本文主要讲述的是员工流动率的影响，在本分析中，需要考虑的变量有员工流动率对员工的影响、员工的职业发展、对客户服务的理解以及员工的工作满意度。离职意愿是基于员工离职原因的主观概率，反映员工对组织的态度(Tews, Michel & Ellingson, 2013)。公司的实际员工流动率被发现是一种技能的流出，阻碍了公司的竞争能力。公司的高效工作实践有助于员工的发展，并在维持员工流动率方面发挥着不可或缺的作用。本篇澳洲代写文章由澳洲论文人EducationRen教育网整理，供大家参考阅读。
In this analysis, the variables that will be considered are the influences of turnover rate in the employees, career development of the employees, comprehension of the customer services and job satisfaction of the employees.The turnover intention is based on the subjective probability of the reasons as to why the employees would leave the company and reflect on the attitude of the employees towards the organization (Tews, Michel & Ellingson, 2013). The actual employee turnover in the company is found to represent an outflow of skills and hinder the competitive ability of the company. The high-performance work practices of the company are found to contribute towards the employee development and play an integral role in the maintenance of the employee turnover.
Human resource systems are mainly path dependent and are found to be a unique source of competitive advantage. To prevent the turnover rate of the employees, Maslow’s theory of motivation needs to be factored in the paradigm. There can be the use of motivational theories to prevent the employees from leaving the company.
Research was undertaken by Silva (2010) to investigate the importance of job attitudes of the employees with the most appropriate method of ensuring that they continue to work for the same company. It was found in this research that the attitude towards the job by the employees and the company played an important role in the determination of the organizational commitment and the job satisfaction of the people. It was found that they were significantly related to the personality traits of the company and ensured that there is a locus of control. For this research, 159 people were considered. The limitation of this research is that it is very specific for the current situation. It cannot be generalized based on this paradigm.
The career development of the people in the industry needs to find cohesive ways to work towards a common goal. There can be the use of the two factor theory proposed by Hertzberg to derive the ways to motivate the employees. The limiting factor of job security and financial fluctuations needs to be comprehended in this paradigm.
Two main issues impede the service industry. It is attraction of the appropriate talent and ensuring that the employees are suitably rewarded along with spaces to grow (Kim, 2014). There is significant loss in this process if the company is not able to hire the appropriate employees. It has been observed that the human resource practices of the company are found to play an important role in the career development process of the employees (Jung & Yoon, 2014).