MHR 523 Lecture Notes - Lecture 12: Briey, Job Satisfaction, Severance Package
10 Apr 2017
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Document Summary
Who leaves, how they are treated during the exit, what the cause, and how remaining employees perceive this all impacts the long term sustainability of the organization. The role of hrm is often overlooked in managing employee engagement and communication during a time of employee separations. Managing turnover: voluntary turnover decision made by employee (eg. Involuntary turnover decisions made by employer (eg. The cost of turnover: separation costs, vacancy costs, replacement costs, training costs. Reasoning: suboptimal hiring practices, dif cult managerial style, lack of recognition, lack of competitive compensations systems, or toxic workplace environments. Should be fair, after all reasonable steps taken to rehabilitate employment relationships. Reasoning: unacceptable job performance, economic/ nancial pressures, or new strategic direction. Rules and regulations are set with clear expectations of acceptable behaviour. Progressive discipline oral warnings, written warnings, suspension, and termination. Dismissal for just cause termination based on poor behaviour. No severance or additional notice period required.
