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Chris Heiserman

26 February 2012

HRM – Turnover

Lau, S., & Albright, L. (2011). Positive turnover, disability awareness, employee selection guidelines. HRMagazine, 56(1), 20-21. Retrieved from

This article describes why a company needs to scrutinize turnover and look for the real reasons behind it. Not all employee turnover is necessarily bad. For example, an employee that was underperforming and was a drain on assets could leave and this is clearly better overall for the company. The company could look at this as an opportunity to promoting a current employee, recruiting a more skilled employee, increase diversity of the workforce, restructure the organization or realign the budget. When an employee leaves that was effective and added value to the company the HR staff needs to look at the reason this employee left. HR should use turnover as a learning tool and try to determine the reason behind the departure. This can help them make adjustments that will keep valuable employees on the job in the future.

This topic caught my interest because it was in line with this week’s lesson on employee selection and that we can decrease turnover by using proper selection methods and techniques. This will help us keep from choosing employees in the future that will not add value to the operation.

From this article, I learned that while we want to try to hire employees that are a good fit in order to reduce turnover, if turnover exists the corporation needs to view it as a chance to affect a positive change. They need to determine the reason the employee left. It could be something in the organization that is forcing out a valuable employee and the company needs to do their due diligence to correct the situation so they can obtain and keep future, valuable employees.

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  1. Employee turnover is also an opportunity to review the employee selection and training process.