BUS 481 Chapter Notes - Chapter 12: Job Performance, Avail, Job Satisfaction

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 481
• Professor: Peter Charlton

Document Summary

Retention is final component in overall staffing sys. Retention management ensures org able to keep enough employees w/ important. Orgs cannot optimize acquisition/deployment of ppl w/o comprehensive retention strategy. Focus on # & value of employees an org tries to keep. So(cid:373)e e(cid:373)plo(cid:455)ees (cid:862)(cid:449)o(cid:396)th(cid:863) (cid:373)o(cid:396)e, (cid:862)high (cid:448)alue(cid:863) e(cid:373)plo(cid:455)ees gi(cid:448)e o(cid:396)g (cid:272)o(cid:373)petiti(cid:448)e edge in marketplace. I. e. pay raise, new job assignment, etc. Certain amount of it is desirable b/c new ppl bring energy/knowledge/ideas. Avoidable voluntary turnover = can be prevented by certain org actions. Unavoidable voluntary turnover = org probably cannot prevent. Orgs will try to prevent high-value employees from quitting. Involuntary turnover = caused by termination/due to performance/downsizing. Nec to explore underlying causes of turnover to dvlp & implement retention strategies & tactics. Employee intention to quit depends on 3 general factors: perceived desirability of leaving = outgrowth of poor person/job or person/org match. Certain shocks may occur to employee that triggers more impulsive intention to quit.