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  2. More work, same salary. How employees should respond to a ...

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    A 2023 report from HR and payroll company ADP found within a month after their first promotion, 29% of employees had left their employers. Some of that may come from dry-promoted employees using ...

  3. CHROs are being asked to ‘do more with less’ and it ... - AOL

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    A whopping 71% of respondents say burnout among HR staff is more challenging than pre-pandemic, according to a February 2023 survey from consulting firm Gartner. Additionally, more than half of ...

  4. Employee retention - Wikipedia

    en.wikipedia.org/wiki/Employee_retention

    An alternative motivation theory to Maslow's hierarchy of needs is the motivator-hygiene (Herzberg's) theory. While Maslow's hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate from factors leading to poor job satisfaction and employee turnover.

  5. How Marriott solved its record-high turnover crisis by ...

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    For example, the company now offers more part-time roles, consistent work schedules for employees, and the option to swap or pick up extra shifts. The part-time roles have been popular for parents ...

  6. Employee turnover - Wikipedia

    en.wikipedia.org/wiki/Employee_turnover

    While turnover includes employees who leave of their own volition, it also refers to employees who are involuntarily terminated or laid off. In the case of turnover, HR's role is to replace employees, while positions vacated through attrition may remain unfilled. Employee churn refers to the total number of attrition and turnover cases combined.

  7. Job embeddedness - Wikipedia

    en.wikipedia.org/wiki/Job_embeddedness

    Job embeddedness was first introduced by Mitchell and colleagues [1] in an effort to improve traditional employee turnover models. According to these models, factors such as job satisfaction and organizational commitment and the individual's perception of job alternatives together predict an employee's intent to leave and subsequently, turnover (e.g., [4] [5] [6] [7]).

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