Essay about Turnovers and Termination Procedures

Submitted By Gigi1983
Words: 2646
Pages: 11
Open Document
Turnover and Termination Procedures Every employee's career comes to an end at one point or another. Relocation, other opportunities arising, death, downturn of the economy and many other factors are some situations that can happen to make an employee have to cease employment with a company. The following paper contains an overview of different types of terminations as well as some procedures to follow when handling this event.

Employee Turnover Although employee turnover is a common part of business operations, it is in the company's best interest to keep turnover at a low rate. There are many disadvantages to high company turnover, some of which include large costs to recruit and select new personnel as well as productivity loss due to having to spend time training these new employees and delegating duties to remaining employees while this task is accomplished. Companies that have large turnover rates may also spend money repairing their reputation within the community if massive layoffs occur. Some of the tools described within this segment can help reduce turnover and can ultimately strengthen the company and make them more productive (Noe, Hollenbeck, Gerhart & Wright, 2011). A way to reduce the chances of employee turnover can begin with having strong hiring procedures in order to ensure the quality of the individuals hired to work at the business are a good fit for the company. Some employees choose to terminate their employment at the business they work at due to having disputes or misunderstandings with other employees within the company. Maintaining open lines of communication up and down the chain of command, along with having written grievance procedures are also good tools to help employees work through these disputes. Other employees can lose motivation after being on the job for a period of time without advancing or expanding their scope of duties and obligations. Providing continuous training can be a tool to help remediate this issue. In addition, performing periodic work satisfaction surveys can be a tool to help ensure the overall morale of the employees is healthy and productivity remains at a satisfactory level. Additionally, many employees seek other jobs in order to pursue better opportunities to take care of themselves in the future; therefore, offering a good benefits package including healthcare, disability, and retirement options will contribute to increasing employee retention (Bliss & Thornton, 2006).

Employment at Will There are many companies that hire workers without having a written contractual obligation to continue the employee – employer relationship. In these situations the employer can fire the employee even if they have not deviated from company policies as long as they are able to prove there weren't any discriminatory factors weighing in on their determination. Often times they are able to cease employment without giving the employee a reason for this decision and don't have to give the individual prior notification of the decision (Stiller & Visconti, 1994). Although most states operate under the employment at will doctrine, most states have also written certain exceptions to this policy. Under the public policy exception employers are deemed to have wrongfully terminated an employee if the termination goes against a well-established policy of the State. Another common exception occurs when the employee is fired even though there's an implied contract between the company and the individual. This contract doesn't need to be in written form, but can be implied through verbal expression, or by handing out an employee handbook or other assurances. The covenant of good faith and fair dealing is a less common exception to this doctrine and has been interpreted in many different ways, from stating that an employee can't be terminated with malicious intent, to stating that an employee can only be fired for cause (Muhl, 2001).

Discrimination It is
Show More

Related Documents: Essay about Turnovers and Termination Procedures

Essay on Human Capital in SmartBusiness Consulting Inc.

Area. Through a report prepared by the Institute for Research on Labour and Employment at UC Berkley, the turnover in management positions usually costs 150% of that individual’s salary. However, within the first year of employment, 46% of new hires leave. As well, 43% of 26-39-year-olds expect to leave within three years. Recently, SmartBusiness Consulting Inc. has experienced a high staff turnover rate and lost 10% of their consultant. The company hopes to use some information system to better manage…

Words 1434 - Pages 6

Employee Turnover Essay

Overview of Employee Turnover Research The impact of turnover has received considerable attention by senior management, human resources professionals, and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting organizations. This paper provides a summary of information, abstracted from published research, on the costs of turnover, factors contributing to its magnitude in organizations, and proposed remedies. Costs of…

Words 1086 - Pages 5

Essay on Chapter 15 Managing Employee Separations

the org. MANAGING TURNOVER Time, money, and resources invested in recruiting, training, and maintaining employees is lost when employees exit a firm.  disrupt the org’s ability to produce and maintain the right quantity/quality of talent  derail org’s focus on larger strategic issues. Retail sector has high turnover levels, with very few long-tenured employees. in the hospitality industry, one in every five employees leaves the company in any given year Turnover: termination of an individual’s…

Words 4370 - Pages 18

Essay mens warehouse

the employee while also motivating him or her by the idea of getting compensated for working harder. In addition to this it puts the company in a position where they are not obligated to pay such a large amount in overtime pay. Benchmarking is a procedure in which a company compares its own practices against those of successful competitors (Noe, Hollenbeck, Gerhart, & Wright, 2011 pg 335). Men’s Wearhouse did a comparison of their compensation method compared to other competitors. In doing this they…

Words 3454 - Pages 14

Essay about Human Resource Department

Chapter 1 1: Explain how action-oriented HRM departments differ from people-oriented HRM departments. Action-oriented: Effective HRM focuses on action rather than on record keeping, written procedure, or rules. Certainly, HRM uses rules, record, and polices, but it stresses action. HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. People-oriented: wherever possible, HRM treats each employee as…

Words 2069 - Pages 9

Conflict management Essay

employee diversity and inclusion. In addition to the expected financial synergies from the merger, Phoenix hopes to embrace Oracle’s inclusive culture as well. Immediately following the acquisition however, senior management at Phoenix realizes that turnover rates/resignations are alarmingly high among former Oracle employees working in the HR department compared to the Phoenix employees. An investigation reveals that in the recent few months following the acquisition, management within the HR department…

Words 2836 - Pages 12

Essay on Drug Free Workplace Evaluation

change. In order to help Company Y make a practical decision, a discussion of the prevalence of illicit and prescription drug users in the United States workforce. There also will be a discussion of the effects of absenteeism, accidents, downtown, turnover, theft, morale, and productivity will be measured. The paper will conclude explaining the characteristics and benefits an organization will witness operating under a drug-free workplace. Prevalence of Drug Users in the United States Workforce There…

Words 1640 - Pages 7

Strategic Management Model Essay

compliance with all rules that govern the division. This includes a work and living environment that is fair, reasonable, safe and secure. In my experience the best way to run a maximum security Institution is based on employee selection, policies and procedures and employee motivation. At this institution a major problem is with Officers being too familiar with the residents. One of the requirements to be employed for the city is to reside in the city. An issue with this requirement is that St Louis…

Words 1042 - Pages 5

Profiling: Employment and Job Description Essay

job. From the beginning to the end of a job, Human Resources are and will be involved. These functions can include but are not limited to things such as recruiting potential employees, hiring and termination, overseeing the benefit plan, payroll, laws and regulations, and company policies and procedures. Three more of these functions include interviewing, orientation and training of new employees. These three can only be possible if the right documentation is available. This documentation includes…

Words 1890 - Pages 8

Essay on Careers in Lodging

banquet team to plan menus and related activities. They oversee cleaning and maintenance of equipment and facilities and ensures that all health and safety regulations are followed. They coordinate the hiring, assignment, training, motivation and termination of personnel and investigates and resolves food quality and service complaints. The General Manager, under the quick service role, would be in charge of maintaining overall management responsibilities for the foodservice establishment. Directs…

Words 1141 - Pages 5