اكتفتي

Faculty of Nursing Leadership Course Mansoura University Second semester 2021-2022 Project title : ( Employee Turnover ) Group number: ( 13 ) Under Supervision: Dr. Maysa Fekry; The Lecturer of Nursing Administration Mansoura Nursing Faculty Dr. Ibrahim Abdullatif; The Lecturer of Nursing Administration Mansoura Nursing Faculty

Out lines: 1. Introduction . 2. Definition . 3. Types . 4. Causes . 5. Factors affecting employee turnover . 6. Adverse effect and consequences of high employee turnover. 7. How to calculate employee turnover . 8. Average employee turnover rate. 9. Solution to Reduce turnover . 10. References.

Introduction Employee turnover is the number of employees who quit the organization, or, are asked to leave, and are replaced by the new employees. Employee turnover is usually calculated on a yearly basis. It doesn’t matter whether the employees resigned or were fired, their absence takes a toll on the overall productivity of an organization. As per the U.S. Bureau of Statistics, the annual turnover rate in the U.S is about 12% to 15%. This phenomenon may have a certain negative impact but isn’t necessarily all that bad, because if certain employees leave, there are new ones joining in. However, the pace at which the work gets done is affected to a certain extent.

Definition Employee turnover, or employee turnover rate, is the measurement of the number of employees who leave an organization during a specified time period, typically one year. While an organization usually measures the total number of employees who leave, turnover can also apply to subcategories within an organization like individual departments or demographic groups. Types

1‫ ـ‬Voluntary turnover is an HR metric referring to an employee’s departure based on their own decision rather than the employer’s decision. The reason for departure could be for many reasons, including relocation, moving to a different organization or a role, or for any other reason. 2‫ ـ‬Involuntary turnover is the termination of employment by the employer. 3‫ ـ‬Functional turnover = Poor performers that leave your organization. Example: An employee who consistently does not meet their set goals over a long period of time, even after assistance with a performance improvement plan. 4-Dysfunctional turnover = this is when top performers leave your organization. An example of this would be a good employee leaving to another organization for more favorable working hours. Or if they were to leave for a better salary.

Causes ‫ـ‬Lack of good working condition. ‫ـ‬No Flexible work schedules. -Lack of respect. -Very Few Supportive colleagues. -Organization more concern toward business. - Increase in favoritisms.

-Employee needs pride in where they work & what they do. -Lack of appreciation. -Lack of challenges in job. -The job or workplace was not as expected. -The mismatch between job and person. -Too little coaching and feedback. -Lack of support. -Stress from overwork and work-life imbalance. -Loss of trust and confidence in senior leaders. ‫ـ‬Less frequency in giving rewards.

Factor affecting employees turnover 1‫ ـ‬Organizational commitment:- The organizational commitment may interfere with the social and personal functions of employee and the effective operation of the organization. 2‫ ـ‬Organizational justic:- the fairness of resource allocation in an organization based on employee's perception. This is also referring to decision by management and its action, whether it is according to the moral right with ethical standards, religion, or the law. 3‫ ـ‬Organizational reputation:- Organizational reputation is same meaning as an organizational image which shows the overall attractiveness of the organization. The reputation of an organization will represent its ability to create value, and it passes actions.

4‫ـ‬Communication:- Communication is an important aspect that helps to improve the decision-making process. 5‫ ـ‬Organizational politics:- Organizational politics can be defined as the work behavior of employees in the organization. It is a difficult element to deal with within the organization. 6-Employees' turnover:- Employees' turnover intention must be taken seriously because it will influence the organizational performance and lower down the efficiency of productivity.

Adverse effect and consequences of high employee turnover 1- The company loses a number of its employees with valuable skills. 2- Increasing the number of lawsuits as a result of not terminating employee contracts in a very legally sound manner. 3- In large companies, it takes a number of years, which threatens the company and puts it in a critical position . 4- Reducing employment may not result in any positive results if careful planning and follow-up are not undertaken.

How to calculate employee turnover The employee turnover rate is calculated by dividing the number of employees who left the company by the average number of employees in a certain period in time. This number is then multiplied by 100 to get a percentage.

The average number of employees is calculated by adding the number of employees the company was employing at the beginning of a certain period and the number of employees the company was employing at the end of a certain period, and dividing the result by 2. This means that in order to calculate the employee turnover rate, you actually need 3 variables: 1. The number of employees who left (voluntary and involuntary) the company in a certain period of time. 2. The number of employees the company was employing at the beginning of a certain period. 3. The number of employees the company was employing at the end of certain period. That being said, here is the final formula for calculating employee turnover rate:

Average employee turnover rate Another thing that makes it hard to determine a healthy turnover rate is a fact that employee turnover rates vary greatly from one industry to another. According to the U.S. Bureau of Statistics, the average turnover rate in the U.S. is about 12% to 15% annually. According to LinkedIn, an average annual worldwide employee turnover rate is 10.9%.

Solution to Reduce turnover There are 7 ways to reduce employee turnover 1‫ ـ‬Encourage your employees . 2‫ ـ‬Offer the right incentives . 3‫ ـ‬Hire more people instead of overworking your existing staff . 4- Don't be afraid to fire employees when necessary . 5‫ ـ‬Company culture is crucial . 6- Flexibility is key . 7‫ ـ‬Conclusion .

References https://www.questionpro.com/blog/employee- turnover/amp/ https://www.bamboohr.com/hr- glossary/employee-turnover/ https://www.aihr.com/blog/voluntary-turnover/ https://knepublishing.com/index.php/KnE- Social/article/view/5047/10142 https://www.bamboohr.com/hr- glossary/employee-turnover/ https://www.talentlyft.com/en/blog/article/242 /hr-metrics-how-and-why-to-calculate- employee-turnover- rate#:~:text=Average%20employee%20turnover, rate%20is%C2%A010.9%25 https://www.workhuman.com/resources/globof orce-blog/12-surefire-tips-to-reduce-employee- turnover