英国代写论文：雇员保留
英国代写论文：雇员保留
在上面的日记中，作者指出，这些失误要么是自愿的，要么是不由自主的。一些自愿和自愿离职的人理解营业额。在工作的情况下，应确定志愿失误的原因分析（Abelson，1987）。
调查了组织支持感（POS）在计算组织内自愿离职中的作用。支持人力资源被认为是提供促进POS机有三大类，可能有助于确定离职成本的贡献；分离成本、重置成本、培训成本（艾伦和格里菲思岸边，2003）。
组织内人力资源实践的参与决定了销售和离职率的增长。人力资源实践，重视对人力资本的投资更可能带来减少周转和提高组织绩效（巴特，2002）。
低和高营业额是有害的组织。对公司的承诺和满意度在周转率评价重要（glebbeek和Bax，2004）。
各种心理技术可以应用在工作场所对员工的组织和评价的提升。这些组织必须使用留住员工的激励技巧。心理学的各种理论也可以应用于激励员工和提高性能（布朗，Buccini，Kremer，和环，2004）
讨论了雇员保留的不同做法。几个目标的讨论，可以帮助雇主和人力资源专业人士申请而采用任用个人（McCabe，2004）。
英国代写论文：雇员保留
In the above journal the writer suggests the turnovers are either voluntarily or involuntarily. Some involuntarily and voluntary departure understand the turnover. The circumstances on the job should be determined to analyse the reasons for voluntary turnovers (Abelson, 1987).
Investigation is done on the role of perceived organizational support (POS) in calculating the voluntary turnover within the organization. The supportive HR is considered to provide contribution in promoting POS. There are three categories that may help to determine the turnover costs; Separation costs, replacement costs, and training costs (Allen, Shore and Griffeth, 2003).
The involvement of Human Resource practices within the organization is responsible to determine the growth in sales and quit rates. The Human Resource practices that pay attention towards Human capital investment are more likely to bring reduction in turnover and increase organizational performance (Batt, 2002).
Low as well as high turnover is harmful for the organizations. Commitment towards the firm and satisfaction are important in evaluating the turnover rates (Glebbeek & Bax, 2004).
Various psychological techniques can be applied on the work place for the upliftment of organization and appraisal of employees. The organizations are required to use the motivational tips for retaining employees. Various psychological theories can also be applied to motivate employees and improve performance (Brown, Buccini, Kremer, & Rings, 2004)
Different types of practices are discussed retention of employees. Several aims and goals are discussed that can help employers and HR professionals to apply while employing and appointing individuals (McCabe, 2004).
