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The impact of employee turnover in a organisation : a case study of North West Parks and Tourism board in Mafikeng, South Africa / Alpheaus Morweng LithekoLitheko, Alpheaus Morweng January 2012 (has links)
Employee turnover occurs when employees voluntarily or involuntary leave their jobs and must be replaced by an organisation. This can be a serious obstacle to productivity of the North West Parks and Tourism board (NWP&TB). For the smallest of organisations, a high employee turnover rate can mean that simply having enough employees to fulfil daily functions is a challenge, even beyond the issue of how well the work is done when employees are available.
Employee turnover is no less a problem for major companies, which often spend
millions of rands a year on turnover- related costs. The cost associated with
recruitment such as advertising costs, interviewing costs, orientation costs, and
training costs of new employees can be extremely high for North West Parks and
Tourism Board. The implicit cost associated with employee turnover in terms
production loss that might result in high levels of customer turnover. A new recruited
employee might take one to six months to settle at his or her new employment before
being fully productive.
In this mini-disse1tations, I will explore the different factors that lead to employee
turnover in organisation and how it impacts an organisation. I will explore the
consequences associated with employee turnover. In this Mini-Dissertation both
quantitative and qualitative research tools are used to thoroughly understand the
impact of employee turnover. Qualitative methodologies are employed in order to
yield a deeper and more insightful understanding of impact of employee turnover in
an organisation of the ca e study group. Quantitative methodologies included a
questionnaire survey that was administered to the case study group and a stratified
random sample was used to select participants. The summary profiling indicates that
employee turnover does negatively affect the effectiveness and efficiency of
NWP&TB. Further findings show that employee turnover disrupts the operations of
NWP&TB and ultimately it will lead to customer dissatisfaction. / Thesis (MBA) North-West University, Mafikeng Campus, 2012
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Reasons given for employee turnover in a full priced department storeHammerberg, Jason H. January 2002 (has links) (PDF)
Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2002. / Includes bibliographical references.
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An analysis of employee turnover at XYZ companyGaddam, Rajesh. January 2009 (has links) (PDF)
Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.
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Labor turnover an historical survey, with special reference to current practice in small and medium-size companies /Foegen, Joseph Henry, January 1900 (has links)
Thesis (Ph. D.)--University of Wisconsin--Madison, 1959. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 461-488).
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Contract specialist turnover rate and contract management maturity in the National Capital Region Contracting Center an analysis /Jeffers, Dina T. January 2009 (has links) (PDF)
"Submitted in partial fulfillment of the requirements for the degree of Master of Science in Contract Management from the Naval Postgraduate School, December 2009." / Advisor(s): Rendon, Rene G. ; Sears, George A. "December 2009." "Joint applied project"--Cover. Description based on title screen as viewed on January 28, 2010. Author(s) subject terms: Turnover, Contract Management, Contract Management Maturity Model, Procurement Planning, Solicitation Planning, Solicitation, Source Selection, Contract Administration, Contract Closeout, National Capital Region Contracting Center. Includes bibliographical references (p. 61-65). Also available in print.
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The correlation of employees involvement (EI) and turnoverVera, Ricardo J. January 2001 (has links) (PDF)
Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.
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Turnover of high performing employees in electronics industry in Thailand /Banchirdrit, Sa-Ard Unknown Date (has links)
This portfolio is concerned with ascertaining the factors which are most important in determining employee turnover of high performing employees in the Electronics industry in Thailand. / Paper One represents the Literature Review on employee turnover. As would be expected, most of the literature is from Western sources and concerns studies undertaken in the West, especially in the USA. There are relatively few studies which are concerned with employee turnover in Thailand. It is interesting to note that virtually all past studies, wherever they have been located, have been concerned with employee turnover as a general phenomenon. No studies were able to be identified, which specifically examined the turnover of identified high performers. / In Paper Two, a case study is presented of the turnover of high performing employees in one Electronics company in Thailand. This is a qualitative research study. Fifty high performing employees, who had left the company over the previous period of five years (1999-2003), for the purposes of this study, were identified and were able to be contacted by telephone for telephone interviews based on a research framework or model of the turnover of high performing employees. In this model, a number of variable likely to singly or jointly cause employee turnover were identified. As indicated, these former high performing employees were interviewed by telephone interviews and their responses tested against the model's components. The results of the information obtained from these interviews were then analysed, summarised and presented in three staffing categories, managerial staff, technical staff and supporting staff. Various measures are then presented as recommendations which could lead to lower turnover levels of performing employees. / Paper Three then performs a further qualitative analysis study of a group of senior managers from the industry, CEOs and Personnel or HR Directors/Managers to test their reactions to the established model and if necessary, to further modify the model, taking these views of senior managers into account. As a result of these interviews, a number of changes were made to the turnover model, even though most of these changes represented 'fine tuning' of the model rather than fundamental disagreements or changes required to the model. The model is seen as relevant especially to the Electronics industry in Thailand but may also serve as an investigatory model for investigating the turnover of high performing employees, in other Thai companies and industries and even possibly for companies and industries located outside Thailand. It represents a substantial study for, as indicated, no other study of the turnover of high performing employees has been identified from the literature. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.
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Turnover of high performing employees in electronics industry in Thailand /Banchirdrit, Sa-Ard Unknown Date (has links)
This portfolio is concerned with ascertaining the factors which are most important in determining employee turnover of high performing employees in the Electronics industry in Thailand. / Paper One represents the Literature Review on employee turnover. As would be expected, most of the literature is from Western sources and concerns studies undertaken in the West, especially in the USA. There are relatively few studies which are concerned with employee turnover in Thailand. It is interesting to note that virtually all past studies, wherever they have been located, have been concerned with employee turnover as a general phenomenon. No studies were able to be identified, which specifically examined the turnover of identified high performers. / In Paper Two, a case study is presented of the turnover of high performing employees in one Electronics company in Thailand. This is a qualitative research study. Fifty high performing employees, who had left the company over the previous period of five years (1999-2003), for the purposes of this study, were identified and were able to be contacted by telephone for telephone interviews based on a research framework or model of the turnover of high performing employees. In this model, a number of variable likely to singly or jointly cause employee turnover were identified. As indicated, these former high performing employees were interviewed by telephone interviews and their responses tested against the model's components. The results of the information obtained from these interviews were then analysed, summarised and presented in three staffing categories, managerial staff, technical staff and supporting staff. Various measures are then presented as recommendations which could lead to lower turnover levels of performing employees. / Paper Three then performs a further qualitative analysis study of a group of senior managers from the industry, CEOs and Personnel or HR Directors/Managers to test their reactions to the established model and if necessary, to further modify the model, taking these views of senior managers into account. As a result of these interviews, a number of changes were made to the turnover model, even though most of these changes represented 'fine tuning' of the model rather than fundamental disagreements or changes required to the model. The model is seen as relevant especially to the Electronics industry in Thailand but may also serve as an investigatory model for investigating the turnover of high performing employees, in other Thai companies and industries and even possibly for companies and industries located outside Thailand. It represents a substantial study for, as indicated, no other study of the turnover of high performing employees has been identified from the literature. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.
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Factors influencing turnover of medical doctors in the public hospitals in Hong Kong /Lau, Wan-ling, Elaine. January 2007 (has links)
Thesis (M. P. H.)--University of Hong Kong, 2007.
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Factors influencing turnover of medical doctors in the public hospitals in Hong KongLau, Wan-ling, Elaine. January 2007 (has links)
Thesis (M. P. H.)--University of Hong Kong, 2007. / Also available in print.
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