Employee Turnover Paper

Identify the different types of employee turnover and explain why an HR department would want to measure the different types of turnover? In any organization, the human resource department is responsible for acquiring personnel. However, the members employed do not always remain in a company due to factors such as age, conflict, need for self-actualization, among others. It leads to employee turnover. Measuring employee turnover enables the employer to determine the reasons people leave and estimate the cost of hiring. The types of employee turnover are voluntary and involuntary turnover, as well as, retirement and internal turnovers. Voluntary employee turnover is initiated by the employees when they decide to quit their jobs in an organization.

It increases employee turnover and becomes a costly process for the organization. The article; therefore, notes that the human resource management should consider training new employees rather than retaining or re-engaging those who are not productive (Bonham, 2017). Following a survey in 2016, the average cost of hiring is approximately four thousand dollars. Additionally, it takes up to forty-two days to fill a job position. These statistics suggest that employee turnover not only affects the corporation financially but also the performance and productivity of the organization. It makes productivity benefits a primary focus in employment. Hence, employers should focus on attracting the high-quality talent (Bonham, 2017). The article recommends the use of social media and company websites to facilitate employment and employee branding. Additionally, organizations could use social media to attract potential candidates by placing ads with the job descriptions and requirements. Though aligning social media to human resource strategies may be a challenge, social media provides the best platform to connect and find desirable talent (Bonham,