tailieunhanh - Lecture Human resource management: Gaining a competitive advantage (9/e) – Chapter 10

Chapter 10 - Employee separation and retention. After reading this chapter, you should be able to: Distinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage; list the major elements that contribute to perceptions of justice and how to apply these in organizational contexts involving discipline and dismissal; design a survey feedback intervention program, and use this to promote retention of key organizational personnel. | Chapter 10 Employee Separation and Retention Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Managing Involuntary Turnover Employment-at-will doctrine - in the absence of a specific contract, either an employer or employee could sever the employment relationship at any time. Violence in the workplace caused by involuntary turnover has become a major organizational problem. A standardized, systematic approach to discipline and discharge is necessary. 10- Employee Assistance Programs EAPs 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. Employee wellness programs take a proactive and preemptive focus on trying to prevent health-related problems in the first place. 10- Outplacement Counseling Helps displaced employees manage the transition from one job to another. Services such as job search support, résumé critiques, job interviewing training and networking opportunities may be provided in-house or through an outside source. Aimed at helping people realize that other opportunities exist. 10- Managing Voluntary Turnover – Job Withdrawal Progression of Withdrawal Theory-dissatisfied individuals enact a set of behaviors in succession to avoid their work situation. 3 categories: behavior change physical job withdraw psychological job withdraw Withdrawal behaviors are related to one another, and partially caused by job dissatisfaction. 10- Job Dissatisfaction-Job Withdrawal Process Causes - Job dissatisfaction - Personal disposition - Tasks & roles - Supervisors and coworkers - Pay and benefits Job Dissatisfaction 10- Physical Withdrawal 4 ways a dissatisfied worker can physically withdraw from the organization: Leave the job Internal transfer Absenteeism Tardiness Companies spend 15 % of payroll costs to | Chapter 10 Employee Separation and Retention Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Managing Involuntary Turnover Employment-at-will doctrine - in the absence of a specific contract, either an employer or employee could sever the employment relationship at any time. Violence in the workplace caused by involuntary turnover has become a major organizational problem. A standardized, systematic approach to discipline and discharge is necessary. 10- Employee Assistance Programs EAPs 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. Employee wellness programs take a proactive and preemptive focus on trying to prevent health-related problems in the first place. 10- Outplacement Counseling Helps displaced employees manage the .