Employee Turnover and Employees Business Proposal

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Workforce Separation Analysis and Retention Strategy

GWHealth's Executive has been aware of the disturbing trend that leads to the employee turnover. The company has recorded a significant increase in the employee turnover that has been a concern to the management. The objective of this paper is to identify and analyze trends as well as presenting recommendations. This paper provides a reason for the termination to enhance a greater understanding of the disturbing trend in the employee turnover.

Identification of five most critical Areas in KGWHealth Separation Stats

This section discusses the five most critical areas of concern in the KGWHealth separation stats. According to the data in Fig 1 and Table 1, which are collected from the GWHealth's database, the company has 407 employees, however, 115 employees have left the company in the last two years revealing that performances have the 28.25% of employees have left the company. However, performances are the first critical area that leads to termination of employees. As being revealed in Fig 2 and Table 2, a total number of 34 employees have been terminated because of lack of required performances revealing that performances issues have been 29.57% of employees' turnover.

The second most critical area that leads to employee turnover is work rule violation. Typically, 14 of employees have been asked to leave the job. Accepted another job is a third critical reason in KGWHealth separation stats. For instance, 9 of employees have accepted another job in the last two years. Spousal relocation is the fourth reason for the leaving the job. In the last two years, 8 of employees have left KGWHealth because of spouse relocation. Lastly, Retirement, gross misconduct, and death have been the most critical reason for the separation status in KGWHealth.

Fig 1: Reason for Termination

Table 1: Reason for Termination

Reason for Termination

Rate

Percentages

Retirement

7

6,09

Performances

34

29,57

Work Rule Violation

14

12,17

Spousal Relocation

8

6,96

Death

7

6,09

Accepted Another Job

9

7,83

Gross Misconduct

7

6,09

Resign for no Reason Given

5

4,35

Excessive Absenteeism

5

4,35

Inability to Perform Job

5

4,35

Layoff

3

2,61

Lack of Career Opportunities

3

2,61

Manager /Supervisor 4

3,48

Did not Return from Leave

4

3,48

Total

100,00

Fig 2: Top 5 Critical Areas in KGWHealth Separation Stats

Table 2: Top 5 Critical Areas in KGWHealth Separation Stats

Fig 2: Top 5 Critical Areas in KGWHealth Separation Stats

Rate

Percentages

Performances

34

29,57%

Work Rule Violation

14

12,17%

Accepted Another Job

9

7,83%

Spousal Relocation

8

6,96%

Gross Misconduct

7

6,09%

Retirement

7

6,09%

Death

7

6,09%

Exposure/risk to KGWHealth due to Labor Shortage and Recommendation

In the local labor market, GWHealth is vulnerable given the shortage of doctors, nurse practitioners and physician assistant.

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The shortage of these professionals will affect KGWHealth because the organization is a healthcare organization, and require the participation of all these health professionals to operate. In the United States, no healthcare organization can operate without the critical healthcare professionals such as doctors, nurse practitioners and assistant physicians. Thus, KGWHealth faces a great risk of labor shortage because of the shortage of these professionals in the local labor market. Typically, KGWHealth will not be able to deliver high-quality healthcare with the shortage of healthcare staff. The issue will make the organization to perform below the national standard. Shortage of professional in the local labor market can also make the organization to lose market and yearly revenue since labor shortage will make KGWHealth perform below standard.

As the VP (Vice President) of HR (Human Resources) department, I will implement several initiatives if the local labor market improves to prevent the loss of our key human assets. First, I will employ more healthcare professionals to add to our pool of labor because the data have revealed that we have been experiencing a high rate of labor turnover in the last two years. Additionally, I will address the most critical issues that cause the labor turnover. Typically, performances are the top reasons that lead to the labor turnover, which reveals that our staff needs to be retrained to make them competent to carry out the job to the acceptable standard. I will organize an in-house training program for our critical staff that includes doctors, nurse practitioners, and assistant physicians. The training program will make them acquire more skills and be competent in performing their jobs effectively thereby reducing the labor turnover.

The work rule violation has been the second reason for the termination of employment. As a VP of HR, I will draw up the work policy and company policy that all workers must follow. The policy will contain all the rules and regulations that all workers must….....

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