Retaining Valued EmployeesSAGE, 2001-02-13 - 278 psl. 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 reducin |
Turinys
How Turnover Can Be Costly to Organizations | 1 |
Job Enrichment | 31 |
Realistic Job Previews | 46 |
Socialization and Supervision | 66 |
Employee Selection | 94 |
Using Employee Surveys to Predict Turnover and Diagnose Turnover Causes | 118 |
Compensation and Rewards | 153 |
Managing Exiting Employees | 203 |
The Job Rating Form | 224 |
The Job Diagnostic Survey | 230 |
Scoring Key for the Job Diagnostic Survey | 244 |
268 | |
About the Authors | 277 |
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Pagrindiniai terminai ir frazės
assess Average the following behaviors benefits billable hours biodata career Cascio chance Cleveland Clinic client cognitive restructuring commitment computed coworkers describe dysfunctional effective employees employment example Exhibit exit interview feedback firm Giacalone hires Hom & Griffeth hospital Hourly Pay identify improve intended leavers intended stayers job applicants job attraction job characteristics job enrichment job previews job requires job satisfaction leave managers Manz maquila Meglino meta-analysis motivation negative newcomers nurses Oldham organization organizational organizational commitment overall participants performance personnel positive potential predictive validity problems programs questions quit rates recruits redesign responses retention rewards role sample scale Section selection sexual harassment skill variety Slightly Prefer socialization stayers and leavers strategies Strongly Prefer subordinates suggest supervisors survey task identity task significance telecommuting tion turnover causes turnover costs turnover rates validity WAB scores Wanous week women work-family conflict workers workforce
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