Employee turnover refers to employee retirement, employee resignation and employee redundancy. Human resources department of a corporation cannot make exact plan for employee turnover because there are some factors, for example employee resignation, which are beyond its control, corporation can only monitor employee turnover carefully to ensure the department will have reasonable difficulties in retaining employees. When such difficulties are predicted and even finally experienced, the human resources department will sort out the causes for them and take early steps to resolve them by improving the ongoing situation, for example, giving motivation, providing training and development in order to ensure employee retention.
Factors affecting employee turnover
There are generally two types of aspects are related to employee turnover and the human resources department needs to consider alternative manpower planning. These two factors are external factor and internal factor.
- External Factors: A number of external factors may affect whether talented manpower is available in the market to fill vacant posts in a department for continuing the assigned job. These external factors include the availability of the required human resources with the necessary qualifications, basic skills and required experience at a specified time, the alternative job opportunities in the corporate sector and the general outlook of the country’s economy.
- Internal Factors: Human resources department appraises the number of manpower it requires at different levels of the organization, at particular time frames, in the light of its present and future work commitments. This may lead to an increase or decrease of the current manpower to adopt the employee turnover difficulties.