HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

380 ❚ People resourcingTable 25.2Leavers by length of serviceLeavers by length of serviceOccupation Total Average Index ofLess 3–6 6 1–2 3–5 5 or number number labourthan 3 months months years years more leaving employed turnovermonths –1 year years %A 5 4 3 3 2 3 20 220 10B 15 12 10 6 3 4 50 250 20C 8 6 5 4 3 4 30 100 30Totals 28 22 18 13 8 11 100 550 18a human resource planning exercise requires detailed information on the length ofservice of leavers, to identify problem areas and to provide a foundation for supplyforecasts.Reasons for turnoverAn analysis of the reasons for leaving derived from exit interviews will provideuseful information on which to base retention plans. Exit interviews aim to establishwhy people are leaving, not to persuade them to stay. The reasons for leaving can beclassified under the following headings:●●●●●●●●●more pay;better prospects (career move);more security;more opportunity to develop skills;better working conditions;poor relationships with manager/team leader;poor relationship with colleagues;bullying or harassment;personal – pregnancy, illness, moving away from area etc.Exit interviews should aim to elicit opinions on any specific reasons for dissatisfactionunder any of the above non-personal headings. Some leavers will be