Measuring Turnover and Strategic HR Implications
5HR02 – Talent management and workforce planning
This CIPD Level 5 learning video, part of unit 5HR02 on Talent Management and Workforce Planning, explores how organisations measure employee turnover and its strategic HR implications. It addresses assessment criteria AC 3.3 by examining the impact of dysfunctional turnover, including both direct costs such as recruitment, selection, and induction expenses, and indirect costs like productivity loss, knowledge depletion, and reduced team morale. By understanding these measurement methods and financial implications, learners will develop the analytical skills needed to justify talent management interventions and evaluate workforce planning effectiveness.
Assessment Criteria 3.3
Explain the impact of dysfunctional employee turnover.
Indicative Content
Costs associated with dysfunctional employee turnover; methods of measuring employee turnover; direct costs such as recruitment and selection costs, time to process leaver and starter, induction and initial training costs; indirect costs such as loss of productivity by leaver and new starter, loss of skills, knowledge and morale in team, loss of return on any investment for the leaver.
What You'll Learn
Video covering: Measuring Turnover and Strategic HR Implications
About 5HR02 – Talent management and workforce planning
This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed and the tools and interventions required to mitigate this risk.
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