Retention Strategy Project but strategies to address problems were not implemented due to the lack of a people-centred approach to talent management. Recommendations were made that retention strategies should be implemented and that more emphasis should be placed on human resources and the development of people in order

You May Also Find These Documents Helpful

  • Good Essays

    Keeping Suzanne Chalmers

    • 1449 Words
    • 6 Pages

    The problem in this case study is the lack of employee loyalty, commitment and motivation causing high employee turnover.…

    • 1449 Words
    • 6 Pages
    Good Essays
  • Good Essays

    Hcs/341 Week 1

    • 620 Words
    • 3 Pages

    A number of issues affecting the employment roles of the human resource organization can be classified below external and internal. The outer aspects consist of the level of education, the existing outlooks in society (the sort of attitude toward work), the several rules and policies that straight affect recruitment, the monetary situation, and the supply of and demand for the manpower outside the enterprise. Reasons that affect employment and employment turnover are considered to be a huge difficulty encountered by human resource managers. In a research…

    • 620 Words
    • 3 Pages
    Good Essays
  • Best Essays

    Jackson, S. E., Schuler, R. S., & Werner, S. (2009). Managing human resources. (10 ed.). OH: South-Western Cengage Learning.…

    • 3691 Words
    • 106 Pages
    Best Essays
  • Satisfactory Essays

    Temporary Employees

    • 600 Words
    • 3 Pages

    Each month, Davis can hire as many temporary employees as needed under each of the three…

    • 600 Words
    • 3 Pages
    Satisfactory Essays
  • Satisfactory Essays

    The highly turnover rate of employees in tourism, hospitality and event organisation, which is a serious issue concerned by every company, is defined as company’s employees leave their job at a relatively high rate in certain industry. High turnover can result from various numbers of issues of employee which may ignore or neglect by certain company in a certain extract (e.g. dissatisfaction of work, overload work, emergence of competitors, poor management etc). But what is the main reason that caused high turnover in certain industry is that organisations fail to realize the importance of engaging and motivating employees. They tend to assumed that this action is such a waste of time and it is more important to focus on employee’s performance.…

    • 252 Words
    • 2 Pages
    Satisfactory Essays
  • Powerful Essays

    Grobler, P.A., Wärnich, S., Carrell, M.R., Elbert, N.F., and hatfield, R.D. (2006). Human Resource Management in South Africa, Cornwall: Thomson Learning Landy and Conte, 2004…

    • 6939 Words
    • 28 Pages
    Powerful Essays
  • Powerful Essays

    International Human Resource Management, Peter J. Dowling, Marion Festing & Allen D. Engle, Sr., South-Western CENGAGE Learning, Fifth Edition, 2009, ISBN 13:978-0324-58034-1 & 10:0-324-58034-7…

    • 1108 Words
    • 5 Pages
    Powerful Essays
  • Powerful Essays

    Module Handbook

    • 2239 Words
    • 9 Pages

    Recruiting and retaining staff of the right caliber contributes to the achievement of organisational purposes. Staff must make a valued contribution to the work of the organisation. Eventually they will leave, more often than not because they find alternative employment or retire. Occasionally, however, employment has to be terminated. This unit considers how human resource management deals with these aspects of working. However, the focus of human resource management has moved beyond personnel management towards a more proactive approach that, in addition to the traditional roles associated with staff management, also considers how to get the best people and the best out of people so that they work in roles and ways that are closely aligned to organisational objectives. This often leads to the assertion by many senior managers that ‘Our employees are our most valuable resource’.…

    • 2239 Words
    • 9 Pages
    Powerful Essays
  • Satisfactory Essays

    Employee Profolio

    • 394 Words
    • 2 Pages

    After evaluation all three of the employee matrix forms, I find that 2 of the three have common scores, both having score high in each area of the assessment test and the third scored in the medium. I feel that the two that have the scores in common will work on whatever they’ll be tasked with, they seem to be self-efficient and can work well in either a group or solo. Even though the third member scores weren’t as high, there is definitely potential in this individual. I feel that this individual may also be just as impressive as the other two employees give a little more direction. According to the results, the two employees with high scores will be able to adjust and work through any circumstances, I believe this third individual may also be able to adjust as long as there certain structures or guidelines in place.…

    • 394 Words
    • 2 Pages
    Satisfactory Essays
  • Satisfactory Essays

    Employee Attrition

    • 306 Words
    • 2 Pages

    The purpose of this research is to explore the attrition rates and evaluate changes that will positively affect the attrition issue. Qusetionnaire method is ued for the research. Employees are inteviewed over telephone from different regions and they have many opinions, problems and suggestions, which will be discussed later.…

    • 306 Words
    • 2 Pages
    Satisfactory Essays
  • Good Essays

    Analysis Work

    • 6199 Words
    • 25 Pages

    Analysis and Findings This chapter presents a description of the sample and analysis results based on the questionnaire distributed to liable officers from the civil service of Mauritius. It provides an investigation of the impact of a strategic dimension to the management of the human resource on organizational effectiveness in the civil service. The data was organized and evaluated with the SPSS (Statistical Package of Social Sciences) software version 16.0 and for the evaluation; descriptive statistics (frequency distribution, percentages and means), correlations, chi square test, independent sample t-test, Anova test and regression analysis were employed. Population and Response rate A low response rate can raise questions according to whether the response received were representative of the sample or were in some way biased (Punch, 2003). However the researcher should endeavour for a response rate of at least 60 percent. Therefore, as regards to this study, 140 questionnaires were distributed to the customers and 105 questionnaires were collected two weeks later. All the collected questionnaires were deemed good to be analyzed. Hence, a feedback of 75% in this research is therefore taken to be acceptable. Reliability of data Reliability in general means stability of response. This concerns whether the same respondents would answer the same questions in the same way if they were asked again. Reliability is the consistency or dependability of a measure. Therefore one of the ways to measure reliability is called internal consistency. This is the extent to which the questions were designed to measure the same attitude, in other words how well the questions correlate with one another. In this research, the reliability was measured using Cronbach’s alpha as indicator and the Cronbach’s alpha value of 0.70 or higher is usually considered acceptable in most research situations as a value lower than 0.7 might mean the data is multi-dimensional. Hence, the result (table…

    • 6199 Words
    • 25 Pages
    Good Essays
  • Satisfactory Essays

    employee

    • 318 Words
    • 2 Pages

    Please fill in the requested details below and enclose this form with a clear photocopy of the front and back of the credit…

    • 318 Words
    • 2 Pages
    Satisfactory Essays
  • Best Essays

    ANU staffs move to UC

    • 3452 Words
    • 11 Pages

    These systems are also appropriate for universities. According to Canberra Times (2014), staffs from the Australian National University are switching to the University of Canberra to find better-paying jobs, because of the budget cuts in the Australian National University. This essay will briefly analysis the current and future issues and challenges of the human resource management for both Australian National University and the University of Canberra, with three aspects that are HR development, career management, and the managing turnover. Besides, there will be some other examples added to address the issue.…

    • 3452 Words
    • 11 Pages
    Best Essays
  • Good Essays

    Recruiting and retaining staff of the right caliber contributes to the achievement of organizational purposes. Staff must make a valued contribution to the work of the organisation. Eventually they will leave, more often than not because they find alternative employment or retire. Occasionally, however, employment has to be terminated. This unit considers how human resource management deals with these aspects of working. However, the focus of human resource management has moved beyond personnel management towards a more proactive approach that, in addition to the traditional roles associated with staff management, also considers how to get the best people and the best out of people so that they work in roles and ways that are closely aligned to organisational objectives. This often leads to the assertion by many senior managers that ‘Our employees are our most valuable resource’.…

    • 1564 Words
    • 7 Pages
    Good Essays
  • Best Essays

    If Employee’s jobs are filled with routine and boring tasks or if desired promotions are blocked in the organization, then they are likely to feel an intrinsic sense of loss and become skeptical about findings fulfillment in their careers Career plateau employees are likely to have demotivation and higher labour turnover because they want to advance their careers elsewhere in the environment Researcher find out the causes, difference of career plateau among the Admin Staffs, Support Staffs, Teaching Staffs, Technical Staffs in education sector, its effects and strategies to remove the career plateau. The Major finding of this study is that career plateau is a major contributing factor of employees dissatisfaction, organization commitment and employee turnover. Technical staffs have more career plateau. Management and other stakeholder to develop the best strategies to manage career plateau in the organization. Keywords: Career Plateau, Strategies, Employee turnover, Dissatisfaction…

    • 4161 Words
    • 17 Pages
    Best Essays

Related Topics