The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.

1. Impacts of HR on Employees Turnover

2. Group Members
Name ID
Md.Yeasir Arafat
Mahmudul Hasan
Masum Hussain
Romana Begum
Farhana Jahan Liza
Tahfim Ahmed Chowdhury
1611017008
1611017014
1611017021
1611017047
1611017049
1611017051
Section: C, Semester: 4th
Department of Business Administration
Leading University, Sylhet.

3. What is Employee Turnover?
The rate at which employees leave
a company and are replaced by new
Employees.
One of the critically challenging issues in business world.
Estimated probability that employees will stay or leave the
organization.
May triggered by - quits, attrition, exits, mobility, migration,
succession.

4. Employee Turnover Sparks
Obstacles toward achieving
organizational objectives.
Delay in innovation process & weak service consistency.
Increasing pressure for the
current employees in organization
& Reflects poor organizational
image.
Overall bad impact on organizational performance &
effectiveness.

5. Types of Employee Turnover
Functional Turnover: results in the
leave of poor performers.
Dysfunctional Turnover: Results in
the leave of high performers.
Avoidable Turnover: Triggers from controllable
circumstances.
Unavoidable Circumstances:
Macro factors & the employee will.

6. Types of Turnover
Voluntary Turnover: Employee leaves
because he leaves.
Involuntary Turnover: Can be a force
turnover, result of death, sickness of the
employee.
Skilled Turnover: Skilled employees are going outside.
Unskilled Turnover: Unskilled man force outflow.
Internal & External Turnover

7. Factors Affecting Turnover
 Available Alternative Jobs: Resourceful
market, industry boom, high labor demand.
 The Characteristics of the Job: If the job is dull in nature, high
workload, highly routined.
 Personality of the Employee: If the personality of the employee &
the job nature is not compatible, Job lacks what the employee
demands, sudden change in employees personal life.
 Wrong handling of the recruitment
& selection process of the employee.
 Unfavorable working environment.

8. Factors Affecting Turnover
 Lack of opportunity for career
advancement- less hope less stability.
 Inadequate training and supervision-
excellence leads to excellence.
 Unequal wage- there is nothing like
friendship!
 Job involvement- interest begets performance.
 Leadership- Steve Job is Steve Jobs!
 Professionalism in the organization.

9. Relation with Productivity
Efficiency demands a certain time to be achieved.
On the job training may costs a significant portion of skilled
employees natural effort.
Lack of proper training from the part of the organization or
failing to absorb training things from the new employees
side.
Understanding cultural symphony of an organization is a
pretty long process.
Any secret treaty of an active employee with other
organization may slow down the respective employees
performance.

10. Methods of Controlling Turnover
Realistic Job Preview: Is one of the most effective
elements to reduce employee turnover. It can facilitates:
 Reduction of gap between employee expectations and
reality.
 Facilitates commitment to the choice
organization.
 Helps effective self selection.
 Value orientation process.
 Copying efficiency.

11. Job Enrichment & Workspace Matters
 Job Enrichment:
 A theory championed by Frederick Hertzberg.
 Handy in controlling employee turnover.
 Allows employee to engage with their full potential.
 Big people are for big stages!
Workspace Characteristics:
 Unique physical environment stretches impact on
employees job related behavior, environment may act as an
facilitator or the contrary to the employee holding effort.

12. Methods of Controlling Turnover
 Compensation Practices:
 Dissatisfaction regarding pay is one of the
prime reasons of employee turnover.
 Competitive pay scale must be ensured to sustain competition.
 Maximums of the past employee turnover records worldwide shows
payment is a big concern.
 High Involvement in Work:
 May facilitates employee retention.
 High investment in job involvement
Ensures higher employee enthusiasm.

13. Methods of Controlling Turnovers
 Socialization Practices:
 Very crucial to make the newcomers feel home.
 Initial periods poses greater vulnerability toward employee holding
efforts.
 Basic reason of untimely resignation of the employees is weak
socialization process.
 Significant socialization practices involves:
 On site orientations, off site residence.
 New recruits & senior co-workers.
 Peers/ supervisors.
 Social/recreation.
 Business trips.

14. Causes to Turnover
1) Healthy Salary Structure.
2) Poor Management.
3) Unfavorable Job Location.
4) Availability of Alternatives.
5) Job Insecurity.
6) Job Dissatisfaction.
7) Heavy Workload.
8) Less Space for Work-Life Balance.

15. Factors that Facilitates Retention
1) Job Security.
2) Pension Plan.
3) Favorable Job Location.
4) Competitive Salary Structure.
5) Proper Training & Development Opportunity.
6) Proper Performance Management.
7) Space for Comfortable Work-Life Balance.
8) Sound Working Environment.

16. The Conclusion
Chain of the overall argument…

17. Thank You!