In Chapters 26 and 27,we are discussingthe case studies ofBimConsultants and Nerds Galore companies. One of the risks that an enterprise needs to address is employeesatisfaction. High turnover of empl
Awad Bin Khaled Yafai
Discussion week -12
COLLAPSE
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One of the main components of an organization is the employees and staff of the organization, which makes up most organizational capabilities and maintains its employees. It is one of the difficult activities performed by any organization with the highest rate of wear. and some other organizations, dissatisfied employees in the organization, the designer of the employee to investigate possibilities elsewhere, and other reasons for the organization to lose the existing employees and the need to hire new employees for the organization (Fraser, Simkins, and Narvaez, 2015).
One of the main activities that should be done as part of the human resources development activity is to identify the current situation of the employees in the organization to identify the gaps that cause dissatisfaction in the employees and to determine the education levels of each employee. to define the eligibility of the organization and the employee for the job role, to define the primary compensation plan and the comparisons in industry practices, to identify the basic requirements of all training programs to run their jobs regularly, to provide employees with better opportunities to consistently improve their pay structures. to provide employees with appropriate training to develop the skills of individuals, to participate in the decision-making process, to develop leadership skills, to identify the potential of any employee and to develop skills that can be effectively used for organizational development and personal development prospects for the employee, to identify and understand the causes of wear, to reduce operational possibilities. and developing appropriate programs to create better retention policies, ensuring more transparency of activities carried out in human resources, provides the necessary support to develop their abilities and improve their position within a suitable time. The planning for the selected employees develops a better compensation plan and incentives to reduce wear rates (Fraser, Simkins & Narvaez, 2015).
Reference:
Fraser, J., Simkins, B., & Narvaez, K. (2015). Implementing Enterprise Risk Management: Case Studies and Best Practices. Wiley.
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Mounika Thota
Discussion - 12
COLLAPSE
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Managing employees is a challenging task in any industry. Most of the employees decide to turn over the company for various reasons. Some may be personal, and some are professional. Job satisfaction is one of the primary reasons for employee turnover, and it remains central to successful human resources in an organization (Skelton, Nattress, & Dwyer, 2020). Experienced workers are the biggest asset for any organization, and they must be kept in the job to maintain productivity. Turnover is defined as the degree of individual movement across the membership boundary of a social system (Hammerberg, 2002). In general, the excess turnover of employees in an organization is something that management needs to figure out before losing more human resources.
To identify the reasons for employee turnovers and fix the issue, organizations need to address the cause of the problem. In the case of Nerds Galore, an experienced and trust-worthy employee was killed in an accident. The management overlooks the employee family situation, which raised concerns in the current employees. The organizations are required to identify the employee's potential skills and fix the benefits and salary accordingly. Employees tend to spend more time in the office than at home, and they expect the workplace to be a place to have fun sometimes, the management needs to find a way to provide employees some time to have fun. It is also essential to recognize and reward employees who contribute more time and work to improve productivity and annual outcomes. In conclusion, employee turnover is a significant issue that most organizations are trying to figure out. It is feasible to support and encourage employees who spend more time making money for the organization.
Reference
Hammerberg, J. H. (2002). Reasons given for employee turnover in a full priced department store.
Skelton, A. R., Nattress, D., & Dwyer, R. J. (2020). Predicting manufacturing employee turnover intentions. Journal of Economics, Finance & Administrative Science, 25(49), 101–117. https://doi.org/10.1108/JEFAS-07-2018-0069
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