Employee Turnover

 

Employee turnover define as the number or percentage of workers who leave an organization and are replaced by new employees. (Mayhew, 2019) Employee turnover is extra cost to the organization and it is serious problem to any organization. 

Causes of High Staff Turnover

·       Lack of progression and growth

In there, most of the employees expect to growth and development opportunities and it is important to them. When the organization has not that opportunity and employees feel it employees decide to look forward to another opportunity.

·       Being Overworked

According to the seasonal changes in hotel sector most of the employees have to do extra responsibilities but employees expect managers hire new employees to over workload Sometimes this will happen to personal lives and they will be found new jobs.

·       Lack of recognition and feedback

When gives the feedbacks to the employees it will support to manage their workload and get the unhelpful feedbacks it will leave the jobs

·       Not encouraging to participate in the decision making

When you are not giving change to get decisions to employees are not motivated and they will think they are not important to the organization and they will leave the job

·       Poor employee selection procedures

The organization needs to hire proper employees to match with the company culture and values but they are not matched with these requirements it will lead to leaving the job.

(Martinelli, 2017)

Effects of Employee Turnover

·       Increase the cost of selection and recruitment process of the organization including advertising cost, interview cost and also the time of the organization

·       Once recruit the new employee organization to have to arrange an orientation programme, training programmes and time also have to allocate daily works of the resource person of these activities

·       Administration costs also increase and the HR department also do many procedures recruiting and the leave of the employee

·       Productivity also decrease and this will affect the overall performance of the organization and also have to recruit a new employee and it will cost the organization

How to Reduce Turnover

When introducing the plan to reduce turnover of the organization HR department has to introduce small steps to this procedure to the organization. Once attention on the reasons and the results this plan will help to overcome them. Steps can be identified as below,

·       Invest employees of the organization

Human resource is very valuable assets to the organization and employees want to feel it and they need to know how they important to the company. When an organization able to arrange some programmes to develop their skills. This will increase the capacity of the workforce and attract new employees also

·       Offer rewards and compensate to the employees

When an organization gives rewards to the effort of employees they feel they are valuable to the organization and this will increase the loyalty of the employees. In here organization can use financial rewards and non-financial rewards both. Money is not only the reason for turnover. Need to treat all the employees fairly and increase the wages based on the proper performance evaluation process. When an organization has good rewards and wages policy it will lead to reducing the turnover of the employees

·       Make sure the company has a proper selection process

When the organization introduce the proper selection process and they have a good section and recruitment policy it will lead to reducing employee turnover.

Need to make sure the right candidates to the organization by using below actions.

ü  Define clear job role (Before advertising the job need to skills for that job. Need to identify clear qualifications to the job. By using clear job role able to select right candidate)

ü  Identify the candidate has skills and knowledge that company needs (By asking questions you can identify more about the candidate need to design questions to understand the candidates)

ü  Need to ensure candidate match with company culture (Within the interview able to identify the values, behaviours and outlook of the employee)

·       Give proper feedback to employees

Provide proper feedback is a very important one and feedback support to improve the performance, improvements, to develop the skills. This will affect the growth of the company.

·       Need to make the sure work-life balance of the employees

Work-life balance is more important and makes sure happy of the employees. As example need to encourage employees to use their break times and also need to ensure manage their workload.

Reference List

Martinelli, K. (2017). Causes of Employee Turnover and Strategies to Reduce... [online] The Hub | High Speed Training. Available at: https://www.highspeedtraining.co.uk/hub/causes-of-employee-turnover/.

Mayhew, R. (2019). Employee Turnover Definitions & Calculations. [online] Chron.com. Available at: https://smallbusiness.chron.com/employee-turnover-definitions-calculations-11611.html.

 

 

Talent Management

 

Talent Management can be described as the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs. (Baker, 2018)

Talent Management includes a holistic view of the entire HR life cycle, including recruiting, assessment, hiring, on-boarding, training/development, performance management, and finally succession planning. Most of the organization tries to hire the talented people but need to develop talented employees within the organization.

As below identify the talent management lifecycle of the organization.

 

The above steps of the talent management process can be explained as below,

Recruitment

l  Connecting with a candidate using interactive recruitment strategies

l  Recruiting to seek out an individual-organization fit also as a person position fit

l  Providing a sensible job preview as a part of the recruitment campaign

l  Including internal candidates in your recruitment plans

l  Creating and maintaining a talent pipeline of skilled candidates

Selection

l  Using assessment methods that are considered by candidates to be relevant to the job

l  Assessing candidate “fit” or the compatibility of the candidate with the organization as an entire also like the target job

l  Using a candidate-friendly mode of administration

On-Boarding

l  Providing a proper onboarding process for brand spanking new hires

l  Providing supervisors and new hires with the knowledge and support necessary to form a successful career transition

l  Offering a “buddy” program for brand spanking new executive recruits

l  Providing resources for supervisors of employees who are reassigned thanks to a discount in force

 

 

 

Training and Development

l  Ensuring that employees acquire the knowledge and skills they have to perform their jobs

l  Providing a chance for workers to find out new skills and a possible opportunity to market. Performance Management

l  Providing feedback and recognition for employee accomplishments

l  Providing recognition and appreciation for excellence in the work

l  Providing training plans to support career goals.

Succession Plan

l  Providing mentoring programs, formal staff development programs, and cross-training opportunities to support a succession plan.

Further are often describing the talent management process of the organization

l  Single costliest and precious asset in most organizations is their workforce.

l  Engagement and retention are a critical part of the talent management lifecycle

l  Engagement and retention of employees are often key to delivering better organizational result

l  Goal to make a workplace that's engaging and motivating, where candidates are wanting to become a member of the organization's team and where employees want to remain, grow and contribute their knowledge, experience and expertise

l  It is that the role of HR and organizational leaders to foster an environment for excellence.

l  TALENT MANAGEMENT begins with an efficient recruitment and selection strategy but continues through the whole talent lifecycle

(Campbell and Hirsh, 2013)

Reference List

Baker, M. (2018). What is Talent Management Best Practices? | Process | Model. [online] pesync. Available at: https://www.pesync.com/what-is-talent-management-best-practices--process.html [Accessed 28 Nov. 2021].

Campbell, V. and Hirsh, W. (2013). Talent Management: A Four-Step Approach Talent Management: A Four-Step Approach. [online] . Available at: https://www.employment-studies.co.uk/system/files/resources/files/502.pdf.

 

 

HOW LEARNING & DEVELOPMENT (L & D) IS ALIGNED WITH THE BUSINESS STRATEGY

 

Over the past decade, the global workforce has been continually evolving because of several factors. An increasingly competitive business landscape, rising complexity, and the digital revolution are reshaping the mix of employees. Meanwhile, persistent uncertainty, a multigenerational workforce, and shorter shelf life for knowledge have placed a premium on re-skilling and up skilling. The shift to a digital, knowledge-based economy means that a vibrant workforce is more important than ever. When an organization achieves its goals employees or human resource of the organization act main role and they are a very essential factor to the organization. So, all of these trends have elevated the importance of the learning-and-development (L&D) function. Most of the scalars describe the importance of learning and development to the organization once they achieve their business goals. (Pandey, 2021)

So once the organization aligned their business strategies with their Learning and development is very important to every organization.  To get the most out of investments in training programs and curriculum development, L&D leaders must embrace a broader role within the organization and formulate an ambitious vision for the function. An essential component of this effort is a comprehensive, coordinated strategy that engages the organization and encourages collaboration.

As strategic business partners, we should ensure that our learning and development (L&D) strategy is aligned with the mission of the businesses we support. Training and performance solutions should enable organizational goals, rather than detract from them by wasting time while not adding value. Here are a few guidelines you can use to define your L&D strategy and align it with the business. (Brassey, Christensen and Dam, 2020)

·       Understand Business – In here need to get a holistic view of the company. The easiest way to gain the respect of the teams you support is to take the time to understand the business and the work these teams perform. This also will help you better communicate and emphasize the value that L&D brings to the organization.

·       Define Priorities and Develop the Plan - Once you understand the business, schedule some time with your functional leaders and have them walk you through their business strategies. The steps you took to understand the business will put you in a better position to have meaningful conversations with them. By using some questions able to do this easily.

ü  What are the main priorities for your function this year?

ü  What are some of the biggest challenges your team faces?

ü  How does your team acquire new knowledge, skills, and experiences? 

Then based on the information collected through functional leaders develop a learning and development programme for the company. Below factors are important here.

ü  L&D Vision

ü  Business Goals

ü  L&D Road Map

ü  Resources Required

ü  Project Timeline

·       Align Leadership –Once develop the learning and development plan need to align leadership with a plan so able to call a meeting with the leaders of the organization and get feedback from them. If needed, propose a pilot program with a small group and let the team know you would like to evaluate and review the results with them to determine the way forward for future programs.

When following the above steps to develop the Learning and development plan should feel extremely confident that your proposed L&D plan will bridge the gap between the business's strategy and performance. Indeed, the L&D function should be seen as strategic learning and performance advisors to the business.

 

Reference

Brassey, J., Christensen, L. and Dam, N. van (2020). Essential components of a learning and development strategy | McKinsey. [online] www.mckinsey.com. Available at: https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-essential-components-of-a-successful-l-and-d-strategy.

 Pandey, A. (2021). Aligning Learning and Development Strategy to Business Performance. [online] Training Industry. Available at: https://trainingindustry.com/articles/strategy-alignment-and-planning/redefining-the-purpose-of-learning-and-development-aligning-ld-strategy-to-business-performance-spon-eidesign/ [Accessed 24 Nov. 2021].

 

 

Factors affecting Performance of Employees in Apparel Industry in Sri Lanka

 

Introduction

The apparel industry is a significant contribution to the economy in Sri Lanka and generated more employment opportunities over the past two decades. 15% of the country's workforce including the apparel industry of Sri Lanka and 85% near to women and Sri Lanka is among the top apparel producing countries in the world relative to its population. In Sri Lanka, the economy apparel Industry played the main role and this industry has been the largest export revenue earner for the past 30 years.

When describing employee performance as labour incentive industry it is a very important factor to the industry. In the garment industry if employees will perform well, the purchasers are going to be satisfied and if customers are going to be the satisfying overall performance of the corporate are going to be good and satisfactory. So, the organization should pay attention to employee performance within the organization.

Employee performance can be described as how employees behave in the workplace and how well employees perform job duties they have obligate to them. (Donohoe, 2008)

Employees are a most precious asset for any company as they will build up or destroy the reputation of the company and that they can affect profitability ((Rodjam et al., 2020).

When describing employee performance many factors can be identified to affect the factors to employee performance. Many researchers also identified many factors. According to my experience in the apparel industry can identify the below factors,

Factors affecting Employee performance

1.       Methods and machinery and technology which used in an organization

As an updated and imagine industry new technology and new machinery are very important tools for employee performance. So, the apparel industry in Sri Lanka also needs to move forward with new technologies and new methods and machinery. For example, Sri Lankan leading apparel manufactures use these new technologies in their productions and they make sure to give proper training and development to their employees relating to new technologies and machines. When an organization did not try to get new machinery and new technologies it happens to underperformance of employees.  

2.       Skill level of team members

In the current world, team concepts are a very important factor and the apparel industry also use this method currently. When describing the apparel industry this concept is very important and organizations get many actions to develop the skills of the team. They introduce many incentive methods based on the team performance also. Not only that but also, they give many training opportunities to a selected group of people in the organizing. Not only that but also they use many methods like on the job training, career development programmes etc to develop the skill level of the team of employees.      

3.       Financial incentives

Financial incentives are a very important factor to increase employee performance. Most of the employees hope to get good financial benefits from their jobs when they can get good financial benefits it is very important to them. So, in the apparel industry organization get many actions to give good financial benefits to their employees by using many techniques. Apart from their salary they pay incentives based on their targets and the performance of the team.

4.       Leadership practices

Leaders are a very important role when describing employee performance. So, in the garment industry in Sri Lanka special need to pay attention to this. They can make leaders by giving good training. Sometimes they are not only become top level of the organization sometimes good leaders become bottom levels also. In this situation, organizations need to identify good leaders and build them according to the organization vision, mission and goals. By the leader's organization need to communicate the targets, vision, mission and goals of the employees. Because this is very important to increase employee performance.   

5.       Working conditions

Work environment and working conditions are also very important to employee performance within the organization. Good work environments should be tailored to the needs of the workplace culture and the workforce. A creative work environment, friendly work conditions with their core workers, maintaining a good culture within the organization are good conditions to make perform employee. Generally, the better the work environment – from desks to décor – the better employees will feel at their job. So, in Sri Lanka apparel industry also need to make a better workplace to work for their employees.

Bibliography:

Diamantidis, A.D. (2012). (PDF) Factors affecting employee performance: an empirical approach. [online] ResearchGate. Available at: https://www.researchgate.net/publication/329978024_Factors_affecting_employee_performance_an_empirical_approach.

Donohoe, A. (2008). Employee Performance Definition. [online] Bizfluent. Available at: https://bizfluent.com/facts-7218608-employee-performance-definition.html [Accessed Nov. 2021].

Rodjam, C., Thanasrisuebwong, A., Suphuan, T. and Charoenboon, P. (2020). Effect of Human Resource Management Practices on Employee Performance Mediating by Employee Job Satisfaction. Systematic Review Pharmacy, [online] 11(3), p.2020. Available at: https://www.sysrevpharm.org/articles/effect-of-human-resource-management-practices-on-employee-performance-mediating-by-employee-job-satisfaction.pdf.