The True Costs of Dysfunctional Turnover
5HR02 – Talent management and workforce planning
This CIPD Level 5 video explores the true costs of dysfunctional employee turnover within the context of unit 5HR02 – Talent management and workforce planning. Aligned with assessment criteria AC 3.3, the video examines both direct costs such as recruitment, selection, and induction expenses, alongside indirect costs including lost productivity, diminished team morale, and forfeited return on investment. By analysing methods of measuring turnover and understanding the financial and organisational impact of dysfunctional departures, learners gain essential knowledge for managing talent effectively and demonstrating competence in this critical assessment area.
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: The True Costs of Dysfunctional Turnover
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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