HRD Major Project Term Paper Example | Topics and Well Written Essays - 2500 words

HRD Major Project - Term Paper Example Senior management officers within an organization including human resource specialists, and engineering psychologists have obtained a lot of information on the impact of employee turnover, whereby several organizations invest a lot to maintain their employees. It is very important for the managers to ensure that they control the rates of employee turnover for the benefits of the organization (Taylor, 2002). This literature review is divided into five parts; factors leading to employee turnover, job satisfaction, effects of employee turnover, the ways to minimize employee turnover within an organization, and Maslow theory of motivation in relation to job satisfaction. Factors contributing to employee turnover According to Soltani and Liao (2010), turnover refers to the transfer of employees out of an organization. It is the replacement of staffs around the employment industry, between institutes, jobs and occupations (Soltani and Liao, 2010). Turnover can also be explained as the disc ontinuance of involvement in a group or institute. From these definitions, we can conclude that employee turnover is the transfers of workers, who obtained monetary reimbursement from the company, by alternating around the employment market, between institutions, jobs, and professions, usually current in terms of the income rate. Yin-Fah et al. (2010) reveled in their study that, managers who communicate frequently with workers reduce the chance of developing a labor force that feels devalued and unacknowledged. Retaining staff informed about administrative changes, recruitment plans and changing business difficulties is one method of ensuring workers stay in the company. Kalliath and Beck (2011) noted that, by abandoning or avoiding staff fears concerning job self-assurance through poor communication or ignoring workers from making discussions that affect their performance, like policy or bureaucratic changes, adversely influences the way workers view their boss. Their opinions cha nge to discontent and finally leading to low productivity because of low self-esteem and disengagement. Therefore, employees have a strong need to be informed through proper communication because organizations that has well-developed techniques of communication enjoy low rates of employee turnover. Eucker (2007) stated that, the turnover can be calculated using the total amount of leavers in a specific period as a proportion of the total number of employees at that specific period. This calculation can be conducted quarterly or annually within the year. This turnover rate at times is known as the separation rate. Eucker (2007) continues to argue that the cost of replacing an employee can be estimated at the rate of fifty percent to one hundred and fifty percent annual salary of the workers. In the findings, Eucker (2007) also argue that the cost of turn over might include vacancy costs, separation costs, replacement costs, difference in performance costs, and the benefits costs. The y further revealed in this study that, the turnover rate can be described as the rate of departure of something or individual and it must be reinstated for productivity high rates of these turnovers can affect the rates of productivity and lead to customer dissatisfaction (Eucker, 2007). According to this study, several factors can influence employee job turnover, and they include low job moral, stressful working conditions, poor job

Quality management in the education sector Assignment

Quality management in the education sector - Assignment Example It is a methodology of complete quality control that relies on developed metrics and organisational techniques to achieve better quality in a variety of organisational dimensions and departmental divisions (Assadej and Igel 2009). Quality management is the achievement of mutual cooperation of all members of the organisation and the connected processes and procedures needed to produce quality outputs and services which exceed expectations of customers or other related stakeholders (Evans and Lindsay 2005; Dale 1999). It is a holistic organisational philosophy that manages to combine organisation teamwork with a quality management system, using a variety of qualitative and quantitative measurement instruments to improve processes (Creswell 2003), leadership, control costs, increase the organisation’s competitive position, motivate employees, and increase organisational responsiveness in a variety of activities. Having defined quality management and total quality management procedures and ideologies, quality management strategies can be applied to the educational sector in order to improve areas such as team-working, organisational behaviour, leadership and maintain a customer orientation to achieve competitive advantage. In the educational sector, academics are a form of learning that includes improvement of individual student knowledge, skills and competencies that are able to be transferred generationally through a variety of tactics that include training, teaching and even research (Hanushek and Woessmann 2008). Outside of merely teaching quality and the provision of life-long learning, in the university sector, the goal of universities are to improve revenues, enhance the competitive positioning amongst other higher education centres in a market, and ensure top quality professionalism throughout all aspects of the teaching process. In order to accomplish the aforementioned objectives, it is necessary to implement a