The staff turnover rate within the UK is ever changing and poses a continuous problem for UK organisations. A rate in which changes with economic conditions and the ageing population (CIPD factsheet 2013) makes organisations have to adapt and employ certain strategies to combat difficulties which could leave a company at a disadvantage. It is these strategies employed which is the focus for evaluation as some are more beneficial than others and some are industry dependant as to how effective they are in practice.
Staff turnover, which is a figure or proportion of employees who leave an organisation within a specific time frame (Foot and Hook 2011). This figure can be expressed quantitively and can be used as a forecasting tool to prepare for …show more content…
It is this encouragement that motivates employees and could potentially improve staff retention. Making managers accountable for staff retention in their departments could have its benefits and drawbacks. A concerning factor may be that it is down to them, their judgement and influences. The personal values of the individual manager may differ from those of the organisations and could contradict the company’s policies and thus culture. Potentially leading to a worse position and maybe even have detrimental effects concerning staff retention and turnover. On the other hand specific managers could have all the skills required to improve retention issues on their own, for their department but it is subjective to the manager. A way manager could use their power is to utilization of in departmental contests and incentives to motivate and reward staff for hard work. It would also bring a sense of belonging and encourage employees to stay with the job as thy feel …show more content…
“Any retention strategy needs to have information on why employees leave the organisation.” (Beardwell and Claydon (2010pp.180) a simple turnover rate calculation for the company can highlight an issue (Beardwell and Claydon 2010pp.181) but it doesn’t give the information on the reason for leaving. Once this reason is known the cycle of retention strategies can be re evaluated and improved upon to get the organisation to the optimum level in order to be of benefit to the organisation. It is that optimum level which needs to be found as it seems to change depending on organisation and
Staff turnover, which is a figure or proportion of employees who leave an organisation within a specific time frame (Foot and Hook 2011). This figure can be expressed quantitively and can be used as a forecasting tool to prepare for …show more content…
It is this encouragement that motivates employees and could potentially improve staff retention. Making managers accountable for staff retention in their departments could have its benefits and drawbacks. A concerning factor may be that it is down to them, their judgement and influences. The personal values of the individual manager may differ from those of the organisations and could contradict the company’s policies and thus culture. Potentially leading to a worse position and maybe even have detrimental effects concerning staff retention and turnover. On the other hand specific managers could have all the skills required to improve retention issues on their own, for their department but it is subjective to the manager. A way manager could use their power is to utilization of in departmental contests and incentives to motivate and reward staff for hard work. It would also bring a sense of belonging and encourage employees to stay with the job as thy feel …show more content…
“Any retention strategy needs to have information on why employees leave the organisation.” (Beardwell and Claydon (2010pp.180) a simple turnover rate calculation for the company can highlight an issue (Beardwell and Claydon 2010pp.181) but it doesn’t give the information on the reason for leaving. Once this reason is known the cycle of retention strategies can be re evaluated and improved upon to get the organisation to the optimum level in order to be of benefit to the organisation. It is that optimum level which needs to be found as it seems to change depending on organisation and