PERSONNEL ADMIN IN PUBLIC SECTOR

            Cost is the range in which business replace workers that leaves the work place or is fired. Each time an employee leaves, another must be hired and trained. If the replacement of workers is high, the inexperienced workers could be training the new ones.  Executives of a business show that the replacement rates vindicate and this problem is caused by the low inferiority of the candidates.  These organizational leaders conclude that training is spending and wasting a lot of money as after all, they will just quit or get fired.  While this notion comes into the executives’ minds, the company is likely to be understaffed while the existing members are overworked which makes them annoyed and they quit.  Skilled employees do not stay at those places where a lot of them quit in their first working months as they do not feel comfortable, competent or appreciated (Jaszay & Dunk,2003). 

            These workers feel that the business is not worthwhile, due to mismanagement. For the workers to stay, the working environment should be conducive and satisfy their customers.  Replacement can be the fault of the management of the organization, in that they may have had hired the wrong workers, did not train them properly and they did not manage the resources well.  Thus it is the management’s responsibility to prospect on the future predicaments to head off future problems by starting on the right track through developing new ways of hiring and training employees.  Research shows that each time an organization replaces salaried employee, it costs the executive team almost a 6 to 9 months’ salary on average in recruiting and training new employees. Replacement is viewed to differ by salary and the character of the employee (Jaszay & Dunk, 2003).

 

Reference

Jaszay, C., & Dunk, P. (2003). Training design for the hospitality industry. Clifton Park, NY: Delmar Learning.