HR 8 Retention & Turnover

Question 1

Is this a direct or indirect turnover cost?

Answer 1

Recruitment costs

Question 2

Is this a direct or indirect turnover cost?

Answer 2

Lost knowledge

Question 3

Is this a direct or indirect turnover cost?

Answer 3

Advertising costs for new position

Question 4

Is this a direct or indirect turnover cost?

Answer 4

Loss of productivity while new employee is brought up to speed

Question 5

Is this a direct or indirect turnover cost?

Answer 5

Orientation and training of new employees

Question 6

Is this a direct or indirect turnover cost?

Answer 6

Cost associated with lack of motivation prior to leaving

Question 7

Is this a direct or indirect turnover cost?

Answer 7

Severance costs

Question 8

Is this a direct or indirect turnover cost?

Answer 8

Cost associated with loss of trade secrets

Question 9

Is this a direct or indirect turnover cost?

Answer 9

Testing costs

Question 10

Is this a direct or indirect turnover cost?

Answer 10

Time to interview new replacements

Question 11

Is this a direct or indirect turnover cost?

Answer 11

Time to interview new replacements

Question 12

Is this a direct or indirect turnover cost?

Answer 12

Time to recruit and train new hires

Question 13

Reasons for a voluntary turnover: A poor match between the job and the skills of the employee

Answer 13

Related to the recruitment process, causing frustration for the employee and manager

Question 14

Reasons for a voluntary turnover: Lack of growth

Answer 14

Feeling ‘‘stuck’’ in their job, no upward mobility in the organization

Question 15

Reasons for a voluntary turnover: Internal pay equity

Answer 15

Dissatisfied not with their own salary, but when comparing it with others

Question 16

Reasons for a voluntary turnover: Management

Answer 16

Overmanaging (micromanaging) people, managers not being fair or playing favourites, lack of or poor communication by managers, and unrealistic expectations of managers

Question 17

Reasons for a voluntary turnover: Workload

Answer 17

Workloads are too heavy, resulting in employees being spread thin and lacking satisfaction from their jobs, lack of work life balance as a result

Question 18

HPWS

Answer 18

High-performance work system: is the name given to a set of systematic HR practices that create an environment where the employee has a greater involvement and responsibility for the success of the organization

Question 19

3 Stages of withdraw: 1

Answer 19

Behavior change

• increased grievances
• whistle blowing
• change of conditions such as applying for other jobs

Question 20

3 stages of withdraw: 2

Answer 20

Physical withdrawal:

• Leave the job
• Internal transfer
• abseinteeism (call in sick)
• tardiness

Question 21

3 Stages of withdraw: 3

Answer 21

Psychological withdrawal

• service will be less
• disengagement in job or with teammembers
• less organizational commitment
• become less productive

Question 22

Some of the considerations surrounding pay as a way to retain employees include the following:

Answer 22

Instituting a standard process - No set pay plans
–> unfairness when onboarding

A pay communication strategy - Transperancy

Paid time off - PTO system that is based on the amount of hours an employee works

Question 23

Why would you want to know the turnover rates and cost?

Answer 23

Look at competition > indicator to see if there is a problem > see what turnover rate is in the market