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Employee Turnover (Use an evidence-based management strategies to make…
Employee Turnover
Use an evidence-based management strategies to make decisions about turnover
Turnover analysis
Organizational context
Data collection and diagnosis
Put into practice
Sad stories
Reducing employee retention
Managers’ misconceptions of turnover
How to change
Evidence-based strategies
Evidence-based strategies
Turnover misconceptions
A ll same and bad
Must have a shared understanding
Defining turnover
Voluntary turnover (focus)
dysfunctional turnover (harmful)
Functional turnover
Involuntary turnover
Understanding turnover costs
Voluntary turnover costs and benefits
The importance of turnover
High performance
A competitive advantage
Because of competation
Turnover process
Inducements-contributions balace evaluation
Turnover predictors
Meta-analysis
Important turnover drivers
Organizational commitment
Job satisfaction
Supervisors, coworkers
Job roles and expectations clarification
Pay: weaker predictor
Understand causes in the context
3.The reason of quitting
Unfolding model for four possible turnover
Unsatisfying job
Common retention management
External market forces
Ensure the workplace is competitive
Individual plans
Impulsive quits
Job embeddedness
Why employees stay
Connections
Links
Fit
Sacrifice
How to foster each connection
What managers can do to turnover
Evidence-based HR management strategies for reducing turnover
One-size-fits-all-retention strategy?
Should diagnose turnover in a particular context
Ongoing diagnosis
Systematic strategy
Targeted strategy