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Employee turnover can have negative impact on an organisation’s performance. By understanding the reasons behind staff turnover, employers can devise recruitment and retention initiatives that reduce turnover and increase employee retention.Employee Retention. Objectives of the Study. As a person with knowledge of staff turnover and retention, the author has always brought up to his superiors the viability of strategy formation regarding staff turnover and retention management and at times fail to understand the reasons or logic behind certain strategic implementations imposed on it.Teacher Retention and Turnover Research. Research Update 1: Teacher Retention by Subject 5 Turnover rates are higher for teachers of core subjects Our analysis of School Workforce Census (SWC) data highlights some important differences in the rates of teachers leaving the profession and.
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Free employee turnover papers, essays, and research papers. My Account. Your search returned over 400 essays for. - What Is the Real Cost Of Employee Turnover The employee turnover rate and the retention of skilled employees is a major problem businesses face. “Conservative estimates put the cost of replacing a lost employee at 25 percent of the annual compensation amount. For the typical.
The general objective of this research therefore was to examine the effects of pay and work environment on employee retention of hotel workers in the Hotel Industry in Mombasa County tourism area. Specific Objectives 1. To examine the effect of Pay on employee retention in the Hotel Industry in Mombasa County tourism area. 2. To determine the.
AMMA RESEARCH PAPER: LABOUR TURNOVER. February 2013. What is labour turnover? Labour turnover is. the proportion of employees that leave a business over a period. of time, usually measured over one year. For example, if a company of 100 staff members incurred a labour turnover rate of 15% for the year 2012, this would.
Research Proposal. Executive Summary Employee Retention is the biggest challenge that the Disability Determination Services is facing today. The uncertainty of a changing economy has DDS wanting to adhere to its mission to improve the quality of life for Texans with disabilities that apply for or receive Social Security disability benefits by making timely and accurate disability determinations.
This research project has arisen as a consequence of growing concern within GSFS regarding employee retention and high turnover. This research is based on the employees of the Money Market segment of the Financial Services Industry.
The costs of replacing employee positions have been escalating upward for many years. This research paper will investigate the history and evolution of human resource management and the various factors which might affect human resource planning with a focus on employee retention. A review of relevant evidence indicates that, since the 1980s.
Managing employee retention and Turnover Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization.
RESEARCH PROPOSAL ON CAUSES OF EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover.
ASSESSMENT OF EMPLOYEE TURNOVER ON ORGANIZATIONAL EFFICIENCY: A CASE STUDY OF INTERNATIONAL LIVESTOCK RESEARCH INSTITUTE (ILRI) BY RUTH NYAGA A Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Master of Science in Organizational Development (EMOD).
Turnover is a big problem in all of your locations and has recently risen to an all-time high of 72%. Further investigation shows that the majority of turnover for line positions (cooks and servers) is Functional, while most of the turnover for staff positions (shift supervisors and store managers) is Dysfunctional.
Download file to see previous pages As the paper outlines, the concept of employee turnover is the significantly-used approach in the context of human resource management in a business organization. The simplest way to describe the term is that it pertains to the rate or extent at which the employer or an organization loses and gains its employees or the workforce.
This research looked at the extent to which identified intrinsic and extrinsic motivational variables influenced the retention and reduction of employee turnover in both public and private sector organisations. The research was aimed at achieving the following objectives: identify and establish the key intrinsic and extrinsic motivational variables being used by selected public and private.
Secondary research on general and industry employment trends. Employee database analytics to explore who’s leaving and who’s staying, and determine the predictor variables. Qualitative research (focus groups, depth interviews, ethnography) to understand employee’s needs, perceptions, and hopes at a deep level, and identify the major factors related to retention.