Describe Social Phenomenon Called Employee Turnover - 550 Words

Describe Social Phenomenon Called Employee Turnover (Essay Sample) Content: AbstractIn this paper I observed the essence of social phenomenon which is called employee turnover. The paper examines social aspects of this phenomenon, tactics against employee turnover. The paper reviewed the most common reasons lead to employee turnover and examined the psychological effects of employee turnover.Keywords: employee turnover, staff, retentionWhat are the main reasons why people leave their jobs? How useful is career theory in explaining, and helping managers to understand, the causes of employee turnover?One of the main factors of the success of any company is the company's ability to attract new talent and to keep those personnel who already working in the company. The main task of planning and implementation of the employee's career is to ensure interaction between employee's professional and social activity. Career planning intends to determine the purpose of professional development staff. Career development implies those actions which were tak en to implement the employee's professional plan. According to R.Young and A.Collin, career has been referred to as the patterns and sequences of occupations and positions occupied by people across their working lives  (Young, Collin, 2000, p.15).It is very important to attract and retain talent which create a high degree of job satisfaction. Job satisfaction includes not only the work itself, but also accompanying factors: working conditions and psychological climate in team. Many managers think that companies are able to retain the employee only material factor. L.Branham wrote: Competitive pay is fundamental to retention; however, the rami cations of continually buying employees are not always in the best interest of the organization  (Branham, 2005, p.47). However, HR-managers need to remember that the financial compensation is considered by many employees is very low compared to the sense of job satisfaction. Any employee planning their future career based on their nee ds and socio-economic conditions. There is nothing surprising in the fact that employee wants to know the career prospects and development opportunities in the company. Also, the employees want to know conditions that they must perform for to enhance their careers. If the employee works less than others, the employee does not seek to improve the qualifications. In this case, the employee considers company as a place to wait out for a while before transition to a new, more challenging work.Dismissal as a loss (even temporarily) of professional activities considered as psychological trauma due to the following reasons:- the occupation is the main source of income;- the professional activities realized the potential of man;- the occupation determines the social relations and social status.Career theory provides opportunity  to explain how to grow a good specialist within the company. Each process in the company must be evaluated in its effectiveness and career management is no exce ption. Last stage in management means a business career employee performance evaluation of this process. The degree of success of each employee's career in largely depends on how much he is motivated to change. In this case, it is desirable to identify and the most important for individual incentives for career development. Successf...