Outline of approaches to retention management. Presentation give to HR managers of the Local Government Assocation of SA in November 2008.

1. Why do your employees leave?

2. A straightforward approach to identifying the causes of turnover and an approach to minimising Dr Gerry Treuren

3. Despite the Global Financial Collapse, labour, skill and talent shortage is still the medium term reality for all of us.

4. What is your organisation doing about it?

11. First big question: Why do people leave their jobs? Lots of theories, not many reliable answers

18. So, what happened? N=228, 2007 turnover data from publically listed, internationally significant employer How can we understand this? Different triggers % Different pathways out of the organisation Dissatisfaction + Job Alternative 25.4 The traditional explanation for turnover Dissatisfaction + No Job Alternative 7.5 Job is so unbearable – just had to leave Shock + Job Alternative 30.7 Pulled towards a better job Shock + No Job Alternative 14.9 Pushed out of job Planned leaving 21.5 Was going to leave when…

24. Five Pathways out of the organisation Pathway Different triggers Different pathways out of the organisation 1 Planned leaving activated by a shock Was going to leave when…[…..]…happens 2 Shock + No Job Alternative Pushed out of job 3 Shock + Job Alternative Pulled towards a better job 4a Dissatisfaction + No Job Alternative Job is so unbearable – just had to leave 4b Dissatisfaction + Job Alternative The traditional explanation for turnover

42. How can you implement this approach? (continued) 4. Once you have made the assessments, you can work out the areas in which your organisation is deficient… 5. Implement remedies.

43. How can you implement this approach? (continued) The friendly researchers at the UniSA Centre for HRM would be very happy to work with you in implementing this system in your organisation.

44. Thank you. Any questions?