Personnel turnover is a phenomenon that affects organizations around the world and has been the subject of study by organizational psychology. It refers to the movement of employees within an organization, either to other areas of the same company or to other organizations. This rotation can be voluntary or involuntary, and can have multiple causes and consequences in the work and organizational environment.
Types of personnel rotation
There are different types of personnel rotation that can be classified according to various variables. One of the most common criteria for classifying personnel turnover is according to the direction of movement:
Internal rotation
Internal rotation occurs when an employee changes positions within the same organization . This may involve a promotion, lateral transfer, or change in role. Internal rotation can be beneficial for the organization by allowing the mobility and development of its employees, as well as promoting talent retention.
External rotation
On the other hand, rotation External occurs when an employee leaves the organization to join another company. This type of rotation can be due to various reasons, such as the search for better job opportunities, dissatisfaction with the current job or work environment problems. External rotation can have a negative impact on the organization, as it involves the loss of talent and knowledge.
Causes of personnel turnover
Personnel turnover can be motivated by multiple causes, which can vary depending on the organizational context and the individual characteristics of the employees. Some of the most common causes of employee turnover include:
Lack of development opportunities
Employees often look for opportunities for growth and development in their jobs. When an organization does not offer possibilities for promotion, training or professional development, employees may feel stagnant and look for other employment alternatives.
Work relationship problems
Conflictive work relationships, lack of Lack of effective communication or a negative work environment can be important causes of staff turnover. Employees who do not feel valued or respected in their work environment are more likely to leave the organization in search of a more favorable work environment.
Unsatisfactory compensation and benefits
Compensation Salary and benefits offered by an organization are important factors in employee job satisfaction. When employees feel that they are not adequately compensated or that they do not have competitive benefits, they are likely to consider seeking other job opportunities.
Consequences of employee turnover
The Personnel turnover can have various consequences for organizations, both at the individual and organizational levels. Some of the most relevant consequences of personnel turnover are:
Associated costs
Personnel turnover implies direct and indirect costs for organizations. Direct costs include expenses associated with finding, selecting and hiring new employees, as well as training and training costs. Indirect costs can include loss of productivity, decreased employee morale, and impact on the quality of products or services.
Loss of talent
Turnover of employees personnel can lead to the loss of talent and knowledge within the organization. When employees with valuable skills and experience leave the company, there is a risk that that information will be lost or transferred to competitors. Talent retention is a major challenge for organizations in an increasingly competitive work environment.
Impact on organizational culture
Personnel turnover can have a significant impact on organizational culture. Constant changes in personnel can affect cohesion and the work environment, as well as the identity and values of the organization. High staff turnover can generate uncertainty and mistrust among employees, which in turn can affect organizational performance and effectiveness.
How staff turnover is studied
The Personnel turnover is a complex phenomenon that has been the subject of study by organizational psychology and other related disciplines. To investigate and understand employee turnover, researchers often use different approaches and methodologies, which may include:
Surveys and questionnaires
A common way to study employee turnover is to through surveys and questionnaires designed to collect information on the causes, consequences and factors related to personnel turnover. These instruments can help identify patterns and trends in employee turnover and understand employee perceptions and experiences.
Interviews and focus groups
Individual interviews and focus groups are qualitative techniques that allow us to delve deeper into the experiences and perspectives of employees regarding personnel turnover. These techniques can provide detailed information about the reasons behind employee turnover, as well as employees' perceptions of the organization and its culture.
Organizational data analysis
Other One way to study employee turnover is through the analysis of organizational data, such as personnel records, employment histories, and performance evaluations. This data can help identify patterns in personnel turnover, as well as analyze their impact on the organization in terms of productivity, costs and quality of work.
In summary, personnel turnover is a phenomenon complex that can have important implications for organizations. Understanding the causes, consequences and ways to study personnel turnover is essential to implement effective talent retention strategies and promote a healthy and productive work environment.