Upper Saddle River, NJ - September 2004 - Compensation Resources, Inc. has published the results of the 2004 turnover. The objective of this study was to investigate the sales and trends. The data were made on issues that are developed and distributed by the Center for Corporate industriellesplusdieci positions, as well as charity. Data sampling for the survey, many of the Organisationen, in July and August 2004.
The results show that of 31 May 2003 until 31 May 2004, the average voluntary turnover rate of 11.3%. The majority of respondents, this percentage has, or unchanged, while only 20.9% of participants indicated that the rate of decline in hectares precedentee period of 12 months. Bereicheali all employees, management and production are the highest voluntary turnover, without embargover, according to participantsr in the management and production are also less time consuming. In general, the cost of turnover in organizations is, on average, x ฝ 1x salary to the employee's salary employéfaire. Finally, chedipendenti participants left the organization because it is better pay and / or services provided elsewhere, or better ways to ensure the delivery of other functions, or unintentionally, as the company release.
Although some companies is inevitable, the measures to combat the turnover, particularly through organizational factors, such as the faiblesupervision, inadequate training, unfair pay, lack of communication and consistency. Activities of human resources devund be in the context of efforts to control sales.
Paul R. Dorf is the Managing Director of Compensation Resources, Inc. is responsible for directing consulting services in allrange of cooperation ejecutivompensation, short and long-term ventescompensation, gestioneprestazioni systems, and pay for performance, l 'salary administration. Has more than 40 years of human resources and compensation experience and has worked in various administrative pTANDPUNKT with a large number of companies. It also has more than 20 years of consulting experience as Chief Executive advisory for major accounting and actuarial / benefit consultingCompanies, including KPMG, Deloitte Touche (formerly Toucegli Ross) and Kwasha Lipton.
The results show that of 31 May 2003 until 31 May 2004, the average voluntary turnover rate of 11.3%. The majority of respondents, this percentage has, or unchanged, while only 20.9% of participants indicated that the rate of decline in hectares precedentee period of 12 months. Bereicheali all employees, management and production are the highest voluntary turnover, without embargover, according to participantsr in the management and production are also less time consuming. In general, the cost of turnover in organizations is, on average, x ฝ 1x salary to the employee's salary employéfaire. Finally, chedipendenti participants left the organization because it is better pay and / or services provided elsewhere, or better ways to ensure the delivery of other functions, or unintentionally, as the company release.
Although some companies is inevitable, the measures to combat the turnover, particularly through organizational factors, such as the faiblesupervision, inadequate training, unfair pay, lack of communication and consistency. Activities of human resources devund be in the context of efforts to control sales.
Paul R. Dorf is the Managing Director of Compensation Resources, Inc. is responsible for directing consulting services in allrange of cooperation ejecutivompensation, short and long-term ventescompensation, gestioneprestazioni systems, and pay for performance, l 'salary administration. Has more than 40 years of human resources and compensation experience and has worked in various administrative pTANDPUNKT with a large number of companies. It also has more than 20 years of consulting experience as Chief Executive advisory for major accounting and actuarial / benefit consultingCompanies, including KPMG, Deloitte Touche (formerly Toucegli Ross) and Kwasha Lipton.
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