Case Study: Chapter 5, pages 176-177 “Reducing Turnover at Rosemont Center”
- Did the social services nature of this organization make the turnover situation any different that in a private company? Why or why not?
Turnover is the rate at which employees leave an organization and need to be replaced. This of course is not a good sign for any organization as the organization might have spent valuable resource in the human resource development just to find that they are leaving the organization for another opportunity. This is not just the nature of the organization that may cause a high or low turnover rate, the organizational culture, training and development opportunities, the opportunities to participate in the organizational decision making, reward and compensation system and many more factor influence the turnover rate at an organization. In case of a social services organization, the organizations might be less interested in the welfare of the employees and more focused on the targeted population. This could be a cause in a bit higher turnover rate than a private company.
- Have you seen similar efforts occur in places where you have worked? Describe them and comment on their success in that context. What could have been done differently?
I have the personal experience of working as an intern at a local library that has the same issues of higher employee turnover. The management was highly concerned about it and set a committee to find out the reasons. The committee came out with the conclusion that the employees in the library did not see any future development in their ranks. For example the librarian felt that he will always remain a librarian and not move up the rank to a better position. The management decided to introduce a policy that would setup new job titles and review the case of each employee at the library after each two years to give them promotion.