hr ch 7- managing employee retention and separation

employee retention

the act of keeping employees and retaining good workers

layoff survivors

employees who continue to work for the downsizing organization

work engagement

motivational state that reflects investment or involvement of ones physical, cognitive, and emotional energy in work performance -characterized by vigor, dedication, and absorption

dysfunctional turnover

occurs when an employee whose performance is at least adequate voluntarily quits

dysfunctional retention

occurs when low-performing employees remain with the org. -later in the chapter, we deal with situations in which the org must terminate low performers who do not leave voluntarily

functional turnover

occurs when low-performing employees voluntarily quit, can also benefit both paties

discipline

process whereby management takes steps to help an employee overcome unacceptable behavior problems in the workplace

outplacement services

provides employees who have been dismissed from an org with assistance in finding new jobs -ex: resume writing, practice interviewing and support groups

functional retention

which occurs when high-performing employees remain employed, can benefit both the individual and the organization

perceived organizational support

-another factor that influences employee turnover -beliefs, by the employees, that the org values their contribution and cares about their well-being -employees who perceive this are more committed to sticking with the org and feel a stronger desire to help the org succeed

job satisfaction

-frequently measured through surveysan attitude defined as an evaluation of ones job that expresses ones feelings towards ones job - Pleasurable or positive emotional state resulting from the appraisal of one's job experience -correlates highest with satisfaction with work itself (not the pay) -most important factor post hire

4 types of turnover

-functional retention -functional turnover -dysfunctional retention -dysfunctional turnover

minimizing negative effects

-identify the business need -communicate with employees -identify future work -determine evaluation criteria -establish fair eval procedures -analyze adverse impact -evaluate processes and outcomes -involve hr staff

alternatives to layoffs

-reduce working hours -reassign workers -lend employees -reduce hiring -cut costs -encourage voluntary separation

two dimensions of turnover

-voluntary -involuntary

facets of job satisfaction

-work -pay -promotions -co-workers -supervision

due process principles

1. employees have a right to know what is expected of them and what will happen if they fail to meet expectations 2. discipline must be based on facts 3. employees should also have a right to present their side of the story 4. any punishment should be consistent with the nature of the offense

guiding principles for dismissal meetings

1. tell the employee directly that she is being dismissed 2. make the meeting brief 3. Listen to the employee who is being dismissed. This is an emotional moment, and some individuals will simply need to talk. 4. Summarize the meeting in writing, particularly severance compensation, benefits and services that will be provide to the employee. 5. Have security personnel close at hand just in case the person being terminated vents their frustration in an violent manner.

steps for progressive discipline

1. verbal warning 2. written warning 3. suspension 4. dismissal

downsizing

When an organization engages in widespread layoffs intended to permanently reduce the size of its workforce

progressive discipline

a process that provides successively more severe consequences for employees who continue to engage in undesirable behavior

due process

a set of procedures carried out in accordance with established rules and principles to ensure all employees are treated fairly

layoff victims

the individuals who actually lose their jobs-experience a number of problems

socialization

the process of acquiring the knowledge and behaviors needed to be a member of an org -a method used for retaining employees -effective when employees are given critical info that helps them understand the org, like an orientation session -as employees acquire info, their feelings of fit with the org increase and employees who see they fit are more likely to stay with the org

employee separation

the process of efficiently and fairly terminating workers