Reducing Employee Turn Over(ETO) while Enhancing organizational performance using SHRM

  Work life imbalance explanation   “Work-life balance” can be heard as a very common phrase at workplaces. This might describe the idea about employers offering their employees flexible and accommodative working hours or employees extending their time off from work. According to  (Kratz, 2022) v iews about work-life balance differ among people. It is hard to provide a universal definition since the idea about “work-life balance” is personal. Moreover, the definition keeps changing with time or between different generations. Work-life balance does not mean a balance between work life and personal life or a 50-50 situation. Work-life balance can be   referred   to a state of equilibrium, where someone is effectively balancing career demands and those of their personal life (Hall, 2022) . Individuals who lack a work-life balance face more working hours, issues at home and also very minimum of personal time. This also means how well an individual prioritizes ...

Career development of an employee is the process that converts their career plan to achieve their career goals in the future with proper defined milestones (Risha, 2022) . In the process of reducing ETO in an organization, we should ensure proper career growth and development for the employees. According to the globalization of the industry, employees will subject to leave the company for organizations which has proper career development and learning plans for their employees. In the process of retaining the employees within the company we should ensure proper learning and career development opportunities for the employees. According to the work institute 2020 reports, highest number of employees turn over reason is that career development problem within the organizations of united states  (Merwe, 2022) . This report shows 18% of the total employees who leave their organizations due to lack of career development programs in the organization  (Institute, 2020) .  ...

  Employee turnover is a massive global phenomenon which is common to any organization. This has captured the attention of human resource experts. "Employee turnover" defines the number or the percentage of employees who leave an organization over a certain time period and are replaced by new employees (Holliday, 2021) . This includes both voluntary and involuntary turnover. Turnover, mainly the voluntary type, impacts an organization’s ability to achieve objectives. Measuring employee turnover is useful to employers that want to investigate the reasons for turnover or estimate the cost-to-hire. In human resource management, turnover or staff turnover or labor turnover is the rate at which an employer loses employees (Kangal, 2022) . It depicts the time period employees tend to stay. While an organization usually measures the total number of employees who leave, turnover can also apply to subcategories within an organization like individual departments or demographic group...

Strategic Human Resource Management is the approach of human resources practices addressing challenges of organizations and supporting to result a proper contribution for long term goals. According to Armstrong, SHRM defines intentions of an organization and develops structural plans to achieve those requirements via the deployment of a highly capable and committed workforce utilizing personal, cultural, and structural techniques (Armstrong, 2006) . Main aims of strategic human resource management Encouraging innovation, flexibility, and competitive benefits. Prospering a fit for motive organizational culture. Enhancing oversight performance of organization. Strategic Human Resource Management developed well by rising in popularity in early 2000s. This concept was promoted by Dave Ulrich’s challenge for profession of HR. In consonance with Ulrich, HR had to be more value adding while being more strategic to be a trendy fit along with business strategy to become more valuable. In ...