Employee Retention & Employee Turnover of a Consumer Durable Organization

  Job Satisfaction on Employee Retention and Turnover of a Consumer Durable organization Job Satisfaction  Both employees of organizations and those who study them are concerned with the aspect "job satisfaction" (Iqbal, S et al ., 2014). Job satisfaction is a major concern for organizational research, but it's also critical for employee performance and satisfaction (Mudor H.,2011). Employee satisfaction in the workplace is influenced by their feelings, what they perceive, and their experiences at work, whether positive or negative (Anis A., et al 2011).         Furthermore, Job satisfaction is also defined as the agreeable emotional state arising from the evaluation of one's job as achieving or aiding the attainment of one's job values ( Yang J., 2009). As per Iqbal, Job Satisfaction depend on a variety of factors such as pay practices, the relationship of employee to supervision, work environment; increased productivity is assoc...

Employee motivation to Reduce Employee Turnover of a Consumer Durable Organization The overall success of an institution in achieving its strategic objectives relies heavily on the performance level of employees. Employee performance is a function of ability and motivation (Ek, K. and Mukuru, E., 2013). Motivation is the most important technique for reducing employee turnover in firms and it is the backbone of human resource management (Vnoučková, L. and Klupakova, H., 2013). Lack of motivation leads to an increase in incomplete jobs, a reluctance to seek out more efficient work, and employee turnover (Šuler, O.,2008). When employees are unhappy with their existing circumstances will look for a job elsewhere (Gupta-Sunderji, M., 2004).   Employee Motivation Employee motivation refers to an employee's commitment to his or her job, how involved he or she feels in the organization success, and how he or she feels in their daily empowered tasks (Vnoučková, L. and Klupakova, H., 2013). ...

The Importance of Developing Strategies for Employee Retention The focus of employee retention strategies of a consumer durable organization Employees resigning from their jobs will have an impact on the organization. It doesn't just apply to consumer durables companies. That’s why Employers of organizations recognize this and develop strategies to address these concerns (Cloutier, .O et al., 2015). Employee retention is usually considered as part of a company's annual assessment and budget discussion. The expansion and concentration on employing Human Resource Specialists and growing Human Resource Organizations has demonstrated this (SHRM 2014). Employee retention strategies should be built on the foundation of the organization's vision, mission, values, and policies (Cloutier, .O et al., 2015). When it comes to the consumer durable organization where I work, It Can be seen through the Company Mission, vision, and values statement   Figure 01. Vision and Mission Singer Sr...

Employee Retention Impact The long-term health and success of any organization depends upon the retention of key employees. To a great extent customer satisfaction, organizational performance in terms of increased sales, satisfied colleagues and reporting staff, effective succession planning (Das, B.L. and Baruah, M., 2013). Employees that are happy and content with their occupations are more committed to their work and continually strive to improve the satisfaction of their organization's customers (Denton 2000). Employee retention is a priority for the Human Resource Department. It develops policies for employee development so that employees are content with their jobs and stay with the organization for a longer period of time (Acton et al., 2003).   Factors affecting Employee Retention of a Consumer Durable organization Recognized that employee retention is not influenced by a single factor  (Stein 2000). However, a variety of factors have a role in keeping personnel in a f...

Affecting factors of Employee Turnover on Consumer durable organization Causes and Influencing Factors  Individual employee discontent in the workplace causes turnover. However, dissatisfaction with one's job is not the only reason for leaving a company (Al Mamun, C.A. and Hasan, M.N., 2017). For example, in a consumer durable organization that employs only one area from a manager who has extensive knowledge of sales and arrears, and the job dissatisfaction that results from that manager. When he gets a very attractive position in sales and arrears from another competing company, he focuses on it and decides to leave or stay with the company. The primary key elements that are significant to consumer durable organization will be discussed in follow Management Factors - Instability in an organization's management leads to high employee turnover. Employees are more likely to stay and work if the company is stable and has a pleasant working environment (Bergmann and Scarpello,. 20...

  Employee Turnover Impact Excessive labor turnover in an organization is related to poor personnel policies, recruitment methods, supervision practices, grievance procedures, and a lack of motivation (Das, B.L. and Baruah, M., 2013). Other factors include a lack of career chances and challenges, job unhappiness, and management conflict (Susskind et al., 2000). Employees are more inclined to stay in an organization with a predictable work environment, according to the research of Zuber, while unstable organizations have a high rate of employee turnover (Zuber., 2001). Employee Turnover Impact on Consumer Durable Industry For example, when I consider the employee turnover of the company I work for, the employee turnover within the company also affects the departments in different ways. The marketing department I work for, for example, is affected by the resignation of a branch manager in a variety of ways. Ø   When recruiting a new branch manager on behalf of the same...

  Employee Retention & Employee Turnover   Employees who are dissatisfied with their current situation will look for work elsewhere when the global economies improve (Gupta-Sunderji, M., 2004). If employee stay – Retention, If employee leave – Turnover (Walker.,2001).  Furthermore, Retention is not only important just to reduce the turnover costs or the cost incurred by a company (Sandhya, K. and Kumar, D.P., 2011).  In today's highly competitive business world, retaining competent workers are the most important differentiator for most businesses (Samuel, M.O. and Chipunza, C., 2009).   Employee retention and turnover are influenced by employee motivators and demotivators (Samuel, M.O. and Chipunza, C., 2009). Employee retention and turnover in organizations are influenced by extrinsic and extrinsic motivational factors (Thirupathy, A. and Dhayalan, C., 2016). Extrinsic factors involve company policy and administration, supervision, interpersonal rel...