HRM英语dissertation-员工离职的原因和成本

有一段时间，Trinitech公司的IT部门一直苦苦挣扎在员工流失率高这个问题上，影响了整个部门的工作效率。

忽略员工离职的重要性，不知道究竟是谁离职以及他们为什么离职，这是管理团队的一个错误。

研究发现，员工离职的主要原因是：

工资水平

缺乏效益

晋升的政策

工作环境

工作流程

当员工离开公司时，该组织必须承担相当数量的直接和间接费用。这些费用是员工离职的成本，仔细检查可以对计算离职率，和制定最有益的管理方法来处理这一人力资源困境有帮助。

介绍

员工离职及对组织的影响一直让高级管理层和人力资源专业人士特别关注。这种已被证明是最昂贵和最困难的人力资源挑战之一。本研究的目的是分析员工离职的原因及组织内员工离职的成本。

员工流失原因

员工流失已成为行业的一个主要问题，它已经在我们的组织中蔓延。许多方面因素导致了员工离职。从深层次分析，既有公司的因素，也有员工的因素。
 

For sometime the IT department of Trinitech has struggled with high employee turnover, adversely affecting the productivity of the department.

 

Overlooking the importance of employee turnover and failing to understand exactly who is leaving and why they were leaving would be a mistake for the management team.

 

The research has found the major causes of employee turnover are:

 

Salary Scale

 

Lack of Benefits

 

Advancements and Promotion Policies

 

Working Environment

 

Working Procedures

 

When employees leave a company, the organization has to incur a considerable amount of direct and indirect expenses. These expenses are the Costs of Employee Turnover and when examined carefully can help in the calculation of turnover rates and aid in management in determining the most profitable way to deal with this human resource dilemma.

 

介绍——Introduction
 

Employee turnover and the impact that it has on the organization has been at the forefront of senior management and human resource professionals. This phenomenon has proven to be one of the most expensive and one of the most difficult of the human resource challenges. This study was designed analyze the causes of employee turnover and the costs of employee turnover within organizations.

 

员工离职的原因——Causes of Employee Turnover#p#分页标题#e#
 

Employee turnover has become a major problem for the IT industry and it has crept up within our organization. There are many aspects that play a significant role in employee turnover. On deeper analysis there are factors that can stem form both the company as well as the employees.

 

工资水平——Salary Scale
 

Salary can be considered as one of the major causes of the employee turnover rate. Employees are always in search of jobs, which pay well. We all have a growing desire to own more things and better pay can give employees this. Employees are compelled to look for better pay because of financial needs. If the company that they are employed with does not offer good salaries, they tend to search for jobs that pay considerably more.

 

好处——Benefits
 

Employees are attracted to companies that can offer a variety of benefits. Employees however can be naive and not know the benefits that are provided to them in their compensation package.

 

Advancement and Promotion Policies

Many mid-level managers leave companies because of no potential opportunity for advancement or promotions, they prefer other organizations that provide upward mobility in the form of higher posts and increased compensation.

 

工作环境——Working Environment
 

Employees prefer to wok in an environment that will keep them comfortable and one that will keep them coming back. If the working conditions within an organization are substandard or the workplace lacks important facilities such as proper lighting, furniture, restrooms and other health and safety provisions, employees will look to jump from company to company.

 

工作流程——Working Procedures
 

A companies Policies and procedures can adversely affect the way employees feel about their job. If workers are not able to use full potential and gain significant work experience they can walk out on a company due to lack of assignments or projects where the skills they have would be an asset.

 

These are just some of the major causes of employee turnover, which Trinitech should be distinctly aware, and adjust to better meet the needs of the most important asset within their organization, their team member.

 

A poll conducted by Dr. David Ballard on October 18th 2010 asked the question "What is Important for Today's Workforce?" he posted the results on the Psychologically Healthy Workplace Program, Good company blog http://www.phwa.org/goodcompanyblog/

 

Figure 1 - Most Important in Today's Workforce

 

From the chat you can see that Pay and Benefits would be most important followed by flexible work options and then company culture.

 

离职成本——Costs of Turnover
 

There is a cost to losing any staff member of an organization. It is important that the members of the Trinitech management understand that general turnover rates can have an impact on an organizations profitability and survival.

 

There are five main costs associated with employee turnover they are:

 

Employee Leaving Costs

 

Recruitment Costs

 

Training Costs

 

Productivity Costs

 

New Employee Costs

 

员工离开成本——Employee Leaving Costs
 

These costs are associated with employee leaving and the actions that Trinitech has to implement. When a member leaves there is a vacant position that needs to be temporarily filled, this is either the cost of existing employees performing the vacant job and their own job or the costs of a temporary employee. Overtime rates are included.

 

An exit interview has to be performed here at Trinitech, there is a cost associated with this and has to include the time of the person or persons conducting the exit interview, the time the person leaving, the administrative costs of stopping payroll, benefit deductions, benefit enrollments and the costs of all the forms needed to process a team member leaving.

 

A member of the management team has to determine what remaining tasks remains and how those tasks are to be covered until a replacement is found, this time spent is a cost to Trinitech.

 

Before becoming a Trinitech team member one must pass extensive training. Once a team member leaves that has become an incurred cost. All internal and external programs, academic education including certificates and licenses that the organization invested in to make the team member do their job effectively are part of these incurred costs.

 

招聘成本——Recruitment Costs
 

Trinitech must advertise the vacant position, these costs can be estimated at 20 -30% of annual compensation. These ads would be on different media from Internet postings on jobsites to classified ads in newspapers.

 

Once the ad is responded to then there is a cost associated with the hiring committee. The time to review and explain position requirements, review candidate's background, conduct interviews, discuss their assessments and select a finalist.

 

As a candidate or candidates are selected there is a cost of performing drug screens, educational and criminal background checks and other reference checks, as these tasks are outsourced.#p#分页标题#e#

 

培训成本——Training Costs
 

Orientation of new team members and the persons that conduct the orientation fall into this category of costs. These costs also include the costs of orientation materials.

 

Departmental training incurs costs of the person conducting the training the training materials including company manuals, computers and other technology equipment used to deliver the training.

 

During the training period there is also the costs of supervisory time. This time is spent in assigning, explaining and reviewing work assignments and output.

 

生产成本——Productivity Costs
 

As a new team member with Trinitech is learning their new job, the companies policies and practices they are not fully productive.

 

Mistakes will be made as the employee gets acclimatized with their new environment.

 

Loss of departmental productivity caused by a departing member of the management team no longer available to guide and direct the remaining staff.

 

There is an impact cost on the completion or delivery of a critical project where the departing employee was a key participant.

 

Reduced productivity also arises if a member of management or director looses a key staff member, such as an assistant, who handled a great deal of routine, administrative tasks that the manager will now have to handle.

 

新员工成本——New Employee Costs
 

Brining a new team member on board involves costs to put the person on the payroll, establish computer and security passwords and identification cards. The new team member has to have an office and that includes costs involved with the setup of new technology.

 

结论——Conclusion
 

Analysis of the causes and costs of employee turnover leads us to understand that retention of human resources should be of prime importance to Trinitech. It should be clearly noted that the costs of time and lost of productivity are by no means less important than real monetary costs; they are all real costs to the employer.

 

参考——Refrences
 

Terence R Mitchell. Brooks C. Holtom. and Thomas W. Lee. (2001) How to keep your best employees: Developing an effective retention policy. Retrived October 31st 2010, from www.valdosta.edu/~mschnake/MitchellHoltomLee2001.pdf

 

Business Owners Toolkit . Causes of High Turnover. Retrieved October 31st 2010, from http://www.toolkit.com/small_business_guide/sbg.aspx?nid=P05_7135#p#分页标题#e#

 

Partnership and Booz Allen Hamilton. (November 4th 2010) Beneath the Surface Understanding Attrition At Your Agency And Why It Matters. Retrieved October 31st 2010, from http://www.ourpublicservice.org/OPS/publications/viewcontentdetails.php?id=151

 

 

 

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