Employee Separation and retention - 1.0 Introduction This...

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1.0 Introduction This chapter examined issues related to employee separation and retention. Involuntary turnover reflects a separation initiated by the organization, often when the individual would prefer to stay a member of the organization. Voluntary turnover reflects a separation initiated by the individual, often when the organization would prefer that the person stay a member. Organizations can gain competitive advantage by strategically managing the separation process so that involuntary turnover is implemented in a fashion that does not invite retaliation, and voluntary turnover among high performers is kept to a minimum. Retaliatory reactions to organizational discipline and dismissal decisions can be minimized by implementing these decisions in a manner that promotes feelings of procedural and interactive justice. Voluntary turnover can be minimized by measuring and monitoring employee levels of satisfaction with critical facets of job and organization, and then addressing any problems identified by such surveys. 1.1 Employee Separation Employee Separation is one of the very important and crucial function / process of HR Department. This process, if not handled in an efficient manner, can lead to various legal complications. There can be many reasons separation but some of the common reasons are: a) Expiry of contract b) Termination and simpliciter c) Resignation d) Retirement e) Constructive dismissal f) Frustration of contract g) Dismissal for misconduct after due inquiry h) Retrenchment i) probation Another one of separation employee is the reason of absconding. This is one of the most unethical, unexpected and unprofessional way to terminate the contract of an employment. In this, on one fine day an employee decides not to go to work. He does not care to hand-over his stuff. In case an employee decides to abscond (or run-away), it becomes very important to understand his motives and intentions. Employees can abscond in either or all of the below mentioned circumstances / situations:
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Stealing the confidential information, documents, or database from the company. Have intentions to commit a crime. If there is a work-pressure and stress and the individual is not able to cope-up with it (as it happens in call-centres, BPO and other high-stress industries). Employee has committed any crime outside the office and after working hours (such as murder or getting involved in terrorist activities or theft or any other civil crime). Employee has some exceptionally good opportunity that requires him to join immediately and he feels that the process of separation in his company is a bit too complicated. He assumes few things and do not really try to face the challenge. Lastly, it is a personality issue. Employees that abscond have different personalities. They are low in confidence. They are too weak to face the reality and challenges of life. They feel that running away from the problem is as good as solving the problem.
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  • Spring '17
  • Dr. Shaiful
  • Employment compensation, Employee Assistance Professionals Association, Baytech

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