High Employee Turnover Essay Example | Topics and Well Written Essays - 2000 words

High Employee Turnover - Essay grammatical caseThese expenses atomic number 18 especially felt for lower paying jobs which turn out to be jobs that have a high employee turnover. Some of the expenses involved include advertising for the past, payments being done to the leaving employee, converses for ceasedidates and subsequent training. This is, in addition to, lose of productivity during that period the employee leaves and replacement with another employee. This paper explores employee retention as a measure of decreasing high turnover by focusing on the methods of judgment and selection, individual and organisational learning, and organizational transformation to find a resolution to the crisis. Methods of assessment and selection According to Carsen (2005, 2) employee retention starts with the applications programme process which precedes recruitment. The appli fag endts start by looking at the agency, and this is followed closely by the initial impressions of the employee d uring the orientation process, in addition to the subsequent assignments, the employee is given, death penalty ratings, any awards or promotions and off course the overall working conditions. each the above play a role in determining whether an employee decides to leave or stay during that brusque period. Therefore, the pre-employment assessment forms part of the solution to this trouble of high employee turnover as well as upward(a) employee performance. It is essential that the employer objectively defines and quantifies the behavioral DNA that compels triumph on the job. This is to mean that the employer has to hold back the candidates who come for interview against a traditional performance profile for each of the positions that are to be filled in the company. This can be done by correlating the behavioral DNA of the present employees in a company against their performance data to determine the performance profile of the individual. This profile, thus, captures the behavi oral and cognitive attributes that are unique to a authoritative position, and, thus, used to separate the productivity leaders who will be capable of transcending the other employees. Subjective competencies are deemed an unsuccessful mood of coming up with required traits of a particular position, therefore, a flawed way of filing vacant positions in any organization. This is because of absence of tangible correlation between the subjective competencies and the essential success of persons in that position (Carsen, 2005, 33). It is, thus, important that employers use objective competencies to measure the actual behavioral and cognitive traits required for the success of a certain individual in the given position. This means this benchmark of success should be leveraged so that it forms the objective model for the employer in evaluating candidates for specific positions. Therefore, it is important that the assessment strategies be unquestionable having in mind the clear unders tanding of the knowledge, skills, abilities and characteristics that have to be measured for qualification to a particular position (Ongori, 2007, 50). The managers should also ensure that the method of evaluation being used in the process can be connective to, and effectively appraise the requirement being assessed. After a careful assessment of the applicants, hiring should be done on recommendation basis, which falls into four categories. These are recommended which is taken as the strongest match as compared to the others which are recommended