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论文作者:英语论文网论文属性:作业 Assignment登出时间:2012-06-15编辑:yuanleilei点击率:2155
论文字数:1787论文编号:org201206151952423087语种:英语 English地区:英国价格:$ 22
关键词:practical measuresstaff turnover英国本科作业
摘要:本文为英国名校本科管理论文,是关What practical measures could an organisation adopt to reduce staff turnover?的写作。由英语论文网提供。
What practical measures could an organisation adopt to reduce staff turnover?
1. Introduction
Staff turnover as a term is a critical human resource issue in business circles and it also is an important feature of the labour market. According to the survey for OECD (Organisaiton for Economic Co-operation and Development) countries, there are about 10-15% of employees leave
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their jobs every year (OECD, Employment Outlook, 1999). There are wide influences of staff turnover such as productivity, product quality and profitable and so on in all sectors of the economy. It affects both employees and employers.
1. Introduction.
2. Staff turnover
3. Causes of staff turnover
4. Retention strategies
5. Conclusion
Conclusion
The staff turnover is an important definition for organisaitons, which means an employer gains and loses employees in a period. When staffs leave from a firm, the firm will face to the problems of losing skill, experiences and personnel costs. And the turnover calculation can help firms to indentify personnel trends and forecast for the future. Therefore, managers should examine the causes of staff turnover and adopt practical measures to retain employees. Except to the outside factors and functional turnover, the causes can be divided into push factors (Dissatisfaction for organisation) and pull factors (Attraction of rival employers). Usually, in order to minimise staff turnover, orgnisations can adopt a variety of pro-active retention strategies to reduce the potential “push” factors and defeat the external “full” factors.
References
Mano, R., Shay, ST. (2004). Job search modes and turnover. Career development international. 5: pp.442-446.
OECD (1999). Employment Out look, Pairs
Price, JL. (1997). The study of turnover. 1st edition, Lowa State University Press.
Peter, L., Bhagat, R., O’Commor EJ. (1981). An examination of the independent and joint contribution of organizational commitment and job satisfaction on employee intention to quit. Group Organization studies, 6: pp.73-82
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Kallianth, TJ., Beck, A. (2001). Is the path of burnout and turnover paved by a lack of supervisory support: a structural equations test? New Zealand J. Psychol. 30: pp72-78.
Kevin, MM., Joan, LC., Adrian, JW. (2004). Organization Change and Employee Turnover. Personnel Review. 33 (2), pp.161-166.
Kramer, MW., Callister, RR., Turban, DB. (1995). Information-receiving and information-giving during job transitions. West. J. Commun. 59: pp.151-170.