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    Human Resources and Employee retention

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    Juanita performance as Human Resources Manager:

    1) Should Juanita attempt to reduce voluntary and involuntary turnover?

    2) A risk of disciplining employees is that some may retaliate. To avoid that risk, what organizational policies might encourage high-performing employees to stay while encouraging low-performing employees to leave?

    3) To what extent are exit interviews meaningful and what kind of opinions would you attempt to capture? How are these opinions relevant to employee separation and retention?

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    https://brainmass.com/psychology/cross-cultural-psychology/human-resources-employee-retention-612303

    Solution Preview

    1. The best way to answer this first question is to explain the situation. The answer is dependent on the situation Juanita is facing.

    For example:
    She is the HR for a car manufacturing company. The production of the brakes department is struggling to keep its employees. There are significant amount of people quitting and the new manager has a style that is perceived as oppressive but no one dares to tell her as she is the cousin of the CEO. In the one year she has been in this position, she has fired 5 employees. The high voluntary and involuntary turnover is now impacting production. They are late in their orders. Juanita the HR manager recognizes that she can help this situation by helping the new manager better understand her employees and create work teams that ...

    Solution Summary

    human resource strategies on job performance, employee turnover and retention

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