Chapter 13 Staffing System Administration McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill...
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Transcript of Chapter 13 Staffing System Administration McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill...
![Page 1: Chapter 13 Staffing System Administration McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.](https://reader036.fdocuments.net/reader036/viewer/2022070406/56649ddf5503460f94ad9369/html5/thumbnails/1.jpg)
Chapter 13Staffing System Administration
McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.
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12-2
New EmployeeOrientation and Socialization
Orientation Socialization
Content People Performance proficiency Organization goals and values Politics Language History
Delivery
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Retention Management
McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.
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14-4
Nature of the Problem
Employee retention can contribute to organizational effectiveness
Turnover is not only costly but may be beneficial
Focus of retention strategies Number of employees retained and Who is retained
Turnover is inevitable Approach to retention management
Gather and analyze employees’ reasons for leaving
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14-5
Types of Employee Turnover - Voluntary -- Employee Initiated
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14-6
Types of Employee Turnover -Involuntary -- Organization Initiated
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14-7
Causes of Voluntary Turnover
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14-8
Causes of Turnover:Discharge and Downsizing
Discharge turnover Mismatch between job requirements and KSAOs
Employee fails to follow rules and procedures Unacceptable job performance
Downsizing turnover Mismatch in staffing levels which leads to an
overstaffing situation Factors related to overstaffing
Lack of forecasting and planning Inaccuracies in forecasting and planning Unanticipated changes in labor demand and/or supply
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14-9
Measurement of Turnover: Formula
Turnover rateNumber of employees leaving
average number of employees x 100Data and decisions
Identify time period of interestDetermine type of employees that countDetermine method to calculate average
number of employees over the time period
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14-10
Measurement of Turnover:Breakouts and Benchmarks
Breakouts Analysis of turnover data aided by deciding on
categories of data Type of turnover Type of employee Job category Geographic location
Benchmarks Internal - Trend analysis External - Compare internal data with external data
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14-11
Measurement of Turnover:Reasons for Leaving
Important to ascertain, record, and track reasons why employees leave
Tools Exit interviews
Formal, planned interviews with departing employees Postexit surveys
Surveys sent to employees soon after their last day Employee satisfaction surveys
Surveys of current employees to discover sources of dissatisfaction which may become reasons for leaving
Results can provide information to pre-empt turnover Require substantial resources
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14-12
Guidelines: Conducting Exit Interviews
Need to decide before interviews – who will results be communicated to
Interviewer should be a neutral person who hasbeen trained in how to conduct exit interviews
Structured interview format should contain questions about unavoidable and avoidable reasons for leaving
Interviewer should prepare by reviewing interview format and interviewee’s personnel file
Interview should be conducted in private, before employee’s last day
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14-13
Measurement of Turnover:Costs and Benefits
Costs and benefits can be estimated for each of the three turnover types
Types of costs Financial Nonfinancial
Some costs and benefits can be estimated financially
Nonfinancial costs and benefits may outweigh financial ones in importance and impact
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14-14
Major Turnover Costs and Benefits
Costs of turnover Separation costs
Staff time and loss of productivity Replacement costs
Recruiting and selecting new employee Training costs
Teaching new employees the job
Benefits of turnover Potentially better new employees Short term labor cost savings Opportunities to restructure work units
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14-15
Most and Least Effective Retention Initiatives
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14-16
Decision Process for Retention Initiatives
Do We Think Turnover Is a Problem?
How Might We Attack the Problem?
What Do We Need to Decide?
Should We Proceed?
How Should We Evaluate the Initiatives?
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14-17
Guidelines for Increasing Job Satisfaction and Retention
Extrinsic rewards Rewards must be meaningful and unique Rewards must match individual preferences Link rewards to retention behaviors Link rewards to performance
Intrinsic rewards Assign employees to jobs that meet their needs Provide clear communication Design fair reward allocation systems Ensure supervisors provide a positive environment Provide programs to enhance work-life balance
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14-18
Alternatives
Approaches to make internal alternatives more desirable than outside alternatives Internal staffing
Encourage employees to seek internal job opportunities Provide attractive internal options outside of traditional
internal staffing system Responding to external job offers entails developing
appropriate policies Decide whether to provide counteroffers or not Determine types of employees to provide counteroffers Decide who will develop counteroffer and nature of
approval process