Declining Worker Turnover: The Role of Short-Duration Employment Spells

Using the Quarterly Workforce Indicators database, we document that a significant amount of the decline in labor market turnover during the last two decades is accounted for by the decline in employment spells that last just one or two quarters. This phenomenon is pervasive: short-term employment spells have declined across industries, firm size categories, demographic groups, and geographic regions. Using a search-and-matching model in the Diamond-Mortensen-Pissarides tradition that incorporates noisy signals about the quality of a worker-firm match, we argue that improved screening by workers and firms can account for much of the decline in short-lived employment spells. (JEL E24, J23, J41, J63, M51)

Impact of HR Practices on Organizational Citizenship Behavior and Turnover Intentions

In 21st century, human resource is major and most valuable asset of organization. Human resource is one of the major tool for organization that will help to achieve competitive advantage in the age of competition. Without a good human resource, companies cannot establish a good team of professional for their jobs. Great human asset should have such qualities as high satisfaction with their employments, high responsibility towards the organization, high inspiration to serve general society and solid aims to work for the association eagerly and dependably. Organization can upgrade inside capacities to manage present or future difficulties to be looked by an organization through great Human Resource practices. Human Resource Practices is a hierarchical capacity assume a critical part in overseeing workforce through it proactive approach in lessening disparities and also to draw in, create, hold and propel workforces. In that capacity, when organization energizes value and decency, their representatives is anticipated to wind up more dedicated in their activity & job. In the field of HRM, employee turnover is a major problem. Employee turnover is a cause for concern when the best and efficient employees intend to switch towards another organization, and there may be something that organization could do to retain those employees. Most of the Telecom sector in Pakistan faces a serious problem of high employee turnover. Now employees are considered as a main source to achievement of competitive advantage and organizations should give more focus in order to compete in the market with competitors. Organizations higher performance will depend on their incomparable employees; employees would not only adequately perform their required job but exert efforts that are beyond necessities. Employee turnover expectation is the huge reason that gives guidance to hold the specific conduct. This investigation is investigating the effect of HR practices on representative turnover and OCB in Telecom part of Pakistan that is Warid and Mobilink. This exploration will add to the group of writing relating HR practices and effect of HR practices on representative turnover and OCB, in hypothetical casing work will depict the measurements of HR practices for estimation worker turnover aims and OCB. The examination will clarify of how HR rehearses influences worker maintenance and OCB in telecom associations of Pakistan. The investigation will inspect through experimental discoveries in which including descriptive examinations, and regression for finding the effect of HR hones on representative turnover and OCB. Data will be collected using standardized questionnaire administered. Data collected from the sample size of one hundred and fifty people. In this study one hundred and fifty questionnaires were distributed only eighty was returned included in sample size in which forty employees and forty supervisors are included from both the company.

Wage gains from foreign ownership: evidence from linked employer–employee data

We compare the wages of skilled workers in multinational enterprises (MNEs) versus domestic firms, the earnings of domestic firm workers with past, future and no MNE experience, and estimate how the presence of ex-MNE peers affects the wages of domestic firm employees. The analysis relies on monthly panel data covering half of the Hungarian population and their employers in 2003–2011. We identify the returns to MNE experience from changes of ownership, wages paid by new firms of different ownership, and the movement of workers between enterprises. We find high contemporaneous and lagged returns to MNE experience and significant spillover effects. Foreign acquisition has a moderate wage impact, but there is a wide gap between new MNEs and domestic firms. The findings, taken together, suggest that MNE employees accumulate partly transferable knowledge, valued in the high-wage segment of the local economy that is connected with the MNEs via worker turnover.

Service-Specific Surveying to Support Person-Centered HCBS for Older Adults and Their Caregivers

The Florida Department of Elder Affairs (DOEA) annually surveys clients receiving state funded home and community-based services (HCBS) to measure their satisfaction with services. Historically, the same survey instrument was used each year, to afford question-level comparisons across time. However, in 2015 internal contradictions were identified between individual-level satisfaction ratings and qualitative statements made by the respondents later in the survey. The high rates of satisfaction typical in survey responses were also contradicted by findings from a comprehensive program evaluation which revealed high percentages of clients who terminated their services and many caregivers reporting strain and varying types of personal crisis. To address these issues, the annual Client Satisfaction Survey and methodology was redesigned to be more specific regarding details about the delivery of direct services, and the sampling methodology was revised to constrain to the recipients of discreet service types. The results from these new service-level surveys will be presented for each of three direct services: case management, personal care, and homemaker. Findings revealed differences across regions in the state, and highlighted the frustration experienced by HCBS clients with high worker turnover and low training for special conditions, such as Alzheimer’s or related dementia. Complaints and suggestions collected from clients and caregivers were shared with program managers for consideration in changes to policies, training, and other areas of service improvement toward becoming more person-centered. Overall, this service-oriented approach to surveying has yielded more actionable results and has been adopted by DOEA as the preferred method for all client-level surveying.

Foreign Labor Shortages in the Malaysian Palm Oil Industry: Impacts and Recommendations

Malaysia’s plantation industry and economy, as a whole, has benefitted from foreign labor and remains crucially dependent upon it. Yet, this dependence can prevent optimum productivity by disincentivizing mechanization and innovation. Furthermore, foreign workers have historically filled gaps left by Malaysians seeking higher education and higher-income jobs, but evolving policies and practices in Malaysia’s plantation sector, occurring alongside expansion of Indonesia’s plantation sector, are changing the nature of the mechanization-versus-cheaplabor dichotomy that has long affected the industry. While there has been a fair amount of research dedicated to technical advancements in palm oil harvesting, as well as quantitative analyses of economic impacts of migrant labor across multiple industries, the current discourse lacks primary qualitative data on the impacts of recent migration trends on mechanization, productivity, safety, and worker turnover in plantations. This paper explores these questions through interviews conducted with key stakeholders from several levels of Malaysia’s palm oil industry, including individuals affiliated with plantation companies, government ministries, non-governmental organizations, and universities/research institutions. Results of this analysis suggest that foreign worker inflows are insufficient to satisfy labor requirements, even as technology and farming best practices are increasingly adopted. Increased focus on genetic innovation and diversification, as well as social and educational program improvement, are necessary to address labor and productivity challenges. Moreover, a focus on replacing foreign labor with local labor is not maximally effective and should instead be shifted to retaining foreign labor and, where relevant, training Malaysians for more technical and managerial positions in the industry.

The Cash Flow Ratio Analysis To Assess The Financial Performance Of PT Mitrabara Adiperdana Tbk, Period 2015-2019

Human resources are the foremost vital component in an organization, since it includes a part as a driver and controller of organizational exercises. All organizations will certainly make each effort to advance the shape and progress the quality of worker execution with awesome human asset administration. Great employee execution will be fulfilled in case the company can recognize any components that can make strides employee execution, one of the factors that can impact employee performance is work motivation, and the work environment. This composing points to decide the impact of work motivation on employee performance, and decide the impact of the work environment on employee performance. By giving great inspiration, giving more consideration and accomplishment to employees, and giving a work environment that can back employee performance, to diminish worker turnover within the company. And of course, employees will be more faithful to the company.

Justice for the Crowd: Organizational Justice and Turnover in Crowd-Based Labor

Crowd-based labor has been widely implemented to solve human resource shortages cost-effectively and creatively. However, while investigations into the benefits of crowd-based labor for organizations exist, our understanding of how crowd-based labor practices influence crowd-based worker justice perceptions and worker turnover is notably underdeveloped. To address this issue, we review the extant literature concerning crowd-based labor platforms and propose a conceptual model detailing the relationship between justice perceptions and turnover within the crowd-based work context. Furthermore, we identify antecedents and moderators of justice perceptions that are specific to the crowd-based work context, as well as identify two forms of crowd-based turnover as a result of justice violations: requester and platform turnover. In doing so, we provide a novel conceptual model for advancing nascent research on crowd-based worker perceptions and turnover.

How can organizations effectively use appraisal systems to retain knowledge workers? A systematic review of the literature.

Organizations have long struggled with appropriate interventions to mitigate knowledge worker turnover. Because of their unique skills, knowledge workers have a considerably higher rate of turnover than traditional workers, and they are expensive to replace. Organizations use performance appraisal systems to identify and retain critical employees. Knowledge workers enable organizations to remain creative and innovative as well as maintain their competitive edge. The purpose of this study was to use systematic review of extant literature to show how organizations can effectively use performance appraisal systems to improve the retention of knowledge workers. This was done by gathering evidence on performance appraisal systems and knowledge workers from various databases and conducting a rigorous synthesis of available evidence. The efficacy of appraisal systems in mitigating knowledge worker churn was viewed through the lens of expectancy theory and a conceptual framework was developed. Expectancy theory focuses on an individual’s belief that they can obtain desired outcomes if they exert certain effort. Knowledge workers want to be challenged and evaluated based on objective criteria. A thematic analysis of the evidence revealed important themes for management practice: identify and segment knowledge workers, ensure a positive perception of the appraisal system via ‘voice’ inclusion, and deploy competent job evaluators for accurate performance evaluation. This is the first known systematic review of the literature which focuses on the competence of the appraiser as an important influence on knowledge workers’ reaction to appraisal outcome and how this impacts intention to quit.