Business – 2.1 HRM – Workforce planning | e-Consult
2.1 HRM – Workforce planning (1 questions)
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Advantages:
- Provides a clear, quantifiable measure of staff stability and organisational health.
- Helps identify potential problems in recruitment, training, or workplace conditions.
Disadvantages:
- Does not differentiate between voluntary and involuntary exits, which can have very different implications.
- Ignores the quality of replacements; high turnover with highly skilled hires may not be detrimental.
Alternative metric: Employee engagement score – measured through regular surveys – can provide insight into the underlying reasons for turnover and complement the quantitative turnover rate.