Modelling The Employee Turnover And Skill -Myassignmenthelp.Com

Question: Discuss About The Modelling The Employee Turnover And Skill? Answer: Introduction The article which has been provided is related to the factors of the employee turnover and the skill preservation in the Australian Companies. In the particular article the factors which help to determine the employee turnover in the organisations as well as their skill are properly analysed. At present there is an wide-ranging body of literature which focuses on the individual employees motivations. At present there has been the effect of the human resource management on different aspects of firms performance which includes several considerations of employee turnover. It also focuses on the bundling of human resource management practices which is not limited to the confinement of the traditional human resource management. There also has been investigation on the role of trade unions. There have been several reliable and valid measurement concepts which are crucial to the study. There are types of searches which have been conducted on the basis of data collected from numerous sources . The aim of the study is to provide accurate and genuine information on the reasons which cause the employees to leave their respective organisations. It also aims to understand what factors which help employees stay in their organisations. In order to facilitate the reliable and also the valid measurements of several concepts, several multi-item measurements of scales are also required. It is necessary to evaluate each of the negative factors which contribute to the loss of employees from the organisations. Only then can the reasons for the employee turnover and retention be properly understood. In order to reach the position which the research aims at, there should be a proper evaluation of the primary and secondary sources from which the data is collected. The different drivers for employee retention and turnover are to be analysed carefully. In addition to this the factors which contribute to the organisational support and the job satisfaction are also to be considered for study. The impact of human resource management on the different aspects of the firm performance based on the levels of the employee satisfaction is also to be understood properly. In case a proper examination is made on all the factors, the researchers of the study can identify the drivers contributing to the employee retention and turnover. All these need to be kept in mind while conducting suitable researches. Only on getting adequate suitable and noteworthy information on the different factors affecting the employee retention, the research can contribute to the valuable information. This can ultimately lead to the conclusion that the aim of the research has been arrived at in a suitable and proper manner. In case the necessary criteria for the research are not met it cannot help the research to be noteworthy and genuine overall. There are several drawbacks of the study on employee retention and the employee turnover in different countries. The available quantitative studies on the impact of HRM practices on the employee turnover are very less in number. This causes the studies on the employee turnover to be relatively less and the conclusions drawn in this particular case are not genuine enough. The availability of data on the performance of the employees and the total turnover of the firm as a whole is bound to govern the reliability of the data collection procedure. This is ultimately bound to make the data collected and the conclusions made, much more reliable and genuine. There are several available ways or practices which govern the way an organisation works. In case the sample of organisational employees and their opinions on the factors which govern their retention and skills is less, the accuracy of the research is hampered. The present research article does not focus on all the probable scenarios wh ich influence the situation of the employees and their decision to either leave or stay in the particular organisation. Another problem is that, often the scenarios which have been mentioned on different factors, are not exactly correlated. For example, a major part of the literature focuses on the role of the separate attitudinal preferences of the individuals in the organisations, but the situations which different employees face in certain situations are varied. Therefore the factors which affect the propensity of an individual to leave his or her particular organisation is different. Another thing which is of consequence in the study is the effect of training on the turnover which has not been completely investigated. Only in cases where there has been a general research on the human resource management, there has been a certain amount of study. The challenges in this particular study therefore point to low availability of data in several cases and the possible scenarios where the solutions can be identified are also not clear. The factors which lead to the turnover of the employees cause a certain change in their patterns of retention. References Smith, A., Oczkowski, E., Smith, C. S. (2011). To have and to hold: modelling the drivers of employee turnover and skill retention in Australian organisations.The International Journal of Human Resource Management,22(02), 395-416.