WORKFORCE PLANNING AND EMPLOYMENT
Dr. DOUG MCLNTYRE
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 business. Training a new employee would cost the organization a lot of money. When there is a high turnover, it would interrupt the flow of an organization, it makes managing harder, and there will be extreme costs. 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...
Bibliography: Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.)
Middleton, WI: Mendota House
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