staff turnover
A Study on the Effects of Staff Turnover in Business Organisation
1. Introduction
Organizations invested a lot for their staff in terms of induction and training, maintain and retain them in their organizations. These employees are very important because of their value is huge to the organization, and not easily replicate (Meaghan et al 2002). Every organization wishes have high productivity, reduce errors and is successes. However, to provide basic necessities of secure environment, good pay and benefits as cost-effective is very difficult to organization. In addition, with the impact of globalization in the world, it has been touted that every organization must manage and control their staff turnover for the interests of organizations. (Anantha Raj A. Arokiasamy 2013) A variety of factors have also been found, which cause staff turnover, such as job satisfaction, work environment, payment and compensation (Kevin et al 2004). Therefore, organizations must furthest reduce staff turnover. It is necessary to have a more comprehensive understanding of staff turnover, especially on the reason, effects and strategies.
The literature review includes staff turnover types, effects of staff turnover, strategies to decrease staff turnover.
2. Literature review
2.1 Staff turnover definition
In the word of Price (1977), the turnover refers to the ratio that the number of people who have left during the period divided by the average number of the people of the organization during the period.
According to Abassi and Hollman (2000), staff turnover is a rotation of workers around the labour market between different companies, job and occupations, and between employment and unemployment.
Staff turnover was stated by Antle (2008) as a situation, which staffs leaves the organization voluntarily for various reasons, thus affect negatively the cost and capacity of the organization to deliver minimum required services.
2.2 Types of staff turnover
There are two main types of
1. Introduction
Organizations invested a lot for their staff in terms of induction and training, maintain and retain them in their organizations. These employees are very important because of their value is huge to the organization, and not easily replicate (Meaghan et al 2002). Every organization wishes have high productivity, reduce errors and is successes. However, to provide basic necessities of secure environment, good pay and benefits as cost-effective is very difficult to organization. In addition, with the impact of globalization in the world, it has been touted that every organization must manage and control their staff turnover for the interests of organizations. (Anantha Raj A. Arokiasamy 2013) A variety of factors have also been found, which cause staff turnover, such as job satisfaction, work environment, payment and compensation (Kevin et al 2004). Therefore, organizations must furthest reduce staff turnover. It is necessary to have a more comprehensive understanding of staff turnover, especially on the reason, effects and strategies.
The literature review includes staff turnover types, effects of staff turnover, strategies to decrease staff turnover.
2. Literature review
2.1 Staff turnover definition
In the word of Price (1977), the turnover refers to the ratio that the number of people who have left during the period divided by the average number of the people of the organization during the period.
According to Abassi and Hollman (2000), staff turnover is a rotation of workers around the labour market between different companies, job and occupations, and between employment and unemployment.
Staff turnover was stated by Antle (2008) as a situation, which staffs leaves the organization voluntarily for various reasons, thus affect negatively the cost and capacity of the organization to deliver minimum required services.
2.2 Types of staff turnover
There are two main types of