Current Problems High turnover of American GOs Complex village assignment task due to turnover Rotation of six months not taken well by some
employees Recruitment problems – Discrimination laws in US hamper quick screening of resumes Friction between the European and American GOs Newly promoted American Chiefs of Service assigned to foreign locations
Pros and Cons of high turnover Pros – Involuntary turnover like layoffs and downsizing
help during recession Cons – Lowers morale of existing employees Influences others to follow suit Problems in finding immediate replacements Gives across a negative signal to the employees
Quantifiable and NonQuantifiable Costs of Turnover Quantifiable – Direct costs Logistical costs
Non-Quantifiable – Loss of customer satisfaction during the
transition periods Time taken to re-group with new members
Benefits and Drawbacks of HRM practices Benefits Buffer hires recruited to act as mid-season
replacements for GOs who quit or get fired in the middle of a season On the job training gives a hands on experience Discussion with Chiefs of Service on the team composition
Drawbacks Buffer hires get their joining 4-6 months after they
are recruited People don’t know what they would be doing for
Reasons for rotation Advantages
–
Break the routine Motivator for the young GOs - travel the
world Employees get accustomed to different cultures Learn to adapt Disadvantages – Building a team is difficult due to constant changes Logistics costs involved