BU354 Chapter Notes - Chapter 15: Layoff, Employee Engagement, Job Satisfaction
Document Summary
Hrm is often overlooked in managing employee engagement and communication during a time of employee separations. Who leaves, how they"re treated during the exit, what the cause/nature of the exit is, and how remaining employees perceive this all impacts the long-term sustainability of the organization. Time, money, and resources invested in recruiting, training, and maintaining employees is lost when employees exit a firm. Employee exits disrupt organization"s ability to produce/maintain right quantity and quality of talent and derails organization"s focus on larger strategic issues. E. g. retail sector has high turnover levels, with few long-tenured employees. Turnover: termination of an individual"s employment with an organization. Permanent or temporary; result of action taken by employee or employer. Most common reason for leaving company was b/c of downsizing or restructuring. Voluntary turnover: employee initiated termination of employment, such as quits, retirement, or resignation. Involuntary turnover: employer-initiated termination of employment, such as dismissal or layoff.
