1. Separating and Retaining Employees
Chapter 10
Separating and Retaining Employees

2. Managing Turnover Voluntary Involuntary
Turnover initiated by employees
Involuntary
Turnover initiated by an employer
Employee turnover refers to employees leaving the organization.
Involuntary turnover occurs when the organization initiates turnover.
When the employee initiates the turnover, it is voluntary turnover.
Discharging employees can be very difficult due to:
Decisions have legal aspects
Issues related to personal safety
Employee retention is difficult due to:
Rash of layoffs and downsizing
Tight labor markets
MGMT 422 – Chapter 10

3. Turnover Costs
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4. Principles of Justice
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5. Wrongful Discharge Implied Contract Public Policy
Indications of job security are present
Public Policy
Cannot be fired for fulfilling duties or legal obligations considered to be socially useful
MGMT 422 – Chapter 10

6. Employee Privacy Ensure that information is relevant
Publicize information gathering policies and consequences
Request consent beforehand
Treat employees consistently
Conduct searches discreetly
Share information only with those who need it
MGMT 422 – Chapter 10

7. Progressive Discipline
Formal discipline processes are a primary responsibility of HR
The processes should be analogous to a hot stove
It provides a warning (feels hot)
It is consistent (burns every time)
It is immediate (burns now)
It is impersonal (burns all alike)
MGMT 422 – Chapter 10

8. Progressive Discipline Responses
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9. Alternative Dispute Resolution
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10. Job Withdrawal
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11. Job Satisfaction MGMT 422 – Chapter 10
Hiring employees – it is important to be sure that the people you hire not only have the requisite knowledge and experience but also have a good idea of the culture and working conditions of the organization and job. This will prevent misunderstandings or discrepant expectations once they start on the job.
Designing complex, meaningful jobs - Organizations can improve job satisfaction by making jobs more complex and meaningful. Some of the methods available for this approach to job design are job enrichment and job rotation.
Organizations can increase satisfaction by developing clear and appropriate roles.
They can also establish clear and appropriate roles to avoid role conflict, ambiguity, and overload issues.
Reinforcing shared values – be clear about what the company stands for and how it intends to treat employees and customers. This enhances the meaningfulness of the job to employees.
Setting satisfactory pay levels – this will be discussed in detail in the next chapter but it is important to maintain perceptions of equity with regard to pay both in relation to internal employees and the external market.
MGMT 422 – Chapter 10