turnover costs
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2022 ◽  
Author(s):  
Brock Lumbers ◽  
David W. Agar ◽  
Joachim Gebel ◽  
Frank Platte

The demand for low-emission hydrogen is set to grow as the world transitions to a future hydrogen economy. Unlike current methods of hydrogen production, which largely derive from fossil fuels with unabated emissions, the thermo-catalytic methane decomposition (TCMD) process is a promising intermediate solution that generates no direct carbon dioxide emissions and can bridge the transition to green hydrogen whilst utilising existing gas infrastructure. This process is yet to see widespread adoption, however, due to the high catalyst turnover costs resulting from the inevitable deactivation of the catalyst, which plays a decisive role in the feasibility of the process. In this study, a feasible TCMD process was identified and a simplified mathematical model was developed, which provides a dynamic estimation for the hydrogen production rate and catalyst turnover costs over various process conditions. The work consisted of a parametric study as well as an investigation into the different process modes. Based on the numerous simulation results it was possible to find the optimal process parameters that maximise the hydrogen pro- duction rate and minimise the catalyst turnover costs, therefore increasing the economic potential of the process and hence its commercial viability.


2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Giuseppe Dari-Mattiacci ◽  
Guilherme de Oliveira

Abstract Slavery has been a long-lasting and often endemic problem across time and space, and has commonly coexisted with a free-labor market. To understand (and possibly eradicate) slavery, one needs to unpack its relationship with free labor. Under what conditions would a principal choose to buy a slave rather than to hire a free worker? First, slaves cannot leave at will, which reduces turnover costs; second, slaves can be subjected to physical punishments, which reduces enforcement costs. In complex tasks, relation-specific investments are responsible for high turnover costs, which makes principals prefer slaves over workers. At the other end of the spectrum, in simple tasks, the threat of physical punishment is a relatively cheap way to produce incentives as compared to rewards, because effort is easy to monitor, which again makes slaves the cheaper alternative. The resulting equilibrium price in the market for slaves affects demand in the labor market and induces principals to hire workers for tasks of intermediate complexity. The available historical evidence is consistent with this pattern. Our analysis sheds light on cross-society differences in the use of slaves, on diachronic trends, and on the effects of current anti-slavery policies.


Author(s):  
Catherine Robert

Clerical staff in the campus office (secretaries and registrars) perform critical functions essential to the operation of schools, yet do not receive research attention regarding their contributions. This study describes turnover rates of K–12 campus clerical employees in order to establish base information in the field. Eight years of employment data within a large suburban school district in Texas are examined to determine the number of clerks moving to different positions and/or leaving campus clerical employment. Findings reveal that the average clerical employee in this district is female, 50 years old, White or Hispanic, has 11 years of experience, changed positions at least once, and earns $15.61 an hour. The demographics of clerical staff more closely resembles student demographics that of than the teachers within the district. Turnover averaged 22% per year, with 16% representing leavers and under 7% representing movers; 25% of clerks left in their first year. Although teacher turnover is more frequent in high-poverty schools and varies based on level of campus, clerical staff turnover is significantly based on the level of position and pay. Results confirm findings from research on paraprofessionals (who have similar levels of pay) that level of pay and perceived lack of support are reasons for leaving. By providing induction activities and additional training, districts can reduce turnover costs of clerical staff despite the added cost of training.


2020 ◽  
Vol 9 (4) ◽  
pp. 71-88
Author(s):  
Sandra L. Fisher ◽  
Catherine E. Connelly

This paper demonstrates a technique to empirically estimate the financial costs (or savings) of employing people with disabilities, in order to provide a mechanism for organizations to develop a “business case” for hiring these employees. We conducted a utility analysis, a technique common in Human Resources Management (HRM), to illustrate how the financial net value can be calculated based on the difference between service costs and service value. Employment costs include those related to wages, health benefits, pensions, life insurance, vacation pay, training, safety, absences, lateness, turnover, and disability accommodations. Service value estimates are based on wages and are adjusted for performance levels. The data used for our example is drawn from a food services company in Canada. Employees with disabilities in this example provided higher net value to the organization because of their average to above-average performance and lower turnover costs. More importantly, we demonstrate a process that can be used to assess the financial value of hiring workers with disabilities. Given the negative preconceptions often associated with hiring workers with disabilities, this method and example can provide evidence that will be useful for managers and disability advocates for assisting people who wish to join the workforce.


2020 ◽  
pp. 097215092092696
Author(s):  
MD Mahamudul Hassan ◽  
Manimekalai Jambulingam ◽  
Elangkovan Narayanan Alagas ◽  
Md. Uzir Hossain Uzir ◽  
Hussam Al Halbusi

The vital role of the private sector in the overall development of a country is crucial as proven by private tertiary industries. Despite its phenomenal success all over the world, private sectors are facing enormous challenges due to frequent turnover of Generation Y (Gen Y). Such phenomena cause massive overt and covert losses. Gen Y workers are optimistic, practical and often have attrition tendencies at workplaces. Extensive literature indicates the turnover problem of Gen Y remains unresolved. Frustration acts as the most crucial factor contributing to frequent turnover. The employers state similar effects. Turnover studies have been performed in the Western sense, though turnover problems exist all over the world, which include a developing country like Bangladesh. Another problem is the turnover rate in the public sector is lower than the private sector. Since each company strives to achieve the best output and lower turnover to avoid brain drain, they refrain from high turnover costs and maintaining competent staff. This quantitative study discovers that there is an urgent need to establish retention-friendly approaches to mitigate Gen Y frustration and retain them in the workplace. Gen Y retention approaches, management initiatives, soft HRM, work–life balance and employee satisfaction are vital resources for Gen Y retention in the private sector.


2019 ◽  
Vol 11 (3) ◽  
pp. 327-336
Author(s):  
Alia Al Fardan ◽  
Stephanie Morris

Purpose The purpose of this paper is to identify the challenges and benefits of hiring individuals with special needs in the hospitality industry in Dubai; understand management, colleague and customer perspectives concerning the integration of individuals with special needs in the workforce; emphasize the need for awareness, communication and training when introducing special needs employees to hotel properties in Dubai; recognize laws and policies in respect to introducing the special needs workforce in hotels in Dubai; and classify the requirements needed to facilitate accessibility and integration of special needs employees in the workforce. Design/methodology/approach Qualitative research was conducted to better comprehend the benefits, challenges, policies/legalities and perceptions developed when considering employment practices of individuals with disabilities. Interviews with HR directors/managers in hotels in Dubai were conducted using a snowball sampling approach. Findings This study suggests that hotels in Dubai must increase their efforts to accommodate the special needs market through the provision of accessible areas, changes in perceptions and enactment of coherent laws and policies to prepare for the inflow of disabled tourists during Expo 2020. Further, that these efforts can be better accomplished by employment of individuals with special needs. Originality/value High turnover costs and shortages of labor in the hospitality industry have led to the need for the non-traditional labor force to fill the demand created by the upcoming Expo 2020. As the UAE won the bid for Expo 2020, there has been early construction of hotels to adapt to the increased demand in jobs by and influx of tourists including individuals with disabilities.


2019 ◽  
Vol 3 (1) ◽  
pp. 57-74
Author(s):  
Winanda Kartika

Abstract : According to Graf theory, the shortest path determination is a problem of looking for a path between two vertices in a weighted graph to obtain the minimum amount of weight.The determination of the shortest path problem also called optimization problem. Several algorithms have been developed in solving this problem. Each algorithm has a different way of solving a particular problem. In this study, the development of algorithms was carried out to determine the critical path from one origin point to one destination point on a network for the delivery of perishable products that limited time window to minimize the total cost and the selection of vehicles that will be used for solving the problem.The Algorithm that developed is Dijkstra algorithm. The first stages of the algorithm development is to modify the network of the studied problem by making the network replication. The second stage is to make problem-solving steps to minimize the total cost, consists of a fixed cost, variable cost, vehicle turnover costs, deterioration cost and parking fees with modified Dijkstra algorithm because the problems can not be modeled mathematically.To test the developed algorithm, we used numerical examples with hypothetical dataKeywords: perishable product; deterioration; time window; modified Dijkstra algorithmAbstrak : Menurut teori Graf, penentuan rute terpendek merupakan suatu persoalan mencari lintasan antara dua buah simpul pada graf berbobot untuk mendapatkan jumlah bobot yang paling minimum. Permasalahan penentuan rute terpendek disebut juga masalah optimasi.Beberapa algoritma telah dikembangkan dalam pemecahan masalah ini. Setiap algoritma memiliki cara yang berbeda dalam menyelesaikan suatu permasalahan tertentu. Pada penelitian ini, dilakukan pengembangan algoritma untuk menentukan lintasan kritis dari satu titik asal ke satu titik tujuan pada suatu jaringan untuk pengiriman produk perishable dan dibatasi jendela waktu dengan meminimumkan total biaya sekaligus pemilihan jenis kendaraan yang akan digunakan untuk pemecahan masalah. Algoritma yang dikembangkan adalah Algoritma Dijkstra. Tahapan awal pengembangan algoritma adalah memodifikasi jaringan dari masalah yang diteliti dengan cara membuat replikasi jaringan. Tahapan kedua adalah membuat langkah pemecahan masalah untuk meminimumkan total biaya yaitu biaya tetap, biaya variabel, biaya pergantian kendaraan, biaya deteriorasi dan biaya tunggu dengan modifikasi Algoritma Dijkstra. Modifikasi Dijkstra dilakukan karena permasalahan yang diteliti tidak bisa dimodelkan secara matematis. Pengujian algoritma menggunakan contoh numerik dengan data hipotetik.Kata kunci: produk perishable; deteriorasi; jendela waktu; modifikasi Algoritma Dijkstra.


Author(s):  
Willem Potgieter ◽  
Chantal Olckers ◽  
Lukas Ehlers

Studies have shown that employees react negatively towards negative supervisory behaviour. Therefore, a questionnaire that could measure the quality of various aspects of the employment relationship could be a useful tool for managing and promoting healthy employment relationships. In the light of this, the aim of this study was to develop a questionnaire that measured the perceived quality of the employment relationship from the employee’s perspective. A quantitative cross-sectional survey was conducted on a non-probability convenience sample of 248 employees from various organisations and sectors in South Africa. Although a 39-item questionnaire was developed across four theoretical dimensions, namely trust, fairness, good faith and justice, the analysis revealed that only two dimensions, labelled social factors and compliance factors and measured by 20 items, were sufficient to measure the desired construct. This questionnaire, which measures the perceived employment relationship quality, could be used as a diagnostic tool by management and HR professionals to determine the state of supervisory relationships in an organisation, and to address any problems brought to the fore, thereby avoiding turnover costs related to negative workplace relationships.


2018 ◽  
Vol 1 (1) ◽  
Author(s):  
Aneke Ayu Putri Ningtyas ◽  
Setyo Adjie ◽  
Wijianto Wijianto

This study discusses efforts to minimize production costs at the Ponorogo "Sweep Jagad" Production House by taking into account additional costs that may occur during production activities, including saving costs, overtime costs, subcontracting costs, and labor turnover costs.  Through the application of production patterns with three alternatives, namely constant production patterns, corrugated production patterns, and moderate production patterns, a clear picture of production can be carried out by companies in the future.  The results obtained indicate that there are significant differences in the production costs of the three production patterns.  Value of costs in a constant production pattern of Rp.  5,240,500, then the corrugated production pattern of Rp. 1,676,000, then the moderate production pattern of Rp.  6,744,500.  Therefore the production pattern that is able to minimize production costs is a corrugated production pattern.


This study attempts to determine tourists’ re-visit intention towards community based tourism destinations in the context of a developing country. Tourists’ anthropogenic value, hedonic value and destination attachment are investigated to determine what contributes to tourists’ re-visit intention. In this study, a causal research design was adopted, and employed descriptive and Partial Least Squares-Structural Equation Modelling (PLSSEM). This study surveyed 216 tourists from different community-based tourism destinations in Sarawak, Malaysia. Findings of this study provide partial supports towards the effect of anthropogenic value and hedonic value on tourists’ re-visit intention towards community-based tourism destinations, mediated by destination attachment. The study suggests to practitioners that it is crucial to understand the impact of tourists’ anthropogenic value and hedonic value, as well as destination attachment and re-visit intention, especially, in developing effective marketing strategies for better market segmentation and targeting. Thus, the outcome of this study will help to expand the current knowledge on similar areas of community based tourism destinations, and contributively effect of anthropogenic value, hedonic value and destination attachment on re-visit intention towards community-based tourism destination in a developing country context.


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