Keeping the right staff
The right people at the right places
According to studies, the average cost of replacing a worker in the United States is $ 17,000.00 (AVERAGE !!). Some HR managers use the rules of the thumb that whatever the annual salary of the salary is – it will cost you to replace them. A study evaluating the effects of the US Family Medical Freedom Act found that "the manager's traffic costs account for 150% of the salary, including the real costs of the lease … and the intangible costs such as the inadequacy of the new employee and the loss of productivity is empty during work ".
Costs of lost productivity are as important as direct costs, such as advertising or temporary staff. The total cost can easily reach 150% of the annual compensation.
Bliss & Associates Inc., Wayne, NJ Consulting Company
Oh, and if you think you can only take temporary workers and avoid work. all these costs, think again. The cost of renting and renting a temporary worker accounts for nearly 40% of the cost, and temporary workers usually have higher hourly rates than the final ones – and the higher turnover rates.  this is in real sense. The lowest number I've ever seen tells you that you will pay at least 30% of your employee's total annual compensation. Let's say you have 100 employees and your average payout is $ 10.00 per hour. USD 10.00 / hour + benefits (in 20% of wages), employees receive 12.00 hours of salary. Suppose you have to replace 15% a year. Taking into account the most conservative estimate of employee turnover costs that have been found (30% of annual wages and allowances); Every employee who needs to change it will cost $ 7.488.
100 employees X 15% X $ 7488 (including benefits) = $ 112,320 per year
And this is the most conservative cost per cent. If we choose to use the national average ($ 17,000 / replaced employee), the cost will rise to $ 255,000.00. The "thumb rule" (100% of the annual salary – $ 20,800 instead of $ 20,000) costs $ 312,000.00 … Stunning
Why are costs so high?
what does it cost to replace a leaving worker? Some costs, such as the payment of accumulated holiday time or the cost of assisted advertising, are obvious.
Other costs include:
- Expired Unemployment Insurance Costs
- Lost Productivity During Vacancy
- Costs of Separation (If Your Good Employee Exits You Must Know Why)
- Cost of Settlement Agreement (Legal, Financial, Medical, Retirement Cash etc.)
- Possible Costs of Migration
- Potential Migration Costs
- Fee Hunter or Signature Bonus Fees
- Additional Costs
- Intermediate Costs
- Overtime for Other Employees to Address Vacancy (Which Can Cause Firing or Absence) booking; payroll, 401k etc.
- Auxiliary Records of Government Bodies
- Reduced Productivity While New Staff Fosters
- Training Programs
- History Lost
- Moral Impact
- Lost Property
There are also risks that are tied to the loss of a worker
- Poor PR from a dissatisfied employee
- Threatening to lead a client to a new venture
Compile full job description with tasks and tasks in a clear and concise manner so when someone responds to the advertisement they know what they are asking for. Reduce the catch phrase to "Assigned to Other Tasks". So the employee knows what to expect from the position, and the manager knows what to evaluate for performance appraisals.
Pre & Post employment testing:
Getting started / satisfaction with testing and evaluation systems can be measured using RP2-Consulting. The cost of these evaluation and testing programs is significantly lower than the cost of the first example. We can test a candidate before he even appears in an interview and tell you if he has a good attitude, foretells for their work, and will not bring everything with him. New candidates can be added to a certain position. We all heard "the principle of Peter" (the individual rises to the level of savvy). We can see existing employees and fit their skills and personalities with the organization's open positions. We can also help identify the right people to pick up teams. If the teams are balanced (the strength of one person covers the other's weaknesses), the results have been significantly improved. Finally, managers (and CEOs) need to know their strengths and weaknesses as people who work with them will notice them. Testing shows you what your true strengths and weaknesses are to focus on improving the things you want to improve.
Wait for someone if you do not know how to produce or what results are needed absurd. Nowadays, however, people have rented jobs for which little or no formal training is needed. Make sure your employees get the training and guidance they need. This will lead to better staff satisfaction and lower management stress. As a significant adverse reaction, well-trained workers are more likely to gain recognition for well-performing work; and recognition and recognition among your peers is a huge motivator. We help you develop your training programs to meet your individual needs.
The best plans and initiatives will forget everything if leadership does not deal with what works and where it wants to go. Have you ever been to the car that focused on garbage – you have to know how to avoid it as badly as possible – it is in the mirror behind the vehicle when you hit it all morning, it will fall – and like a laser, you walked in straight …  We go where we focus. One key to success is to focus on retaining employees. Successful work is much cheaper than replacing them. Respecting and respecting them while they feel like they are in the company and their success leads to success. Focus on where you want to go, where you do not want to go. Discovering errors and errors will focus on the past and the mistakes made there. Learn the bugs and move on. Plan your future for the body you want. Focusing on a successful applause, both for the individual and for the team / company.
Source by sbobet