Term
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Definition
• Voluntary
• Involuntary |
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Term
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Definition
| • Is broken down into avoidable and unavoidable turnover |
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Term
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Definition
| • Type of voluntary turnover is that which potentially could have been prevented by certain organization actions, such as a pay raise or a new job assignment. |
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Term
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Definition
| • Type of voluntary turnover that represents employee quits that the organization probably could not have prevented, such as people who quit and withdraw from the labor force through retirement or by returning to school. |
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Term
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Definition
| • Is split into discharge and downsizing types. |
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Term
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Definition
| • A type of involuntary turnover that is aimed at the individual employee, due to discipline and/or job performance problems. |
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Term
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Definition
| • A type of involuntary turnover that typically targets groups of employees and is also know as a reduction in force (RIF). |
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Term
| The employee’s intention to quit depends on three general factors: |
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Definition
• The perceived desirability of leaving
• The perceived ease of leaving
• Alternatives available to the employee |
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Term
| Analysis and interpretation of turnover data are aided by making breakouts of the data: |
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Definition
• Type of turnover: voluntary (avoidable and unavoidable) or involuntary (discharge and downsizing)
• Type of employee (e.g., exempt-nonexempt, demographics, KSAOs, and performance level)
• Job category
• Geographic location |
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Term
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Definition
| • Are formally planned and conducted interviews with departing employees |
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Term
| Three types of costs in turnover |
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Definition
• Separation
• Replacement
• Training |
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Term
| The top 10 reasons employees’ leave companies, according to the SHRM survey |
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Definition
1. Career opportunity elsewhere (51%)
2. Better compensation elsewhere (50%)
3. Dissatisfaction with potential for career development at the organization (31%)
4. Burnout from current job (23%)
5. Poor management (16%)
6. Conflict with supervisors (16%)
7. Difficulty balancing work/life issues (14%)
8. Not feeling appreciated (14%)
9. Ready for a new experience (13%)
10. Better benefits package elsewhere (13%) |
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Term
| Guidelines for Increasing Job Satisfaction and Retention |
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Definition
A. Extrinsic Rewards
B. Intrinsic Rewards |
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Term
| A. Extrinsic Rewards Guidelines for Increasing Job Satisfaction and Retention |
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Definition
• Reward must be meaningful and unique
• Reward must match individual preferences
• Link rewards to retention behaviors
• Link reward to performance |
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Term
| B. Intrinsic Rewards Guidelines for Increasing Job Satisfaction and Retention |
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Definition
• Assign employees to jobs that meet their needs for work characteristics
• Provide clear communications with employees
• Design fair reward allocation systems
• Ensure supervisors provide a positive environment
• Provide programs to enhance work/life balance |
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Term
| Two key ways to make even better internal alternatives available and desirable |
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Definition
• Internal staffing
• Responding to outside job offers |
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Term
| Performance Management Process |
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Definition
• Performance Planning
• Performance Execution
• Performance Appraisal
• Decisions |
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Term
| Performance Planning: Performance Management Process |
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Definition
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Term
Performance execution:
part of Performance Management Process |
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Definition
• Resources
• coaching
• feedback |
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Term
Performance Appraisal:
part of Performance Management Process |
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Definition
• Goal attainment
• Competency ratings
• Written comments
• Feedback |
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Term
Decisions:
part of Performance Management Process |
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Definition
• Pay
• Training/career plans
• Performance problems
• Retention |
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