The after-shock effects of high-performers turnover in hotel industry: a multi-level study

Purpose High-performing employees are a hotel’s most important asset: they care for what they do, go beyond and beyond the scope of duty and continually strive to do better. The purpose of this multi-level study is to look into the influence of high-talent turnover on organizational reputation via social capital and trust deficits. Furthermore, the current research explores the influence of human capital investment (HCI) on the mediating effects of trust deficit and social capital in the association between high talent turnover rate and organizational reputation using human resource theory and social capital theory. Design/methodology/approach The authors examined the hypotheses using multi-source and multi-times data of 805 respondents (including senior human resources officers and employees) from 85 hotels. Findings The present study revealed interesting findings that the HCI failed to buffer the interfering role of trust deficit in the negative association between high-performing personnel turnover rate and organizational reputation. Practical implications High-performing personnel turnover and underlying mechanisms play a significant role in eroding a hotel’s reputation in the hotel industry. Hotel management should focus on reducing high-performing talent turnover and underlying mechanisms to maintain and improve the hotel’s reputation. Originality/value This study provides better understating into the process by exploring that high-performer turnover can damage an organization’s reputation, which has been overlooked by academics who researched the hotel industry.

Middle Managers, Personnel Turnover, and Performance: A Long‐Term Field Experiment in a Retail Chain

In a randomized controlled trial, a large retail chain’s Chief Executive Officer (CEO) sets new goals for the managers of the treated stores by asking them to “do what they can” to reduce the employee quit rate. The treatment decreases the quit rate by a fifth to a quarter, lasting nine months before petering out, but reappearing after a reminder. There is no treatment effect on sales. Further analysis reveals that treated store managers spend more time on human resources (HR) and less on customer service. Our findings show that middle managers are instrumental in reducing personnel turnover, but they face a trade-off between investing in different activities in a multitasking environment with limited resources. The treatment does produce efficiency gains. However, these occur only at the firm level. This paper was accepted by Joshua Gans, business strategy.

METHODOLOGICAL APPROACHES TO MONITORING AND MANAGING STAFF TURNOVER IN HEAT SUPPLY COMPANIES

The article considers the essence of staff turnover and its impact on the functioning of the organization of the heat supply industry in modern conditions. An analytical approach is proposed using functional cost analysis (hereinafter referred to as FСA) in order to monitor staff turnover at a heat supply company. On the basis of the FСA, the costs of performing the labor functions of an engineer for the organization, operation and repair of an enterprise engaged in the provision of services for heating and hot water supply are analyzed. According to the results of the study revealed excessive and unusual office functions proposed measures to change the duties of the employee to reduce workload for the position, indirectly contributing to the reduction of staff turnover in this position and allowing to increase the employee satisfaction employment within the organization and, consequently, increase the efficiency of the organization and the level of its competitiveness. A list of indicators reflecting the level of staff turnover in the organization is proposed. The relevance of the implementation of the personnel turnover monitoring system in the organization is justified.

PROBLEMS OF HUMAN RESOURCES OF THE ENTERPRISES OF THE TRANSPORT COMPLEX OF UKRAINE

The object of research – staffing, labor market trends and employment in enterprises by type of activity «Transport, warehousing, postal and courier activities». The purpose of the work – 1) to investigate 93 the indicators of wages and labor movement in domestic enterprises by type of economic activity «Transport, warehousing, postal and courier activities»; 2) compare labor market indicators with those of the European Union. The research method is monographic and statistical. The article is devoted to the study of trends in the staffing of domestic enterprises by type of economic activity «Transport, warehousing, postal and courier activities», including by sectors: land transport, water transport, air transport, warehousing and ancillary activities in the field of transport, sweating and courier activities. An international comparison of wage indicators in these sectors of economic activity «Transport, warehousing, postal and courier activities». The results of the study show that the main trends in the labor market by type of economic activity «Transport, warehousing, postal and courier activities» are unequal pay in the sectors of economic activity; high staff turnover; growing demand for skilled workers; uncompetitive level of wages compared to the countries of the European Union; the possibility of free movement of labor to EU countries. This situation complicates the work of domestic enterprises and negatively affects their efficiency. Further areas of research are to study the dependence of the efficiency of enterprises of the activity «Transport, warehousing, postal and courier activities» on the general economic and social factors that have formed in Ukraine; development of proposals for the formation of state personnel policy in the field of transport. KEY WORDS: PERSONNEL, HUMAN RESOURCES, TRANSPORT, STATE POLICY, EMPLOYMENT, WAGES, LABOR MARKET, PERSONNEL TURNOVER, TRANSPORT ENTERPRISES

Development of the personnel controlling model of oil organizations

The purpose of the work is to develop proposals aimed at improving the personnel controlling model of oil organizations as a tool for managing the processes of personnel turnover. The experience of applying the system of personnel controlling in foreign countries has proven to be an effective system, providing the management with the relevant information base for timely tracking of changes in the indicators of personnel management and productivity indicators. There is theoretically confirmed interrelation between personnel turnover indicators and labor productivity that predetermines the necessity of monitoring of the given indicator in the system of personnel controlling. Meanwhile, the turnover rate itself is influenced by different internal and external factors. The suggested directions of improving the personnel controlling model consist in inclusion of the additional module, which provides the analysis of the statistical reporting; suggested system of the quantitative evaluation of the production personnel quality indicators; analytical procedure of revealing the reasons of the key personnel turnover by means of introduction of the block structure of the turnover factors evaluation of this personnel category, revealed by method of expert evaluation of the oil organization workers, which allows ranking those factors and timely develop the means of its solution. Theoretical and methodological basis of the research are the actual concepts of personnel management and personnel controlling systems study and development. Methods of expert evaluation, mathematical and statistical methods, correlation and regression analysis were used to carry out the task of estimation of the proposed recommendations.

MANAGING THE BANK'S STAFF TURNOVER TAKING INTO ACCOUNT BEHAVIORAL CHARACTERISTICS

This study focuses on the problem of employee turnover in the banking sector. The reasons for staff turnover are analyzed, the main attention is paid to the specifics of the labor behavior of employees of different generations. The purpose of this study is to identify the features of the Bank's personnel turnover management, taking into account generational characteristics. In accordance with the purpose of the work, the following tasks were set: to consider expert assessments of the problem of staff turnover in banks, to analyze generational differences, to conduct a study of the personnel structure in the operating offices of VTB Bank and to identify problems and features of the Bank's staff turnover management. As a result of the study the need to build the work of all elements of personnel management, taking into account generational characteristics, the balance of digitalization and personal communications, was revealed in order to increase the involvement of employees in achieving the goals of the organization.