One component which can reduce the cost of employee turnover is training – and effective training at that. Training is defined as an “organized activity aimed at imparting information and/or instructions to improve the recipient 's performance or to help him or her attain a required level of knowledge or skill.” (Business dictionary). Though training aids in the retention of employees, employers must also focus on an aspect called development which is linked to training. Development is defined as the training of a long term nature to prepare current employees for future jobs within the organization. Retail employees at Metro receive on-the- job training which is conducted at the place of work, with the existing equipment in order for individuals
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Studies show that training increases worker productivity, improves employee gratification and motivation, and consequently staff retention (Wellings). Though there are many reasons for labor turnover one reason being poor relationship with management/ supervisors making it imperative that managers/leaders are trained in certain aspects such as communication, team building, performance feedback, recognition, and motivation helps to ensure that they retain engaged, committed employees within the organization. Another factor in retaining employees is implementing developmental opportunities as individuals of this era are mainly interested in career advancements as well as gaining new skills and insights from their employer. By offering training programs, employers not only keep their employees’ skill sets current, but also they demonstrate that they care. Employees who feel valued are more likely to be more fully committed to the organization’s success and less likely to …show more content…
Benait, we asked her "In metro, what would you say are the most obvious direct and indirect costs regarding turnovers?" To which she explained that the direct costs were as follows; cost of posting, especially if using an agency, HR salaries, HR time, re-training costs and recruiting costs. The indirect costs were; loss of productivity, overtime for the person performing job while the position remains vacant, and the time lost for managers, because they are now searching and interviewing for new employees. Our research complimented the interview as the same components for costs were
Studies show that training increases worker productivity, improves employee gratification and motivation, and consequently staff retention (Wellings). Though there are many reasons for labor turnover one reason being poor relationship with management/ supervisors making it imperative that managers/leaders are trained in certain aspects such as communication, team building, performance feedback, recognition, and motivation helps to ensure that they retain engaged, committed employees within the organization. Another factor in retaining employees is implementing developmental opportunities as individuals of this era are mainly interested in career advancements as well as gaining new skills and insights from their employer. By offering training programs, employers not only keep their employees’ skill sets current, but also they demonstrate that they care. Employees who feel valued are more likely to be more fully committed to the organization’s success and less likely to …show more content…
Benait, we asked her "In metro, what would you say are the most obvious direct and indirect costs regarding turnovers?" To which she explained that the direct costs were as follows; cost of posting, especially if using an agency, HR salaries, HR time, re-training costs and recruiting costs. The indirect costs were; loss of productivity, overtime for the person performing job while the position remains vacant, and the time lost for managers, because they are now searching and interviewing for new employees. Our research complimented the interview as the same components for costs were