HR Chapter 11: Retention

Prevention Of Turnover

Leaving the organization because of some better opportunity Intended voluntary turnover Leaving the organization because of physical or psychological health issues Unintended voluntary turnover

Fitness Programs (Unintended Turnover)

Subsidized health club memberships Athletic teams, clubs, and classes Fitness counselors Health education Health conscious cafeterias

Work Satisfaction (Org Commitment)

enhanced by having a job that is intrinsically enjoyable

Affective Commitment

An emotional attachment "I stay because I want to"

Stress Management (Unintended Turnover)

A physiological and emotional response to a situation

People Satisfaction (Org Commintment)

An affection for the people at work, often driven by shared values, attitudes, and philosophies

Flexibility Programs

Any program that gives the employee increased flexibility in how their day is structured to better manage family demands

Continuance Commitment (Org Commitment)

Costly consequences to leaving "I stay because I need to"

General Duty Clause

Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm

Employee Retention

Keeping employees at an oranization

Pay and Promotions (Org Commitment

Lead-the-market pay creates a strong barrier to leaving (assuming cost of living differences do not exist)

Safety Programs (Unintended Turnover)

Occupational Safety and Health Act Enacted in 1970, a time where there were around 15,000 work fatalities a year

Intended Voluntary Turnover

To reduce intended voluntary turnover, we have to increase organizational commitment

Employee Assistance Programs

Trained counselors (in-house or outside) Geared primarily to drug and alcohol abuse Saves on psychiatry health care claims