Workforce Substitution Creates Downward Slope
Exit interview is defined to be an interrogation survey so as to understand key reasons associated with workforce turnover in an organization. In the context of employee turnover being a reason to drain budgetary capacity of an organization, an exit interview outsourcing is sought to evade such an issue. So to say, it is conducted to create downward slope or reducing in the number of workforce turnover. However, under certain circumstances which are unavoidable, labor turnover results in decreasing performance level of workforce. Unfortunately, when employee turnover befalls workforce substitution takes place which apparently leads to expensive recruitment process for an organization. This article explores how workforce substitution or workforce replacement in the event of employee turnover creates a downward slope or reduces employee productivity rate. First of all, any recruitment process, no matter how time-consuming and expensive, has its own systematic way of selecting best talent resource. However, when recruitment process starts, the current workforce ecosystem within the organization doesn’t get the benefit of efficient workers until the ongoing recruitment process is over.
If the ongoing hiring process fails to handpick better workforce as demanded, it will have its negative effect upon the entire workforce ecosystem. For sure, it will reduce performance level in employees which will hurt the organization in the long run. This will essentially result in ineffectiveness of the team as a whole, as the undergoing projects can’t successfully be completed owning to lack of requisite employees.
