EMPLOYEE TURNOVER

GROUP MEMBERS
CINTHIA RAHMATIKA WAZIR
NAJATUSSAADAH
NUR EZZAH BINTI ZAKARIA
NUR SYUHADA BINTI MOKTHAR
NORELIANA BINTI MOKHTAR
SITI SYAKIRAH BINTI YUSOH

DEFINITION
The quitting of employee
Employee Turnover
Rate at which an employer or
organization gains and losses employee

Voluntary Turnover
Leave their job when their needs are not
being satisfied by their present job and
an alternative job becomes available

Involuntary Turnover
affected by staffing practices

FACTORS CONTRIBUTE TO
EMPLOYEE TURNOVER
THE ECONOMY

minimum wage
not enough money, cant
do expenses

THE
ORGANIZATIONAL
CULTURE

the strength of leadership

commitment on the part of
workers
sense of shared goals

CHARACTERISTIC
OF JOB

job are not attractive

can effect by challenge,
danger, job status

LEVEL
WORKLOAD

DEMOGRAPHIC

Enhance tension
Cant concentrate

Different culture
Different characteristic
Past history

Offer Skill Testing, The Person ( knowledge, skills and abilities)

Consequence of Turnover
First, the decision to stay or leave an
organization
Secondly, turnover can have negative
implications for the individual
Third, employee turnover may also
create problems for supervisors.

 Finally, negative consequence can be identified

by :

-Including increased selection

and
recruitment costs
-Increased training and
development
costs

Model of Employee
Turnover
Developed by William Mobley
Mobleys model represents a
cognitive model of the
withdrawal process
It assumes that employees
make conscious decisions
concerning job choice and tenure.

Advantages of Employee Turnover

New Blood
Keep Others Employees on Their Toes
Get Rids of Troublesome Employees

Disadvantages of Employee Turnover

Brain Drain
Potential Loss and Client
Lower Level of Loyalty

Reducing Turnover
at Work

Several Recommendation for

Managing The Turnover Process
1. Use realistic job previews
2. Managers can attempt to insure that
expected rewards or outcomes are
closely tied to desired behaviors.
3. Pay particular attention to the reasons
for termination among these good or
superior employees
4. Managers to recognize the importance
of job attitudes

5. Managers should recognize individual

differences among employees and
make an effort.
6. Managers should recognize that a
series of non work factors can
influence turnover.
7. Managers can attempt to intervene
and remove the problem in the hope
of reducing subsequent turnover.

CONCLUSION
Manager should taking care of
their employee in :
try to solve problem of
employee
give rewards
Enhance turn
Decrease
theirover
KSAA
can avoid
disrupt of the organization
process