The Problem

O most people working in the company they do not perceive a humane treatment by his superiors, affecting his State of mind; This does not mean that it isn’t a proper treatment; However we live in a world where the individual truths are derived from personal perceptions, and you must work to change this appraisal. Or the economic impact amounted to about $2, 800,000.00 pesos annually. Several experts explained that a high turnover of staff implies for companies constantly search to fill those vacancies, which raises in payroll costs, so many choose to reinstall and relocate staff in other areas of the business for the same salary, to avoid a greater impact.5 By the rotation of the personnel costs can be divided into primary (recruitment and selection, registration and documentation, integration and training, process of low and high of collaborators) and secondary (productivity, attitude problems, overtime, lost customers, among others). In the first case they are easily measurable by be quantitative, but the latter are more difficult to quantify and many companies overlook them. The problem of rotation costs is that many are hidden, and at first sight it fails to note.

The high level of unemployment which exists in our days suggests the owners of enterprises or employers that if a person does not represent biggest problem find someone that replaces it, but they are not giving value to what already invested company. As already mentioned above, it is completely normal and to healthy companies have certain levels of staff turnover which permit the entry of new people with new ideas, but these levels must be controlled, due to the costs and disadvantages that entail. This entity was suffering from a turnover rate of staff outside normal proportions that caused unnecessary expenditures and strong organizational problems. This scenario has a myriad of repercussions: causes a significant sector of the staff you want to look for a new job and another as affects their working efficiency by stimulating them to influence delays, absences, permissions, under performance, conflicts, among others; bringing to the company to make the decision to terminate the employment relationship.