Labour Turnover and Business Sustainability

Question: Describe about the Labour Turnover and Business Sustainability? Answer: Sustainable plan for the business Sustainable plan for the business is quite important, as it helps the management in achieving the set target or objectives. High labour turnover is one of the concerns for the company. The management need to take corrective steps through which the labour turnover can be reduced. In order to retain the staffs, it is essential for retaining the employees. For this, the staffs needs to be motivated and encouraged to be performed at the workplace. There are different factors that causes high labour turnover, which can affect the production plan for the company. Thus, the management need to adopt and implement effective strategy that would help in minimising the turnover. Sustainable plans prepared by the management are usually on the long term basis and for this, it is essential to analyse the available resources in the right manner. Labour force forms an important part in executing the tasks that has been determined by the management. The challenge that exists at the workplace related t o the labour force is handled differently by various companies. In order to handle the issue in the right manner, it is essential to analyse the severity of the issue and draft the best policy through which the challenges can be overpowered (Colakoglu, 2009). Labour turnover and business sustainability High percentage of workforce turnover has a significant impact on the sustainable growth plan of the company. Smaller and controllable percentage of turnover is considered to be part of the business, and usually doesnt have a major impact on the business performance. Increase in the percentage of turnover increases the costs of operations. Management of the company has to incur expenses for recruiting and training new staffs for carrying out the operational activities at the workplace. Higher percentage of turnover of workforce impacts the sustainable plan and increases the challenges that are involved with the operational activities. As a part of the sustainable plan, the company work towards retaining the staffs and improve the production activities. The reason for the increase for the workforce turnover has to be analysed. This would help the management to draft effective policies through which the changes for retaining the staffs. Some of the reasons that causes high turnover is increase in the expectations of the staffs, better pay and work security. Constant turnover affects the performance of the company and delays the execution of the projects, which is important for the business. The time and efforts that needs to be spent for training the staffs is quite expensive. Thus, effective strategies need to be taken for retaining the staffs to carry the operational activities. Plans are implemented to achieve the objectives that have been drafted by the company. Thus, it is necessary to introduce strategies that would encourage the staffs to perform better (Dewettinck, and Buyens, 2006). PROCESS MAP 1 Evaluation of 4 evidences based on the professional business advisors The professional advisor framework has been defined and implemented for the successful performance of the company. In this case, the strategies need to be implemented for achieving the objectives of the company. Professional advisor frameworks can be used for the below mentioned factors Implementing changes in the production activities. Analyse the production process and monitor the stages. Staff performance evaluation Ethical analysis for the management (Dewettinck, and Buyens, 2006) The strategies are analysed, so as to implement the changes that would help in the business development. Labor and strategic management process, would help the company to implement the accurate changes that would help in developing the business. One of the familiar factors for the professional frameworks is associated with the staff performance evaluation. Through this process, the performance of the company is evaluated. The expected changes to retain the staffs can be planned and implemented by the management to increase the production process. The unfamiliar issue is associated with the analysis of the production activities and the evaluating the stages involved with the same. Production process changes and depends upon the challenges that are involved with the production activities. Critical analysis of 4 evidences Sustainable plans for the business is important, as this helps in improving the production activities. The factors associated with the high labour turnover have to be analysed, as this would help the management in drafting the best policy that would motivate the staffs. Laws and rules have been imposed to help the management and the staffs to adopt and implement the best steps through which the changes required for retaining the staffs for the company can be introduced (Sherwood, 2006). Plans for implementing the changes that are associated with improving the production activities Analyse the changes and its impact on the labour market and sustainable plan. Improving the production process Implement plans through which the changes can be introduced. Familiar issue is associated with the strategies adopted for implementing the changes Unfamiliar issues are related to identifying the areas where the changes needs to be implemented for improving the changes. Process Map 2 Summary learning In the case study, the performance of the staffs has been discussed. Performance of the team members have been impacted due to stress and less motivational factors. This has in fact affected the productivity for the company. Despite of taking the corrective steps, the team leader hasnt been able to encourage the staffs. Apart from the performance, the differences between different members of the group have been badly affected. This has impacted the work ability of the staffs or the team members. In order to solve this issue, the team leader needs to analyse the cause of the problem. At the time of analysing the problem, the leader needs to interact with the members and understand the factors that affect their performance. Based on the collected information, corrective steps can be implemented for improving the performance of the company. Better methods for relieving stress level of the staffs have to be sorted out through counselling. Through this method, the leader can interact with the employees or the team members. This would help in analysing the severity of the issue and implement corrective steps to introduce changes. For motivating the staffs, it is essential to improve the work culture. Through this process, the members can be provided with enough resources for improving the performance (Grant, 2008). Literature on sustainable plan The team members of the company can be encouraged to improve upon the performance. Team members can be encouraged to work better by handling the issues that is faced by the team. This would help in increasing the performance (Shalley Ch, Gilson L, and Blum T, 2009). Motivation can be external or an internal factor. In the internal factor the staffs are highly motivated and work towards improving the performance. External factors are associated with the rewards, promotion, and others. Through the model, the management can introduce effective steps that would help the staffs in improving the performance. The work culture needs to be improved as this will help in encouraging the staffs in improving the performance. Factors that could affect the performance of the members needs to be analysed and corrective measures can be introduced by the management. This has to be done after planning the changes that needs to be implemented by the company. The team leader needs to adopt and implement an effective and reliable communication process. Interaction and effective communication is necessary for handling different challenges between the members of the team. Team bonding needs to be increased as this will improve the production process for the company (Kochar, 2008). References Colakoglu S, 2009. Successful pursuit of a boundaryless career: career competencies perspective // Academy of Management Proceedings. P. 1-6. Dewettinck K, and Buyens D, 2006. Linking behavioral control to employee outcomes: testing two explanations using motivation theories // Academy of Management Proceedings. P. 16. Grant A, 2008. 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