论文代写：自愿离职原因分析
论文代写：自愿离职原因分析
企业自愿离职原因分析
自愿离职有几个原因。有几个原因让雇主劝阻员工无缘无故辞职。在不同的情况下，雇主可能会为员工设定不切实际的目标，而在其他情况下，由于组织环境和其他因素，可能无法建立一个让员工管理工作相关责任的基础设施。公司内部自愿离职的一些原因如下：
员工流失成本
雇主必须评估和分析与员工流失相关的所有相关成本。组织必须认识到，并不是所有的成本都只是财务。与员工流失有关的大部分成本都是无形的，不能直接由公司来衡量，而只能由于长期缺乏有形技能而经历，从而降低生产效率和盈利能力。员工流失的成本由几个因素组成。有直接和间接的成本。直接成本包括离开公司的员工，员工重置成本等。间接成本包括生产或制造损失，员工绩效下降和员工士气低（Glebbeek＆Bax，2004）。但是，管理员工流失的实际成本取决于各种因素，包括空缺职位的履行，工作性质等。
员工招聘的整个过程包括三个主要方面：
每名员工选择和招聘的总成本
员工流失率
员工生产力
员工的招聘和选拔包括几个隐藏的成本，包括分配给评估和聘用潜在雇员的营销，广告和时间。因此，如果员工的整体招聘不符合成本效益，那么一定要避免高员工离职率。为此，员工保留必须成为公司内部的核心重点。
论文代写：自愿离职原因分析
Reasons for Voluntary Turnover in Organizations
There are several reasons for voluntary turnover. There are several reasons which make employers to discourage their employees from resigning from their designation for no reasons at all. In various cases, Employers may unrealistic targets for their employees while in other cases this may not be possible for creating an infrastructure for allowing employees in managing their work related responsibilities due to the organization’s environment and various other factors. Some of the reasons for voluntary turnover within a company are as follows:
Costs of employee turnover
Employers have to assess and analyse all relevant costs that are associated with Employee turnover. Organizations have to recognize the fact that not all costs are merely financial. Most of the cost related to employee turnover are intangible and cannot be directly measured by the company but can only be experienced due to lack of tangible skills in the long term, which can thus reduce productivity and profitability. The costs of employee turnover for an organization are comprised of several factors. There are comprised of direct and indirect costs. Direct costs are comprised of employees leaving the company, employee replacement costs etc. Indirect costs are comprised of production or manufacturing loss, reduction in employee performance and low employee morale (Glebbeek & Bax, 2004). However, actual cost of managing employee turnover depends on various factors which include fulfilment of vacant position, job nature etc.
The overall process of employee recruitment is comprised of three main aspects:
The total cost per employee selection and recruitment
Employee turnover rate
Employee productivity
The recruitment and selection of employee are comprised of several hidden costs which include marketing, advertising and time which has been allotted to evaluate and hire the potential employees. As a result, if the overall recruitment of employees is not cost effective then high turnover rate of employees should certainly be avoided. For this reason, Employee retention must be the core emphasis within a company.
