2 What are the main factors that directly influence the high employee turnover

2 what are the main factors that directly influence

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2. What are the main factors that directly influence the high employee turnover in a supermarket in NZ? In an interview, it was asked by the HR specialist, ‘what are the main factors that directly influence employee turnover in a supermarket in NZ’. Through his experience of the HR manager of Supermarket, It was responded that the main reason for the high turnover rate is family and personal circumstances, such as lack of career development opportunities, low pay scale. He also states that in a supermarket of countdown employees are high Turnover due to the rude behavior of management and long working hours. The manager is criticizing the employee and does gossip for a new employee that creates unprofessional behavior. As per the above respondent of HR, It was analyzed that the main reason for employee turnover is poor management staff and behavior and there was some issue responded by the interviewee that lack of development opportunity, salary, hours of working influence the employee turnover. 3. Is high turnover rate affects the performance of an existing employee? In the interview, the HR specialist responded to the questions to the researcher Is high turnover rates affect the performance of the existing employee. It was stated that yes, Turnover affects negative impacts on the performance of the existing employee. It was observed that the morale and commitment of work are laid down. The existing employee also
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18 | P a g e did not perform well that reduce the sales or revenue of the firm. Through the discussion, it was concluded that the high turnover rate affects the existing employee did not perform with zeal and dedication, they did not try to make efforts on a generating of sales of goods and services, and it is also analyzing that Turnover reduces the motivation of existing staff. 4. What are the strategies for managing the issue of high Turnover faced by supermarket Countdown? The HR specialist also responds to the question asked in the interview that what are the strategies for managing the issue of high Turnover at countdown. To manage the current issue at the countdown, they focus on a theory of Victor's Vroom expectancy model. The beliefs of this are to concentrate on three factors i.e. expectancy, valence, and instrumentality. With this, it can be said that countdown gets to know that what employees were appreciating from the company. Valence depicts the emotional belief; expectancy depicts expectations and confidence. Along with this they also follow the Maslow model to meet the need for satisfaction at all levels. Through the interview, it was analyzed that Victor Vroom and Maslow's theory model is used to managing the problem. 5. How do you monitor the expected outcome of the strategy implemented?
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