EMPLOYEES RETENTION,

TURNOVER AND
SEPARATION
 CONTENTS:

INTRODUCTION
EMPLOYEES SEPARATION
• DEFINITION
• TYPES OF SEPARATION
• REASONS
• PROS AND CONS
EMPLOYEES RETENTION :
• DEFINITION
• REASONS
• HOW AND WHO
• PROS AND CONS
 INTRODUCTION:

Employees retention and separation dose not have -till now- the enough recognition

like the remaining HR functions and activities, although it considers to be one of the

most important functions as it affect directly in the performance of the organization.

Which will lead to leverage the competitive advantages of the organizations.

 INTRODUCTION:

The human capital considers to be one of the most important assets in any
organization, that could be a competitive advantage for the organization.
to compete, organizations must ensure:
• Good performers are motivated to stay.
• low performers are allowed, encouraged or if necessary, forced to leave
 EMPLOYEES SEPARATION:

DEFINITION :
Employees separation have many definitions, but all gives the same meaning and
results of separation:
• The end of an employment relationship in a number of ways that virtually
mean the same thing to a person that the employee no longer works for the
company .

• Separation is a situation when the service agreement of an employee with

his/her organization comes to an end and employee leaves the organization.
 EMPLOYEES SEPARATION:

SEPARATION

VOLUNTARY INVOLUNTARY
 EMPLOYEES SEPARATION:
TYPE 1: VOLUNTARY SEPARATION
Voluntary separation, which normally begins after a request is placed
in this regard by the employee, can happen due to two reasons:

• Professional reasons
Employees may seek separation when they decide to seek better
positions, responsibilities and status outside the present organization.
• Personal reasons
The important personal reasons for voluntary separation are relocation
for family reasons like marriage of the employees and health crisis of
family members, maternity and child-rearing.
 EMPLOYEES SEPARATION:
REASONS:

Most of employees follows the Maslow`s

hierarchy of needs, they searches to fulfill these
needs in potential organizations.

As long as these need didn't fulfill he will never

feel the satisfaction.

This hierarchy considers to be the evaluation

criteria for the employee to compare between
the organization according to.
 EMPLOYEES SEPARATION:
REASONS:
Leaving an unsatisfying Job:
• Supervisors and co workers attitude
• The job or workplace wan not as expected.
• The mismatch between job and person.
• Too little coaching and feedback.
• Too few growth and advancement opportunities.
• Feeling devalued and un-recognized.
• Stress from overwork and work-life imbalance.
• Loss of trust and confidence in senior leaders.
 EMPLOYEES SEPARATION:
REASONS:

Leaving for something better:

• Typically, means employee has found a job that is better
in pay and or job satisfaction.
Following plan:
• A life Plan (i.e., start own business)
Leaving without a plan:
• Shock Event (i.e., a colleague is promoted to a position
an employee wanted, and results in that employee
leaving).
 EMPLOYEES SEPARATION:
TYPES 2:
Involuntary Separation:
• Involuntary separation is caused by the factors which
remain beyond the purview of the employees. However,
these factors may be classified into.

1. Health problems
Major health problems that make the employees invalid
or unfit to continue in the profession.
 EMPLOYEES SEPARATION:
TYPES 2:
2. Behavioral problems
An employee's objectionable and unruly behavior
within the organization may also lead to his involuntary
separation from the organization.

3. Organizational problems
Organizational problems are another important factor
that contributes to the involuntary separation of
employees.
 EMPLOYEES SEPARATION:
ORGANIZATIONAL PROBLEMS
Retirement:
Retirement is the point where a person stops employment completely.
A person may also semi-retire by reducing work hours.

Dismissal:
Dismissal is where the employer chooses to require the employee to
leave, generally for a reason which is the fault of the employee.

Layoff :
Is the temporary suspension or permanent termination of employment of
an employee or (more commonly) a group of employees for business
reasons, such as when certain positions are no longer necessary or when a
business slowdown occurs.
 EMPLOYEES SEPARATION:
ORGANIZATIONAL PROBLEMS

Retrenchment:
means “discharge of surplus labor or staff” by the employer on account of
long period of layoff, or rationalization or improved machinery or
automation of machines or similar other reasons.

Rightsizing:
Rightsizing is the process of a corporation reorganizing or restructuring
their business by cost-cutting, reduction of workforce, or reorganizing
upper-level management.
The term rightsizing is often used by companies instead of
downsizing because. it sounds less drastic
 EMPLOYEES SEPARATION:
SEPARATION PROCESS:
What to do?
1. Make the firing decision carefully, but once made, act quickly.
2. Ensure that multiple meetings have been held with the employee
3. Be respectful and discreet
4. Ensure that your severance or notice arrangements meet legal requirements.
5. Ensure that you have a written termination letter and release which documents
the terms and conditions of the termination.
 EMPLOYEES SEPARATION:
SEPARATION PROCESS:
What to do?
6.Don't get personal.
7.Don't make a decision to terminate for cause without conducting a proper
investigation.
8.Don't hold the termination meeting in a public place.
9.Don't go into a termination meeting unprepared
10.Don’t get defensive or debate the merits of the firing decision with the
employee.
 EMPLOYEES SEPARATION:
PROS:
• Reduced labor costs
• Replacements of poor performances
• Increase innovation
• The opportunity for greater diversity

CONS:
• High cost for compensation.
• Loss of information and know how.
• May affect the moral of the other employees.
• Lose of re-hiring process.
 EMPLOYEES RETENTION:
DEFINITION :
• Employee retention, a set of actions designed to keep good employees once they have
been hired.

• It is a strategy begin with the hiring process that can affect the hiring criteria and
strategy.

• Employee retention refers to policies and practices companies use to prevent valuable
employees from leaving their jobs.

• The retention in some cases depend on the functional value of the employee, to which
level is this employee important to the organization.
 EMPLOYEES RETENTION:
REASONS:

The work force of any organization could be it`s competitive

advantage . Which is very hard to imitate or duplicate.
• To reduce the cost of turnover (hiring, orienting, learning,…etc.)
• To keep the good minds and entrepreneurs for continuous
improvement.
• To keep the customers with you (BANKS).
• To keep the good reputation of the company. (TURNOVER
LEADS TO MORE TURNOVER)
 EMPLOYEES RETENTION:
HOW:
1.Hiring the right people.
2. Employee empowerment.
3.Employee being the most valuable asset.
4.Believe In Your Employees.
5.Provide them information and
knowledge.
6.Feedback on their performance.
7.Recognize and appreciate.
8. Keep their morale high.
9.Create a “Healthy environment”.
 EMPLOYEES RETENTION:
PROS:
• Avoids and or reduce hiring cost
• Retaining employees reduces training costs.
• It builds a team of skilled and experienced employees.
• Retaining experienced staff creates a positive impact on customer services.
• Retention activity fosters loyalty towards the organization amongst employees.
• Encourages friendly environment and fosters bonding amongst employees.
• It facilitates smooth workflow of internal processes.
• It enhance the quality of work produced.
• It increase the quantity of work delivered.
• It enhances revenues for the organizations.
 EMPLOYEES RETENTION:
CONS:
• It promotes groups amongst old employees which creates an insecure environment
for new employees.
• Improper mixing of staff affects productivity and ensures poor quality of work.
• Excessive liberty to staff just to maintain work flow affects quantity and quality
both.
• Retaining non-delivering staff kills the productivity and creativity of knowledgeable
employees.
• Retaining spoon-fed and complaining employees add the cost of the organization.
• Affluent employees who don’t require a job rarely add value to the employee
strength.
 Turnover

•Employee turnover refers to the number or percentage of

workers who leave an organization and are replaced by new
employees.
•Measuring employee turnover can be helpful to employers
that want to examine reasons for turnover or estimate the
cost-to-hire for budget purposes.
THANK YOU