Bài giảng Fundamentals of human resource management - Chapter 10 Separating and retaining employees

FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITIONBY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHTCHAPTER 10 SEPARATING AND RETAINING EMPLOYEESManaging Voluntary andInvoluntary TurnoverTurnover initiated by an employer.Often with employees who would prefer to stay.Turnover initiated by employees.Often when the organization would prefer to keep them.Involuntary TurnoverVoluntary TurnoverPrinciples of JusticeLegal RequirementsDischarge may not violate an implied agreement.e.g., employer had promised job securitye.g. action inconsistent with company rulesDischarge may not violate public policy.e.g., terminating employee for refusing to do something illegal or unsafe.Employers must make discipline decisions without regard to a person’s age, sex, race, or other protected status.Evenhanded, carefully documented discipline can avoid such claims.Wrongful DischargeDiscriminationLegal Requirements Notification of Layoffs:Organizations that plan broad-scale layoffs may be subject to the Workers’ Adjustment, Retraining and Notification Act (WARN).Employers covered by the law are required to give notice before any closing or layoff.Progressive DisciplinePrinciple of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, and immediate consequences.A formal discipline process in which the consequences become more serious if the employee repeats the offense.Hot-Stove RuleProgressive Discipline Figure 10.2: Progressive Discipline ResponsesEmployee EngagementEmployee engagement is the degree to which employees are fully involved in their work and the strength of their commitment to their job and company. Employees who are engaged and provide a clear competitive advantage to that firm, including higher productivity, better customer service, and lower turnover.Figure 10.4: Job Withdrawal ProcessCauses of Job Dissatisfaction