企业员工流动率研究概述外文翻译.docxVIP

企业员工流动率研究概述外文翻译 外文翻译 原文 Overview of Employee Turnover Research Material Source:Human Resource ManagemetAuthout: Wills Mushrush Wi th todays baby boomer generat ion beginning to retire from the labor markct, many companies are finding it increasingly difficuIt to retain employees. Turnover is becoming a serious problem in todays corporate environment. The employment culture is cheinging as well. It is now relatively common to change jobs every few years, rather than grow with one company throughout the employment life as was once commonplacein addition, employees are increasingly demanding a balance between work and family life. Tur no ver costs for many orga nizei tions arc very high emd can significantly affect the financial performance of an organization. Direct costs inelude recruitment, selection, and training of new people. Much time and expense go into this process. Indirect costs include such things as increased workloads and overtime expenses for coworkers, as well as reduced productivity associated with low employee morale. Estimated costs vary from organization to organization, some as low as a few hundred dollars to as high as four times the annual salary of the employee. It has been estimated that, on average, it costs a company one-third of a new hire s armual salary to replace an employee. Therefore, at minimuni wage, the cost to replace an employee is estimated at $3, 700- There are many potential causes for turnover. Area economic conditi ons and labor marke t cond itions affec t general tur no ver rates and can be very difficult to manage. However, certain causes associated with turnover in any specific job or orga ni/ati on can be managed. These in elude such things as non-compctitivc compensation, high stress, working conditions, monotony, poor supervisi on, poor fit be tween the employee and the job, inadequate training, poor communications, and organization practices. For a compa ny to develop a rete nt ion strategy, several steps must be take