Ch 13 - Turnover, Discipline & Exits_Web

Ch 13 Turnover, - Turnover Discipline and Exits Chapter 13 Understanding Turnover Retention Strategies and Discipline Policies What is Turnover The

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    Turnover, Discipline, and Exits Chapter 13 Understanding Turnover, Retention  Strategies, and Discipline Policies
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    What is Turnover? The rate at which employees leave a company  or work unit Wanted and Unwanted
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    Calculating Turnover Number of Terminations Annual Turnover Rate = Average number of Employees X 100 = 75 25 X 100 = 300%
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    Calculating Turnover Excluding Desirable Turnover Number of Terminations- Desirable Termination Annual Turnover Rate = Average number of Employees X 100 = 75 - 10 25 X 100 = 260%
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    Top Causes of Hospitality Turnover 1. Quality of supervision 2. Ineffective communication 3. Working conditions 4. Quality of co-workers 5. Inappropriate “fit” with company 6. Low pay and few benefits 7. Lack of clear defined responsibilities and directions 8. No career ladder 9. Changes in leadership 10. Limited career opportunities 11. Job transferability 12. Commercialized expectations
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    Costs of Turnover Tangible-  incurred directly from replacing ees ( i.e.  ads, training) Intangible –  do not relate to out-of pocket expenses (  i.e. lost expertise) _____________ Costs –  incurred directly with the  loss of a current ee (i.e. severance pay, exit interviews Replacement Costs –  associated with recruiting  new ees (I.e. ads, interviews, travel) Training Costs –  associated with new ee’s training  and orientation
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  Other Effects of High Turnover Potential for poor service No ______________ in  service Low perceptions of  management Revolving door syndrome Higher potential for  unionization
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This note was uploaded on 04/22/2008 for the course HRAD 3783 taught by Professor Slevitch during the Spring '08 term at Oklahoma State.

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Ch 13 Turnover, - Turnover Discipline and Exits Chapter 13 Understanding Turnover Retention Strategies and Discipline Policies What is Turnover The

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