 Employee Separation & Retention Management

 Objectives

 Distinguish between voluntary and involuntary turn over and discuss how this form of turn over
can be leveraged for competitive advantage.

 List major elements that contribute to perceptions of justice and how to apply this in
organizational context involving discipline and dismissal.

 Specify the relationship between job satisfaction and various forms of job withdrawal, identify
sources of job satisfaction in work context.

 Design a survey feedback intervention program and use this to promote retention of key
organizational personnel

 .

 Introduction

 Every executive recognizes the need for satisfied, loyal customers and investors. Customers and
investors provide financial resources that allows the organization to survive. Yet not all executive
understand the need to generate satisfaction. Thus to compete effectively and to have positive
satisfaction, organization must take steps to ensure that good performers are motivated and low
performers are encouraged to perform well based on compensation and benefits.

 Kinds of Turn Over

Involuntary Turnover

Voluntary Turnover

 Voluntary Turnover

 Employee Initiated

 Involuntary

 Organization Initiated

 Involuntary Turnover

 Organization Initiated

 Involuntary - Discharge

 discipline

 poor performance

 Involuntary - Downsizing
 permanent layoff

 temporary layoff

 site or plant closing, relocation

 redundancy due to a merger or acquisition

Managing Involuntary Turnover

 Despite a company’s effort to give a compensation system, still some employees occasionally fail
to meet requirements or violate company’s policy. When this happen organization will:

 Need to invoke a discipline program that could lead to the individual’s discharge

 Discharging employees need to be handled with utmost care and attention to detail

 Legal aspects must be taken into consideration

 There is a great financial risk associated with any termination decision

 Violence in the workplace has become a major organizational problem

 Tools

 Employment at Will

 Justice

– Outcome fairness

– Procedural justice

– Interactional justice

 Progressive Discipline

 Alternative Dispute Resolution

 Employee Assistance Program

 Outplacement Counseling

 Principles of Justice

 Outcome fairness
 – the judgement that people make with respect to the outcomes received relative to the
outcomes received by other people

 Procedural justice

– methods used to determine the outcomes received

 Interactional justice

– interpersonal nature of how the outcomes were implemented

 Progressive Discipline

 Stages in Alternative Dispute Resolution

 Stages in Alternative Dispute Resolution

 Stages in Alternative Dispute Resolution

 Stages in Alternative Dispute Resolution

 Employee Assistance Programs

Basic elements include:

Covered programs identified

Supervisors trained for referrals

Employees trained to use system

Costs and benefits evaluated

 Outplacement Counseling

 Tries to help dismissed employees manage the transition from job to another

 t aimed at helping people realized that losing a job is not the end of the world and that
opportunities exist

 Retaining people who can make sure contribution is a key to gaining and maintaining
competitive advantage

 Managing Voluntary Turnover

Process of Job withdrawal

Job Withdrawal- is a set of behaviors that dissatisfied individuals enact to avoid the work situation

Model of the Job Dissatisfaction-Job Withdrawal Process

Causes of Job Dissatisfaction Manifestation of Job Withdrawal

  Personal Disposition Behavior Change

 Task and roles Job Satisfaction Job withdrawal Physical Job Withdrawal

 Task and Roles Psychological job withdrawal

 Supervisor and Co- workers

 Pay and Benefits

 Survey Feedback Intervention

Employee survey research should be prominent part of any human resource strategy for number of
reasons:

1.It allows the company to monitor trends of overtime and thus prevent problems in the area of voluntary
turnover before they happen.

2.Reason for engaging in on going program of the employee satisfaction survey is that, it provides a
means of assessing the impact of changes in the policy of workers attitude. Yearly survey give employee
a constructive outlet for voicing their concerns and frustration

3 When the survey incorporate standardized scales like JDI, they often allow the company to compare
itself with others in the same industry along this dimension

4.Finally, any strategic retention policy also has to consider surveying people who are about to become
ex- employees. Exit interviews with departing workers can be valuable tool for uncovering systematic
concerns that are driving retention problems

“ Always recognize that human individuals are ends; do not use them as means to your end”

Immanuel Kant

Thank You and God bless!