Need 950 Words paper (you can use the paper attached)Paper 2Write a 950-word paper in which you evaluate the various types of turnover outlined in thefollowing scenarios:1. A sales associate, who is s

HRM 548

There are positives and negatives to having turnover within a company and usually depends on the specific circumstance for each situation. There are two scenarios to be reviewed and evaluated for the benefits and drawbacks of each one. “There are a few types of turnover that can take place that include functional, dysfunctional, voluntary, involuntary, avoidable and unavoidable,” (Phillips, 2015).

Benefits and Drawbacks of Turnover

There are several positives to having turnover within a given company. Employees that perform lower than their peers are more likely to leave a company. This type of turnover gives the recruiting and training team to help fill the void with talent opportunities. When a company has job opportunities to fill, it gives the ability to bring in new hires with different perspectives, which leads to further innovation, efficiency, new and different experiences and people who can become stronger and more talented than what has been brought in before. When employees that perform lower than their peers leave a company, there is normally an increase in morale because the employees that are doing better and performing where they should are less stressed about the underperforming employees anymore.

On the other hand, there are negatives to having turnover. Some turnover can be much harder for a company when their top performers leave the company. This situation can build a loss of confidence between the employees and customers while also having the door open to possibly losing other employees who were in line with the employee who left. Having turnover within a company can also cause a hike in cost. The company has to consider the cost of the recruiting, training and onboarding for the new employees that are brought in to fill the void.

Turnover Scenario: Sales Associate

In the first given scenario, there is a sales associate who was performing above their peers, referring to their sales numbers but the employee decided to leave the company and work for a competitor. The employee left by choice so this would be considered voluntary turnover and due to the impressive performance of the employee, it would also be considered dysfunctional turnover because the company would have rather kept the employee. Companies normally try to keep their top performers so off the bat, this situation seems to be a negative one for the company. Within the sales industry, top sales associates can bring their clients with them to wherever they go once they leave. Current customers can even start to build doubt within the company if they notice top performers leaving. Although, having the employee leave could be a positive turnover. With the sales employee performing above average, their performance could have been declining over a period of time. The company could have been changing to a system that the employee did not fit in with anymore.

“With both positive and negative forms of turnover, there could be many reasons why someone decides to leave a company such as poor management, unattainable job expectations, better opportunities elsewhere, no development opportunities and everything in between,” (Phillips, 2015). As a Human Resources representative, the type of turnover in this example brings up concerns that sometimes there is no real indication why an employee decides to leave a company and if it was avoidable. Conducting exit interviews will help understand the reasons why people leave the company and once that information is obtained, the Human Resources department can decide what retention strategies are working and what strategies need to be implemented.

Turnover Scenario: City Inspector

After a year of training, the company decides they are letting one of their new inspectors go. This type of turnover is involuntary and functional as it was brought on by the city and the employee was not performing to the level the company needed them to. This inspector was technically adequate within their job but they did not act professionally which resulted in the city getting complaints about poor customer service and the way they interacted with other contractors. Unprofessional and immature behavior definitely increases the likelihood of complaints being filed by other employees and customers, and even lawsuits can come up from them. This would be considered positive turnover because it brings down the likelihood of litigation, conflict, and the threat of damaging the company and city’s name by the consumers. Current employees and clients will appreciate the action taken onto this employee since the employee was not in line with the company’s values and clearly nobody enjoyed working with them. This could end up being a negative turnover if the termination of the employee was a result of bad behavior by the company or contractors. Other employee may have decided to not be as productive if they felt the work environment was not a comfortable one and the terminated employee was doing the right thing by standing up to the others. It is imperative that Human Resources fully look into this situation to make sure they know all the facts.

Conclusion

Turnover can be a good or a bad thing for any given company. Having the lowest level of turnover is not necessarily the wanted goal because it can truly hurt the company and restrict the ability to grow and improve. Companies need to get to a comfortable level of turnover because it gives the correct balance needed to get to the results and changes needed to be successful.

References

Phillips, J. M., & Gully, S. M. (2015). Strategic Sourcing (3rd ed.). Hoboken, NJ: Pearson Education, Inc.