BUS FP3050 Assessment3.docx BUS-FP3050 Retention and Separation Human Resource Manageme

BUS FP3050 Assessment3.docx  BUS-FP3050  Retention and Separation  Human Resource Management BUS-FP3050  Introduction  Retention of productive employees is a major concern of HR professionals and business executives. It is more efficient to retain a quality employee than to recruit, train and orient a replacement employee of the same quality[CITATION Man21 \l 1033 ]. Within any organization it is important to treat all employees with fairness and transparency. This will be key to making a lasting impression on the employees. Employee satisfaction that they have about their position, and the organization, mixed with engagement are fundamental, yet powerful ingredients of employee retention. There are studies that have shown that employees typically follow four primary paths to turnover, each of which has different implications for an organization: employee dissatisfaction, better alternatives, a planned change, and of course a negative experience[CITATION Man21 \l 1033 ]. These factors can be addressed within the organization  if there is an action plan for a solution.  Voluntary and Involuntary Employee Turnover  Regardless of the organization there are two main types of employee turnover: voluntary and involuntary. Within each of those categories, however, you™ll find various reasons for why a company might have employee turnover. While the term œturnover sometimes has a negative connotation, not all turnover is bad [ CITATION Pay20 \l 1033 ]. Some turnover is healthy; it allows for fresh ideas and new