High Employee Turnover Essay Example | Topics and Well Written Essays - 2000 words

High Employee Turnover - Essay Example These expenses are especially felt for lower paying jobs which turn out to be jobs that have a high employee turnover. Some of the expenses involved include advertising for the past, payments being done to the leaving employee, interviews for candidates and subsequent training. This is, in addition to, lose of productivity during that period the employee leaves and replacement with another employee. This paper explores employee retention as a measure of decreasing high turnover by focusing on the methods of assessment and selection, individual and organizational learning, and organizational transformation to find a resolution to the crisis. Methods of assessment and selection According to Carsen (2005, 2) employee retention starts with the application process which precedes recruitment. The applicants start by looking at the agency, and this is followed closely by the initial impressions of the employee during the orientation process, in addition to the subsequent assignments, the em ployee is given, performance ratings, any awards or promotions and off course the overall working conditions. All the above play a role in determining whether an employee decides to leave or stay during that short period. Therefore, the pre-employment assessment forms part of the solution to this trouble of high employee turnover as well as improving employee performance. It is essential that the employer objectively defines and quantifies the behavioral DNA that compels success on the job. This is to mean that the employer has to match the candidates who come for interview against a traditional performance profile for each of the positions that are to be filled in the company. This can be done by correlating the behavioral DNA of the present employees in a company against their performance data to determine the performance profile of the individual. This profile, thus, captures the behavioral and cognitive attributes that are unique to a certain position, and, thus, used to separat e the productivity leaders who will be capable of transcending the other employees. Subjective competencies are deemed an unsuccessful way of coming up with required traits of a particular position, therefore, a flawed way of filing vacant positions in any organization. This is because of absence of tangible correlation between the subjective competencies and the actual success of persons in that position (Carsen, 2005, 33). It is, thus, important that employers use objective competencies to measure the actual behavioral and cognitive traits required for the success of a certain individual in the given position. This means this benchmark of success should be leveraged so that it forms the objective model for the employer in evaluating candidates for specific positions. Therefore, it is important that the assessment strategies be developed having in mind the clear understanding of the knowledge, skills, abilities and characteristics that have to be measured for qualification to a par ticular position (Ongori, 2007, 50). The managers should also ensure that the method of evaluation being used in the process can be connective to, and effectively appraise the requirement being assessed. After a careful assessment of the applicants, hiring should be done on recommendation basis, which falls into four categories. These are recommended which is taken as the strongest match as compared to the others which are 'recommended