人力资源管理管理精品资料.ppt

Chapter 9 Employee Separation and Retention Objectives Introduction Managing Involuntary Turnover Managing Involuntary Turnover Managing Involuntary Turnover Managing Involuntary Turnover Managing Involuntary Turnover Managing Involuntary Turnover Managing Involuntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover Managing Voluntary Turnover A Look Back Your company slogan LOGO After reading this chapter, you should be able to: Distinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage. List the major elements that contribute to perception of justice and how to apply these in organizational contexts involving discipline and dismissal. Specify the relationship between job satisfaction and various forms of job withdrawal, and identify the major sources of job satisfaction in work contexts. Design a survey feedback intervention program and use this to promote retention of key organizational personnel. To compete effectively, organizations must take steps to ensure that good performers are motivated to stay with the organization, whereas chronically low performers are allowed, encouraged, or if necessary, forced to leave. The two types of turnover are: Involuntary turnover—turnover initiated by the organization (often among people who would prefer to stay). Voluntary turnover—turnover initiated by employees (often whom the company would prefer to keep). The employment-at-will doctrine is a policy that allows for termination of an employee with or without a “good or just cause.” Violence in the workplace caused by involuntary turnover has become a major organizational problem in recent years. A standardized, syst