Employee Separation and Retention

1
Employee Separation and Retention
2
Existing Source of Corporation

• Three types of talent people decide the
  corporate development
• Key talent people decide the development in the
  near 3-5 years
• Talent people of existing source decide the
  profit
• Unsubstitution talent people lack of talent
  people in the manpower market

3
Looking for existing source of corporation

• Software companies?
• Advertisement companies?
• Building company?
• Business trading company?

4
Characteristics of Key Talent people

• They will be excellent in the future, one company
  need to foster this kind of talent people for the
  near future

5
How to use these three types of people

• Key talented people
• Improving their ability, offer opportunities
• Talents of existing source
• Characteristics selfish, self-centered
• Tactics offer more loose and comfortable
  environment
• Unsubstitution talented people
• Characteristics few people
• Tactics Offer honour certificates

6
Introduction

• To compete effectively, organizations must take
  steps to ensure that good performers are
  motivated to stay with the organization, whereas
  chronically low performers are allowed,
  encouraged, or if necessary, forced to leave.
• The two types of turnover are
• Involuntary
• Voluntary turnover

7
Managing Involuntary Turnover

• The employment-at-will doctrine is a policy that
  allows for termination of an employee with or
  without a good or just cause.
• Violence in the workplace caused by involuntary
  turnover has become a major organizational
  problem in recent years.
• A standardized, systematic approach to discipline
  and discharge is necessary.

8
Employee Assistance Programs

• These are programs that attempt to ameliorate
  problems encountered by workers who are drug
  dependent, alcoholic, or psychologically
  troubled.
• EAPs are usually identified in official documents
  published by the employer.
• There are several issues in controversy regarding
  EAPs.

9
Managing Voluntary Turnover - Job Withdrawal

• Progression of withdrawal
• Three categories
• Behavior Change
• Physical Job Withdrawal
• Psychological Withdrawal
• Withdrawal behaviors are related to one another,
  and they are all at least partially caused by job
  dissatisfaction.

10
The reason of turnover

• Think about the reasons of turnover?

11
Job Dissatisfaction-Job Withdrawal Process
Causes of job dissatisfaction - Personal
disposition - Tasks and roles - Supervisors and
coworkers - Pay and benefits
Manifestations of job withdrawal - Behavioral
change - Physical job withdrawal -
Psychological job withdrawal
Job Dissatisfaction
Job Withdrawal
12
Physical Withdrawal

• There are several ways a dissatisfied worker can
  physically withdrawal from the organization
• Leave the job
• Internal transfer
• Absenteeism
• Tardiness

13

• Case discussion
• I have one friend, he is a boss of an animal
  pharmaceutical Group Co., Ltd, at the same time,
  he is a professor in one university. His group
  company has 11 subsidiaries. One night, he called
  me and told me what happened in his company
  recently. The 11 general managers put forward to
  resign their job at the same day. What they did
  surprised him, he felt sad, then he didnt know
  how to deal with those issues. So he called me
  and asked for suggestions. Firstly, I recommended
  him to investigate background of the 11 generals
  second, investigate the reason why they prefer to
  resign their job, what are the factors caused
  them unsatisfied with their job? Third, let him
  investigate what they will do after resignation.
  After two days, he talked to me about the
  information he had investigated. As for these 11
  general managers, all of them are his students,
  who were excellent students he taught before, he
  selected them and educated them, after them
  graduated, he recruited them in his company, at
  beginning, all of them must work in the sales
  department, according to their working behavior,
  he promoted them step by step, finally, they were
  promoted to the current general manager. On the
  other hand, he knew most of them would run their
  own company after leaving his company, because
  the threshold of entering this industry was not
  too high, if you had 500,000RMB, that was ok for
  you to run the new company.
• If you were this boss, think about how to
  deal with this problem.

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Sources of job dissatisfaction

• ?

15
Sources of Job Dissatisfaction
Personal Dispositions
Pay and Benefits
Tasks and Roles
Supervisors and Coworkers
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Sources of Job Dissatisfaction

• Personal Dispositions
• Negative affectivity
• Tasks and Roles
• Job enrichment
• Job rotation

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Sources of Job Dissatisfaction

• Tasks and Roles (continued)
• Role
• Role ambiguity
• Role conflict
• Role overload
• Role-analysis technique

18
Sources of Job Dissatisfaction

• Supervisors and Coworkers
• A person may be satisfied with his or her
  supervisor and coworkers for one of three
  reasons
• shared values, attitudes, and philosophies,
• strong social support,
• help in attaining some valued outcome.
• Pay and Benefits
• For many people, pay is a reflection of self
  worth, so pay satisfaction takes on critical
  significance when it comes to retention.

19
Survey Feedback Interventions

• Reasons for routinely surveying employee
  attitudes include the following
• It allows the company to monitor trends over
  time.
• It provides a means of assessing change impacts
  in policy.
• If a company uses a standardized scale, it can
  compare itself with others in the same industry.
• If a company provides feedback and a
  corresponding action plan to deal with problems,
  dissatisfaction can become a plus.

20
Survey Feedback Interventions

• Surveys
• emphasize overall satisfaction.
• assess the impact of changes in policy.
• allow the company to compare itself with others
  in the same industry.
• allow the company to check for differences
  between units and benchmark best practices that
  might be generalized across units.
• Give employees a constructive outlet for voicing
  their concerns and frustrations. Voicing is a
  formal opportunity to complain about ones work
  situation.

21
Discussion question

• Organizational turnover is generally considered a
  negative outcome, and many organizations spend a
  great deal of time and money trying to reduce it.
  Can you think of some situations in which an
  increase in turnover might be just what an
  organization needs? Given the difficulty of
  terminating employees, can you think of any
  organizational policies that might promote the
  retention of high performing workers but promote
  voluntary turnover among low performers?