Main Causes Of Employee Turnover

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Employee turnover reflects a company’s internal strengths and weaknesses. New hires need to be constantly added, further costs in training them, getting them aligned to the company culture, etc. all pose a challenge. Organizations also face difficulties in retaining the remaining employees as well as attracting potential employees. High attrition rates also lead to a chronic or systemic cycle. All this has a significant impact on the strength of a company in managing their business in a competitive environment. This study is conducted to find out the main causes which increase the employee turnover in an organization. Keywords: Human resource, Employee, Attrition, Turnover, Retention Strategy.
Rationale of the Study
Long term health and success …show more content…

Organizational factors are management, pleasant environment, social support and developmental opportunities. Factors at job level are compensation, autonomy, work-load and work life balance. It was found that organizational level factors are more important for employee retention then job level factors. This research has practical implications for practitioners due to the importance of retaining top talent for increased competitive advantage.
Tripathi & Pareek (2015) suggested that employees can be retained directly or indirectly in the organization. Directly by signing a legal bond with the employee or indirectly by following some strategies. They categorized retention strategies at three levels- Low, Medium and High. At low level employee should be provided with good working conditions. At medium level training & development and at high level they are more interested in family holidays, entertainment tours by company and timely good …show more content…

Retention of the talented workers becomes difficult day by day due to intense competition and demand of work and inability of management to understand their need leading them to change their jobs. Retention is an important concept that has been receiving considerable attention from academicians, researchers and practicing HR managers. The increasing attention paid towards Retention is justified because of several reasons. Motivated employees come out with new ways of doing jobs. They are quality oriented. They are more productive. Any technology needs motivated employees to adopt it successfully. Several approaches to Retention are available. Early theories are too simplistic in their approach towards Retention. For example, advocates of scientific Management believe that money is the motivating factor. The Human Relations Movement posits that social contacts will motivate workers. Mere knowledge about the theories of Retention will not help manage their subordinates. They need to have certain techniques that help them change the behaviour of employees. One such technique is reward. Reward, particularly money, is a motivator according to need-based and process theories of Retention. For the behavioural scientists, however, money is not important as a motivator. Whatever may be the arguments, it can be stated that money can influence some people in certain circumstance.

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