Consequences of employee turnover on Organizational Performance
Companies make large investments for their employees’ training, development and exert a great desire to retain top-performing employees.
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Companies make large investments for their employees’ training, development and exert a great desire to retain top-performing employees.
According to a report from the Center for American Progress, replacing a lost employee can cost an organization from 16% to 213% of the lost employee’s salary, depending on their job and skills.
Companies use international placements as a way to further their talent management objectives.
There are two main factors which determine nowadays recruitment to become mass recruitment, no matter the area or the specialization. On the one hand, there is the globalization factor, which forces corporations into a process of fast development and growth from all points of view, including the number of employees operating within them.
Better is the adjective by which most of us lead our lives: better homes, better cars, better lifestyle and, more than often, better jobs. Such is the case that, while employees continuously aim to improve their careers, sometimes by changing jobs, companies strive to come up with solutions to reduce voluntary turnover. Employee retention rate has been and remains one of the most intense battles fought by executives and HR departments.
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