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Human Resource Management: Voluntary Turnover

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What are the costs and benefits of voluntary turnover? Which of these are most likely to vary according to type of job? Give examples for staffing organizations.

Provide references in APA format.

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The response addresses the queries posted in 468 Words, APA Reference

Turnover: Costs and Benefits


The cost of compensation is likely to vary as per the type of job of an individual. If the job is of strategic importance to the organization, the remuneration will be high; on the other hand, if the job is of a lower level and of less importance for the organization, the compensation paid will be relatively less. Another cost that will vary as per the type of job is the cost of losing an effective employee because if the job is a technical one and requires a specific set of skills and technical expertise, the cost will be high and vice versa. This is known as the separation cost.

Besides, the training and replacement cost will also be borne by the ...

Solution Summary

The solution addresses employee turnover, training and compensation costs in a discussion about the advantages and disadvantages of voluntary turnover. This solution is 468 Words with two APA references.

Similar Posting

HR: Staffing System Management, Retention Strategies

Staffing System Management:

1-What is the difference between a centralized staffing function and a decentralized staffing function?

2-Why would an organization want to have a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her department?

-This is a classical question that has been asked and acted upon for years.

3- Ask any HR professional that has been around for many years and they will say they've lived through it all. I don't think we'll reach consensus on this one. But, it'll be an interesting discussion

Retention Strategies:

4-What are some of the main causes of voluntary turnover? If a person says to you - "It's easy to reduce turnover, just pay people more money" how would you respond?

And, part of that question should also include,
5- what can the organization do to reduce involuntary turnover? That is a more complex question because it assumes that the organization has some control over lay offs and over employees who are poor performers. When it comes to voluntary turnover we have to get past offering office pizza on Friday and gym memberships for everyone as the answer to the problem.

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