Abstract
The phenomenon of high employee turnover is typically viewed as a negative phenomenon. Enhancing the staff’s performance is essential for reducing staff turnover and investing in the future evolution of employees as one of the essential company resources. The reason for addressing the issue is quite obvious; in the increasingly competitive environment of the global economy, it is crucial to make sure that a company uses all of its resources to the full capacity. The identification of tools allowing for a boost of the staff’s motivation is, thus, crucial to the very existence of the organization.
What Causes Employee Turnover
Justification
Determining the reasons for an increased workforce flow is essential to understand their motivations and, thus, increase the quality of their performance. By learning what makes people stay in the organization or, on the contrary, switch to a different workplace abruptly, one will be able to define the possible flaws of the HRM approach adopted in the company (Balaji & Balachandran, 2012) and, therefore, manage the employee turnover successfully.
In addition, the identification of the factor causing staff turnover will help increase the company profitability rates (Park & Shaw, 2013). Indeed, by outlining the factors defining the increase in employee turnover, one is likely to detect the tools for reducing staff flow and, therefore, contribute to the company’s profitability.
Last but definitely not least, the study of the factors causing employee turnover will lead to discovering the strategies for retaining the staff members and unraveling the issues in the team, including the ones related to communication, job satisfaction, etc. Thus, by analyzing the reasons for the employees’ turnover increase, one will be able to define the further strategy of investing in human resources.
Researchability
To identify the reasons for employee turnover to rise and drop, one will have to consider the case studies regarding the issues. The issue in question can be deemed as rather researchable, as the problem of workforce flow has been addressed by a variety of scholars (Aydogdu & Aysikgil, 2011; Gieter, Hofmans, & Pepermans, 2011; Hancock, Allen, Bosco, McDaniel, & Pierce, 2013). Therefore, the study of the specified sources can shed some light on the factors affecting workforce turnover.
Significance
The significance of the subject matter is determined by the need for a company to take control of the staff turnover so that the organization should use its human resources efficiently. Moreover, the issue of managing workforce flow is especially important in the environment of the global economy (Lee, Lee, & Li, 2012). There is no secret that the need to establish itself in a range of states leads to the change in the company’s leadership paradigm, forcing managers to resort to a laissez-faire approach (Buch, Martinsen, & Kuvaas, 2015). As a result, the significance of corporate values and corporate social responsibility (CSR) is downplayed to a considerable extent, making it impossible to build the environment in which the staff would want to create and progress professionally (Afridi, Kakaquel, & Qamer, 2012). Therefore, the determination of the reasons for staff turnover is indispensable in the global economic realm.
What Boosts Employees’ Performance
Justification
The location of the factors enhancing the staff’s performance is crucial to the research of the opportunities for a company to invest in its staff as one of the most valuable company’s resources. Therefore, learning the implications of using specific tools for staff’s performance boost is an important step towards the development of a sustainable approach that will help improve the performance of the staff and, therefore, spur the overall progress of the organization (Yadav & Dabhade, 2013).
Researchability
The subject matter can be identified with the help of an analysis of the existing studies regarding the means of increasing staff’s performance. Additionally, case studies highlighting the unique characteristics of specific companies’ approaches will have to be considered. Although it is impossible to analyze the HR management strategies in the global economy on a case-by-case basis, the study of the most efficient organizations, such as Apple, Microsoft, etc., will have to be carried out so that the key tools for galvanizing staff’s performance could be identified.
The researchability of the subject matter, therefore, can be questioned in terms of finding the actual set of strategies for improving the staff’s performance. Instead, the study of unique cases should be conducted so that a general set of guidelines could be created. Nevertheless, the fact that every company is unique and, therefore, needs to find an original approach towards boosting the staff’s performance needs to be emphasized.
Significance
Despite the above-mentioned need to approach each situation regarding the boost of the staff’s performance on a case-by-case basis, there is an obvious necessity to instantiate the approaches that can be deemed as generally favorable to any workplace environment. Herein the significance of the study lies; by creating a set of guidelines that are generally applicable to any organizational setting, one will create the environment for profitability increase in any company. Thus, the identification of the aforementioned factors for enhancing the employees’ performance will condition the rapid success of SMEs.
Reference List
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