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How do you keep valuable employees from leaving? With employee turnover at a ten-year high in the tightest labor market in recent memory, human resource professionals face this challenge daily. This book briefly summarizes the current research in the area of employee turnover and provides practical guidelines to implement proven strategies for reducing unwanted turnover. Topics covered include differentiating between functional and dysfunctional turnover, job enrichment, employee selection, orientation programs, compensation practices, easing conflicts between work and home, social integration, and managing exiting employees. Separate chapters are devoted to using employee surveys to predict turnover and diagnose turnover causes and reducing turnover among special groups -- minorities and women. Hands-on interventions are described and illustrated with cases drawn from companies who have been successful in retaining personnel. The appendix includes two sample employee surveys. Human resource professionals, trainers, consultants, students, and researchers will find this a timely and helpful resource.

Tabla de contenidos provista por Syndetics

• How Turnover Can Be Costly to Organizations
• Job Enrichment
• Realistic Job Previews
• Socialization and Supervision
• Employee Selection
• Using Employee Surveys to Predict and Diagnose Turnover Causes
• Compensation and Rewards
• Reducing Turnover among Special Groups: Minorities and Women
• Managing Exiting Employees
• Appendix: Sample Employee Surveys

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CHOICE Review

Written by two professors of management, this practical guide to improving employee retention will interest human resource professionals, business leaders, students, and scholars. The book is well written and, although based on a variety of research studies regarding employee turnover, is easy to read and filled with useful insights and helpful suggestions. The nine chapters cover a range of topics, e.g., evaluating the costs of employee turnover, using strategies such as job enrichment, establishing realistic job previews, improving employee socialization and self-management, and using employee selection techniques to improve retention. The authors also cover the role of compensation practices in employee retention, how to manage exiting employees, and easing work-home conflicts. Finally, there are chapters on reducing turnover for minorities and women and using employee surveys to predict, diagnose, and reduce turnover. This work contains four appendixes, two sample surveys and related scoring information, a comprehensive list of employee turnover references, case studies from companies that have successfully retained personnel, and a useful summary of suggestions at the end of most chapters. All in all, a helpful resource for retaining valued employees. Recommended for public, academic, and professional libraries supporting human resources collections. T. Gutteridge University of Connecticut