HROB 2100 Lecture 14: Lecture 14 - HR Chapter 15

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2100
• Professor: Rhonda Gordon

Document Summary

Managing employee separations: foundations of employee engagement, communication, and. Voluntary turnover: decision made by employee i. e. quit, retirement, resignation. Involuntary turnover: decision made by employer i. e. dismissal, layoff. The cost of turnover separation costs separation interview, administration, separation or severance pay vacancy costs temporary workers, overtime, loss of sales due to vacancy replacement costs recruiting/hiring replacement training costs for replacement. Voluntary turnover unanticipated challenges of replacing employee reasons for voluntary turnover: suboptimal hiring practices difficult managerial style lack of recognition lack of competitive compensation systems toxic workplace environments. Involuntary turnover reasons for involuntary turnover: unacceptable job performance economic/financial pressures new strategic direction should be fair, after all reasonable steps taken to rehabilitate employment relationship. Foundations: rules and regulations - clear expectations of acceptable behavior. 1: progressive discipline - warning, suspension, termination, appeals process - allow employee to present case. Dismissal for just cause dismissal: involuntary termination of employment dismissal for just cause, termination based on poor behaviour.