ANamgoong-MT203 Assignment-Unit 9

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1 Talent Turnover and Ethics Annie Namgoong Purdue University Global MT203: Human Resource Management – 02 Professor Reginald Doctor 2/13/2024

2 Talent Turnover and Ethics Introduction Onboarding new employees is a time-consuming task. In addition to being time- consuming, onboarding also comes at a cost. The company is making an initial investment in the employee prior to the employee making any contributions to the organization. Ensuring you have the right people in the right roles does not always come easy but once you have mastered this task, retaining employees is next on the agenda. A company’s success heavily relies on having well-trained employees who deliver high performance. High attrition has negative, trickling, effects on an organization such as loss of productivity, sub-par product development and loss of morale for the employees who remain. Business and Ethical Concerns Upon initial investigations at the technology firm, it was discovered that the company does have a subset of employees who are highly skilled, however, they have been far exceeding the hours traditionally worked in a standard work week. These employees have consistently worked 60 or more hours a week. These increased hours have contributed to high attrition. The employees have been experiencing burnout and have opted to exit the organization after a very short time with the company. These many resignations have led to the company not meeting deadlines for projects. The company has an ethical obligation to manage their resources effectively and efficiently. As a result of excessive hours worked, the company has been paying out overtime hours, which comes at a financial loss to the organization. Although there have been additional hours worked, the company continues to miss project commitments. The company is facing a loss due

3 to the onboarding and training costs, as well as the premium rate for the current employees working overtime. The company’s success and longevity rely on its ability to produce output. Client software projects have not consistently been completed as scheduled. These missed opportunities harm the company’s brand and reputation in the market as well. This could have lasting effects and could ultimately determine the success or failure of an organization. Ethical Approach Employee development will play a major role in shifting the organization and reducing attrition. It is recommended that the technology firm exercise a Consequentialist Theory and leverage the ethical approach of Utilitarianism to provide development. In leveraging this approach, the company will be adhering to rules that will produce results that will bring happiness to all impacted. Considering the impact to everyone involved demonstrates to the employee that they are valued but also ensures the company’s best interest is also at the forefront. A reduction in hours worked must be immediately implemented as this is a driver of attrition. Employees can provide better results if they are not overworked. It may appear that productivity is reduced but it will ultimately position the company to have higher quality results. Training and Development Methods It is evident that training and development are needed to improve employee morale, motivation, and to reduce attrition. Employees tend to stay at companies when they enjoy the people that they work with. Building off this mindset, it is recommended that group-building methods be leveraged. If bonds are created through relationship building at work, this will have a positive impact to morale, motivation, and attrition. Employees will feel they are part of something bigger. Considering immediate results will be required to address the problem of

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4 attrition, the method of cross-training will be especially critical during this time. Team members should be prepared to take over another team members role and responsibilities as needed (Noe, Hollenbeck, Gerhart, & Wright, 2021, p. 216). This will prove beneficial while the organization works to reduce attrition. Coordination training will also be especially helpful as the team needs to redirect its focus to ensure completion of client projects. Training the employees on sharing information and decision-making that considers the best team performance will produce great results for the organization (Noe et al., 2021, p. 216). As the team works together on shared goals, coupled with the reduction in hours worked, an overall improvement in employee morale and motivation will be felt by all. Employees should also be provided with one-on-one coaching sessions where feedback is provided to them, and they have an opportunity to provide feedback. This allows the organization an opportunity to proactively address concerns. Addressing reported issues will demonstrate to the employee their feedback is valued and valuable to the success of the organization. Conclusion A concentrated effort must be made on employee growth and development. The happiness of the company’s greatest assets and resources will ultimately determine if the company will be successful and exhibit longevity, or if they will fail. Employee satisfaction is the driver for attrition. Providing employees with the tools and resources to be successful will lead to happier employees that will produce higher quality work. This is needed in any and every organization.

5 References Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of human resource management (9th ed.). McGraw-Hill.

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