BSBHRM513 - Manage workforce planning Research Writing - Management Assignment Help

Assignment Task -

Review current data on staff turnover and demographics 

Studying demographics, current trends, issues and reasons of staff turnover highlights different  conditions, which can be used to update the organisation's human resources policies, promote the  level of job satisfaction and aid in controlling the employee turnover rate. Analysing the relevant  data may also help in retaining the talented employees within the organisation and prevent them  from leaving and seeking for employment in other organisations.

Staff Turnover 

A simple explanation of the term turnover, with regard to workforce planning, is when employees  leave an organisation and have to be replaced. Employee or staff turnover is a ratio comparison of  the number of employees a company must replace in a given time period to the average number of  total employees. There is a vast array of reasons for leaving an organisation. Some employees move  to other organisations, pursue studies or retire. Both employers and employees play a role in the  turnover rate of any organisation. Wages, company benefits, employee attendance and job  performance are all factors that have significant impacts on employee turnover. 

Employee or staff turnover is an inevitable occurrence in any organisation. It can be both beneficial  and challenging. A very high level of staff turnover can be expensive particularly in lower paying job  roles, for which the employee turnover rate is highest. On the other hand, it can help revive the  organisation by bringing in new talents with fresh and innovative ideas and perspective

Types Of Turnover 

There are two general types of turnover: 

• Voluntary turnover is when the employee chooses to leave for whatever reason.  Voluntary turnover is the measure used to discuss and compare employers. It is the type  most directly affected by the front line supervisors. 
• Involuntary turnover is caused by layoffs and similar actions where the decision for an  employee to leave is made by the company and not the employee. Involuntary turnover,  caused by layoffs, can be a long-term result of high levels of voluntary turnover.

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