MHR 523 Chapter Notes - Chapter 15: Distributive Justice, Procedural Justice, Employee Engagement

• School: Ryerson University
• Department: Human Resources
• Course: MHR 523
• Professor: All

Document Summary

Who leaves, treatment, cause/nature of exit, thoughts of remaining employees sustainability of org. Manging turnover time, money, maintenance lost, disrupt focus turnover = te(cid:396)(cid:373)i(cid:374)atio(cid:374) of a(cid:374) i(cid:374)di(cid:448). "s e(cid:373)ploy(cid:373)e(cid:374)t (cid:449)/ a(cid:374) o(cid:396)g: permanent or temp. The cost of turnover vary industry, size, age cost of turnover 150%-250% of salary cost of turnover + cost of day2day op. , customer loyalty direct(ads. /interview) /indirect (lost productivity) 4 main costs: separation costs vacancy costs replacement costs training costs. Voluntary turnover quit, resign, retire specific + immediate challenge to org. success employee initiate. 5 reasons employee turnover: suboptimal hiring practice: difficult managerial style lack recognition lack competitive compensation toxic workplace enviro. (cid:862)ho(cid:271)o phe(cid:374)o(cid:373)e(cid:374)a(cid:863) collect info, understand trends. Involuntary turnover job performance dismissals, economic/fin. pressure, strategic direction. Rules and regulations dismissal + downsize common think treat unfair fair, occur after all reasonable steps rehab/salvage inform employee un/acceptable informed (writing), orientation. Progressive discipline verbal written suspension dismissal severity is function of type of offense, # occurrence: appeals.