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High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

 To ensure that all concerns / complaints are dealt with in accordance with the

After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of

By discovering the reasons as to why employees leave the organisation, strategies for organisations to increase retention can then be identified (Mowday 1984).

During times of economic downturn, employees can feel susceptible. Employers may need to reduce contracted hours or change staff job roles to save money. This leads to staff feeling exposed and concerned about possible redundancy, which in turn effects how they relate to the organisation.

To ensure that all concerns / complaints are dealt with in accordance with the procedures.

* Restructuring - changes to the company's structure and the way they operate will have an effect on its workforce. Talent of its lack of will give a ground for recruitment drive from outside or within the company.

Organisations are required to keep data to meet legislative and regulatory law, such as pay records to supply to HMRC for tax and NI contributions and records of training given to staff to confirm with Health and Safety Act and Fire regulations.

Staff turnover – Promotions, retirement or even redundancy will impact on turnover and therefore create or remove positions.

1. To comply with legal requirements and legislations. These for example could be contractual obligations, employee role descriptions and responsibilities, remunerations etc.

1.2 Identify the range of HR data that organisations collect and how this supports HR practice.

Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293

There are a variety of reasons why an organisation needs to collect HR data, these could be to satisfy legal requirements, provide relevant information in decision making and for consultation requirement, recording contractual arrangements and agreements, keep contact details of employees, provide documentation in the event of a claim against the organisation.

All over the globe retaining employees is a most critical factor for the organisations. High employee turnover is more common in private sector as compared to public. In construction industry, to reduce employee turnover and to improve the productivity of an organisation, organisations have to be aware of the reasons why an employees quit the organisation?. Employee turnover can be explained as the expenses, in term of money, time, and quality of work, that an organisation bear while replacing an employee. If an organisation fails to satisfy the needs of its employees then it is obvious that the employees will look forward to fulfill their necessities. This chapter discuss the reasons why employees quit their jobs.

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank