Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study

Bibliographic Details
Main Author: Souza, Pâmela Luciana
Publication Date: 2022
Other Authors: Castañeda-Ayarza, Juan, Spilleir, Davi
Format: Article
Language: por
Source: Revista de Administração IMED - RAIMED
Download full: https://seer.atitus.edu.br/index.php/raimed/article/view/4448
Summary: This study aimed to carry out a situational diagnosis about the employee turnover of a large company, located in the city of Campinas - SP. In addition to the theoretical part, the research sought to contribute with the selected company in the initial efforts to identify causes of voluntary turnover and determinants for talent retention. Data collection was carried out through the application of questionnaires by electronic way, in a target audience formed by 20 managers and 40 employees. The data revealed a mismatch between the situational understanding of employees and managers in several points that were highlighted as relevant for the permanence of employees, such as the career plan and the relationship with the managers. The case study showed, similar to what is found in the literature, how the insufficiency of concrete talent retention management measures by the company ends up resulting, for example, in the high turnover faced. Theoretically, this study reinforces the need for the evolution of human resources management models in the generational pace and in the multiple individual and social needs.
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spelling Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case StudyRetenção de Talentos e Turnover: Diagnóstico e Discussão de Fatores a Partir de um Estudo de CasoHuman resources management; Talent retention; TurnoverGestão de Recursos Humanos; Retenção de talentos; RotatividadeThis study aimed to carry out a situational diagnosis about the employee turnover of a large company, located in the city of Campinas - SP. In addition to the theoretical part, the research sought to contribute with the selected company in the initial efforts to identify causes of voluntary turnover and determinants for talent retention. Data collection was carried out through the application of questionnaires by electronic way, in a target audience formed by 20 managers and 40 employees. The data revealed a mismatch between the situational understanding of employees and managers in several points that were highlighted as relevant for the permanence of employees, such as the career plan and the relationship with the managers. The case study showed, similar to what is found in the literature, how the insufficiency of concrete talent retention management measures by the company ends up resulting, for example, in the high turnover faced. Theoretically, this study reinforces the need for the evolution of human resources management models in the generational pace and in the multiple individual and social needs.Este estudo teve como objetivo realizar um diagnóstico situacional acerca do turnover dos funcionários de uma empresa de grande porte, localizada na cidade de Campinas - SP. Para além da parte teórica, a pesquisa buscou contribuir com a empresa selecionada nos esforços iniciais para identificar causas do turnover voluntário e determinantes para a retenção de talentos. A coleta de dados realizou-se através da aplicação de questionários por meio eletrônico, em um público-alvo formado por 20 gestores e 40 colaboradores. Os dados revelaram descompasso entre o entendimento situacional dos colaboradores e de gestores em diversos pontos que foram destacados como relevantes para a permanência dos colaboradores, como o plano de carreira e a própria relação com os gestores. O estudo de caso evidenciou, semelhante ao que é encontrado na literatura, como a insuficiência de medidas concretas de gestão de retenção de talentos por parte da empresa acaba por resultar, por exemplo, no alto turnover enfrentado. Teoricamente, este estudo reforça a necessidade da evolução dos modelos de gestão de recursos humanos no compasso geracional e das múltiplas necessidades individuais e sociais.Complexo de Ensino Superior Meridional S.A.Souza, Pâmela LucianaCastañeda-Ayarza, JuanSpilleir, Davi2022-08-23info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionapplication/pdfhttps://seer.atitus.edu.br/index.php/raimed/article/view/444810.18256/2237-7956.2022.v12i1.4448Revista de Administração IMED; v. 12, n. 1 (2022): janeiro-junho; 128-1502237-795610.18256/2237-7956.2022.v12i1reponame:Revista de Administração IMED - RAIMEDinstname:Faculdade Meridional (IMED)instacron:IMEDporhttps://seer.atitus.edu.br/index.php/raimed/article/view/4448/3084/*ref*/Al Ariss, A., Vassilopoulou, J., Özbilgin, M. F., & Game, A. (2013). Understanding career experiences of skilled minority ethnic workers in France and Germany. International Journal of Human Resource Management, 24(6), 1236–1256./*ref*/Ampomah, P., & Cudjor, S. (2015). The effect of employee turnover on organizations. Asian Journals of Social Sciences and Management Studies, 2(1), 21-24./*ref*/Araujo, L. C. G. de, Garcia, A. A. (2009). Gestão de pessoas: estratégias e integração organizacional. São Paulo: Atlas./*ref*/Becker, G. V., & Ruas, R. L. (1998). Aplicação de programas de participação nos lucros ou resultados como estratégia de comprometimento na gestão de recursos humanos. Porto Alegre: UFRGS./*ref*/Benson, J., Brown, M. (2011). Generations at work: Are there differences and do they matter? International. Journal of Human Resource Management, 22(9), 1843–1865./*ref*/Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 5524–5539./*ref*/Brondani, J. P. (2010). Relacionamento interpessoal e o trabalho em equipe: uma análise sobre a influência na qualidade de vida no trabalho. Porto Alegre./*ref*/CGU - Controladoria Geral da União. (2019). Abono salarial. Recuperado de http://www.portaltransparencia.gov.br/programas-e-acoes/acao/0581-abono-salarial/*ref*/Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122./*ref*/Festing, M., & Schäfer, L. (2013). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 10./*ref*/Freese, C., & Schalk, R. (2008). How to measure the psychological contract? A critical criteria-based review of measures. South African Journal of Psychology, 38(2), 269–286./*ref*/Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603./*ref*/Heneman, H. G. (1981). Managing personnel and human resources. Strategies and programs. Illinois: Dow Jones-Irwin./*ref*/Katz, D., Khan, R. L. (1974). Psicologia social das organizações. São Paulo: Atlas./*ref*/Katzenbach, J. R., & Smith, D. K. (2001). Equipes de alta performance: conceitos, princípios e técnicas para potencializar o desempenho das equipes. Rio de Janeiro: Campus./*ref*/Kohn, A. (1998). Punidos pelas recompensas. São Paulo: Atlas./*ref*/Lemos, A. H. da C. (2010). Empregabilidade e individualização da conquista do emprego. São Paulo: Atlas./*ref*/Likert, R. (1932). A technique for the measurement of attitudes. Archives of Psychology, 140, 1-55./*ref*/Malaeb, C. R. (2012). Talent management as a key driver to employee performance. In B. Chapelet, & M. LeBerre (Eds.), Producing new knowledge on innovation management. Grenoble: PUG, 209–222./*ref*/McDonnell, A. (2011). Still fighting the ‘war for talent’? Bridging the science versus practice gap. Journal of Business and Psychology, 26(2), 169–173./*ref*/Mensah, J. K., & Bawole, J. N. (2018). Testing the mediation effect of person-organisation fit on the relationship between talent management and talented employees’ attitudes. International Journal of Manpower, 39(2), 319-333./*ref*/Milkovich, G. T., & Boudreau, J. W. (2010). Administração de recursos humanos. São Paulo: Atlas./*ref*/Muthukumaran, M., & Latha, L. (2013). Reducing employee turnover: A retention strategy. Acta de Gerencia Ciencia, 1(2), 21-26./*ref*/Naidoo, R. (2016). A communicative-tension model of change-induced collective voluntary turnover in IT. Journal of Strategic Information Systems, 22./*ref*/Nayak, S., Bhatnagar, J., & Budhwar, P. (2017). Leveraging social networking for talent management: An exploratory study of Indian firms. Thunderbird International Business Review, 60(1), 21-37./*ref*/Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2010). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill./*ref*/Oliveira, L. B. de, & Honório, S. R. F. S. (2014). Atração e desligamento voluntário de jovens empregados: um estudo de caso no setor jornalístico. Rev. Adm, 49(4), 714-730./*ref*/Oliveira, M. Z., Beria, F. M., & Gomes, W. B. (2016). Validity evidence for the turnover and attachment motives survey (TAMS) in a Brazilian sample. Paideia, 26(65), 333-342./*ref*/Oludayo, O. A., Akanbi, C. O., Obot, B. M., Popoola, S. I., & Atayero, A. A. (2018). Influence of talent retention strategy on employees' attitude to work: Analysis of survey data. Data in Brief, 20, 698-705./*ref*/Russ-Eft, D. F. (2014). Human resource development, evaluation, and sustainability: what are the relationships? Human Resource Development International, 17(5), 545–559./*ref*/Satiani, B., Williams, T. E., Brod, H., Way, D. P., & Ellison, E. C. (2013). A review of trends in attrition rates for surgical faculty: A case for a sustainable retention strategy to cope with demographic and economic realities. Journal of the American College of Surgeons, 216(5), 944-953./*ref*/Schein, E. H. (1982). Psicologia organizacional. Rio de Janeiro: Prentice Hall./*ref*/Schröeder, C. S., & Antunes, M. P. (2011). Gestão do conhecimento corporativo: Um fator de competitividade para as organizações. Revista de Administração IMED, 1(1), 29-53./*ref*/Schuster, M. S., Dias, V. V. (2012). Plano de carreiras nos sistemas de gestão público e privado: Uma discussão à luz das teorias motivacionais. Revista de Administração IMED, 2(1), 1-17./*ref*/Teixeira, J. E. (2002). Clima organizacional: empregados satisfeitos fazem bem aos negócios. In Boog, G., & Boog, M. (Coord.), Manual de gestão de pessoas e equipes. São Paulo: Gente./*ref*/Theron, M., Barkhuizen, N., & Plessis, Y. (2014). Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa. Journal of Industrial Psychology, 40(1), 1-14./*ref*/Thunnissen, M., Boselie, P., & Fruytier, B. (2013). Talent management and the relevance of context: Towards a pluralistic approach. Human Resource Management Review, 23(4), 326–336./*ref*/Tziner, A. (2002). Human resources management and organization behavior. Aldershot: Ashgate./*ref*/Wobster, L., & Escamilla, L. (2013). Case study of employee turnover at Ice Cream Deli in Mexico. Journal of Business Case Studies, 9(3), 193-202./*ref*/Wood, J. T., & Picarelli, V. (2004). Remuneração e carreira por habilidades e por competências: preparando a organização para a era das empresas de conhecimento intensivo. São Paulo: Atlas.Direitos autorais 2022 Pâmela Luciana Souza, Juan Castañeda-Ayarza, Davi Spilleirinfo:eu-repo/semantics/openAccess2023-06-30T12:40:06Zoai:ojs.imed1.tempsite.ws:article/4448Revistahttps://seer.atitus.edu.br/index.php/raimedPRIhttps://seer.atitus.edu.br/index.php/raimed/oairaimed@imed.edu.br2237-79562237-7956opendoar:2023-06-30T12:40:06Revista de Administração IMED - RAIMED - Faculdade Meridional (IMED)false
dc.title.none.fl_str_mv Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
Retenção de Talentos e Turnover: Diagnóstico e Discussão de Fatores a Partir de um Estudo de Caso
title Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
spellingShingle Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
Souza, Pâmela Luciana
Human resources management; Talent retention; Turnover
Gestão de Recursos Humanos; Retenção de talentos; Rotatividade
title_short Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
title_full Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
title_fullStr Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
title_full_unstemmed Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
title_sort Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study
author Souza, Pâmela Luciana
author_facet Souza, Pâmela Luciana
Castañeda-Ayarza, Juan
Spilleir, Davi
author_role author
author2 Castañeda-Ayarza, Juan
Spilleir, Davi
author2_role author
author
dc.contributor.none.fl_str_mv

dc.contributor.author.fl_str_mv Souza, Pâmela Luciana
Castañeda-Ayarza, Juan
Spilleir, Davi
dc.subject.por.fl_str_mv Human resources management; Talent retention; Turnover
Gestão de Recursos Humanos; Retenção de talentos; Rotatividade
topic Human resources management; Talent retention; Turnover
Gestão de Recursos Humanos; Retenção de talentos; Rotatividade
description This study aimed to carry out a situational diagnosis about the employee turnover of a large company, located in the city of Campinas - SP. In addition to the theoretical part, the research sought to contribute with the selected company in the initial efforts to identify causes of voluntary turnover and determinants for talent retention. Data collection was carried out through the application of questionnaires by electronic way, in a target audience formed by 20 managers and 40 employees. The data revealed a mismatch between the situational understanding of employees and managers in several points that were highlighted as relevant for the permanence of employees, such as the career plan and the relationship with the managers. The case study showed, similar to what is found in the literature, how the insufficiency of concrete talent retention management measures by the company ends up resulting, for example, in the high turnover faced. Theoretically, this study reinforces the need for the evolution of human resources management models in the generational pace and in the multiple individual and social needs.
publishDate 2022
dc.date.none.fl_str_mv 2022-08-23
dc.type.none.fl_str_mv
dc.type.driver.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
format article
status_str publishedVersion
dc.identifier.uri.fl_str_mv https://seer.atitus.edu.br/index.php/raimed/article/view/4448
10.18256/2237-7956.2022.v12i1.4448
url https://seer.atitus.edu.br/index.php/raimed/article/view/4448
identifier_str_mv 10.18256/2237-7956.2022.v12i1.4448
dc.language.iso.fl_str_mv por
language por
dc.relation.none.fl_str_mv https://seer.atitus.edu.br/index.php/raimed/article/view/4448/3084
/*ref*/Al Ariss, A., Vassilopoulou, J., Özbilgin, M. F., & Game, A. (2013). Understanding career experiences of skilled minority ethnic workers in France and Germany. International Journal of Human Resource Management, 24(6), 1236–1256.
/*ref*/Ampomah, P., & Cudjor, S. (2015). The effect of employee turnover on organizations. Asian Journals of Social Sciences and Management Studies, 2(1), 21-24.
/*ref*/Araujo, L. C. G. de, Garcia, A. A. (2009). Gestão de pessoas: estratégias e integração organizacional. São Paulo: Atlas.
/*ref*/Becker, G. V., & Ruas, R. L. (1998). Aplicação de programas de participação nos lucros ou resultados como estratégia de comprometimento na gestão de recursos humanos. Porto Alegre: UFRGS.
/*ref*/Benson, J., Brown, M. (2011). Generations at work: Are there differences and do they matter? International. Journal of Human Resource Management, 22(9), 1843–1865.
/*ref*/Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 5524–5539.
/*ref*/Brondani, J. P. (2010). Relacionamento interpessoal e o trabalho em equipe: uma análise sobre a influência na qualidade de vida no trabalho. Porto Alegre.
/*ref*/CGU - Controladoria Geral da União. (2019). Abono salarial. Recuperado de http://www.portaltransparencia.gov.br/programas-e-acoes/acao/0581-abono-salarial
/*ref*/Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.
/*ref*/Festing, M., & Schäfer, L. (2013). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 10.
/*ref*/Freese, C., & Schalk, R. (2008). How to measure the psychological contract? A critical criteria-based review of measures. South African Journal of Psychology, 38(2), 269–286.
/*ref*/Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
/*ref*/Heneman, H. G. (1981). Managing personnel and human resources. Strategies and programs. Illinois: Dow Jones-Irwin.
/*ref*/Katz, D., Khan, R. L. (1974). Psicologia social das organizações. São Paulo: Atlas.
/*ref*/Katzenbach, J. R., & Smith, D. K. (2001). Equipes de alta performance: conceitos, princípios e técnicas para potencializar o desempenho das equipes. Rio de Janeiro: Campus.
/*ref*/Kohn, A. (1998). Punidos pelas recompensas. São Paulo: Atlas.
/*ref*/Lemos, A. H. da C. (2010). Empregabilidade e individualização da conquista do emprego. São Paulo: Atlas.
/*ref*/Likert, R. (1932). A technique for the measurement of attitudes. Archives of Psychology, 140, 1-55.
/*ref*/Malaeb, C. R. (2012). Talent management as a key driver to employee performance. In B. Chapelet, & M. LeBerre (Eds.), Producing new knowledge on innovation management. Grenoble: PUG, 209–222.
/*ref*/McDonnell, A. (2011). Still fighting the ‘war for talent’? Bridging the science versus practice gap. Journal of Business and Psychology, 26(2), 169–173.
/*ref*/Mensah, J. K., & Bawole, J. N. (2018). Testing the mediation effect of person-organisation fit on the relationship between talent management and talented employees’ attitudes. International Journal of Manpower, 39(2), 319-333.
/*ref*/Milkovich, G. T., & Boudreau, J. W. (2010). Administração de recursos humanos. São Paulo: Atlas.
/*ref*/Muthukumaran, M., & Latha, L. (2013). Reducing employee turnover: A retention strategy. Acta de Gerencia Ciencia, 1(2), 21-26.
/*ref*/Naidoo, R. (2016). A communicative-tension model of change-induced collective voluntary turnover in IT. Journal of Strategic Information Systems, 22.
/*ref*/Nayak, S., Bhatnagar, J., & Budhwar, P. (2017). Leveraging social networking for talent management: An exploratory study of Indian firms. Thunderbird International Business Review, 60(1), 21-37.
/*ref*/Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2010). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill.
/*ref*/Oliveira, L. B. de, & Honório, S. R. F. S. (2014). Atração e desligamento voluntário de jovens empregados: um estudo de caso no setor jornalístico. Rev. Adm, 49(4), 714-730.
/*ref*/Oliveira, M. Z., Beria, F. M., & Gomes, W. B. (2016). Validity evidence for the turnover and attachment motives survey (TAMS) in a Brazilian sample. Paideia, 26(65), 333-342.
/*ref*/Oludayo, O. A., Akanbi, C. O., Obot, B. M., Popoola, S. I., & Atayero, A. A. (2018). Influence of talent retention strategy on employees' attitude to work: Analysis of survey data. Data in Brief, 20, 698-705.
/*ref*/Russ-Eft, D. F. (2014). Human resource development, evaluation, and sustainability: what are the relationships? Human Resource Development International, 17(5), 545–559.
/*ref*/Satiani, B., Williams, T. E., Brod, H., Way, D. P., & Ellison, E. C. (2013). A review of trends in attrition rates for surgical faculty: A case for a sustainable retention strategy to cope with demographic and economic realities. Journal of the American College of Surgeons, 216(5), 944-953.
/*ref*/Schein, E. H. (1982). Psicologia organizacional. Rio de Janeiro: Prentice Hall.
/*ref*/Schröeder, C. S., & Antunes, M. P. (2011). Gestão do conhecimento corporativo: Um fator de competitividade para as organizações. Revista de Administração IMED, 1(1), 29-53.
/*ref*/Schuster, M. S., Dias, V. V. (2012). Plano de carreiras nos sistemas de gestão público e privado: Uma discussão à luz das teorias motivacionais. Revista de Administração IMED, 2(1), 1-17.
/*ref*/Teixeira, J. E. (2002). Clima organizacional: empregados satisfeitos fazem bem aos negócios. In Boog, G., & Boog, M. (Coord.), Manual de gestão de pessoas e equipes. São Paulo: Gente.
/*ref*/Theron, M., Barkhuizen, N., & Plessis, Y. (2014). Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa. Journal of Industrial Psychology, 40(1), 1-14.
/*ref*/Thunnissen, M., Boselie, P., & Fruytier, B. (2013). Talent management and the relevance of context: Towards a pluralistic approach. Human Resource Management Review, 23(4), 326–336.
/*ref*/Tziner, A. (2002). Human resources management and organization behavior. Aldershot: Ashgate.
/*ref*/Wobster, L., & Escamilla, L. (2013). Case study of employee turnover at Ice Cream Deli in Mexico. Journal of Business Case Studies, 9(3), 193-202.
/*ref*/Wood, J. T., & Picarelli, V. (2004). Remuneração e carreira por habilidades e por competências: preparando a organização para a era das empresas de conhecimento intensivo. São Paulo: Atlas.
dc.rights.driver.fl_str_mv Direitos autorais 2022 Pâmela Luciana Souza, Juan Castañeda-Ayarza, Davi Spilleir
info:eu-repo/semantics/openAccess
rights_invalid_str_mv Direitos autorais 2022 Pâmela Luciana Souza, Juan Castañeda-Ayarza, Davi Spilleir
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv Complexo de Ensino Superior Meridional S.A.
publisher.none.fl_str_mv Complexo de Ensino Superior Meridional S.A.
dc.source.none.fl_str_mv Revista de Administração IMED; v. 12, n. 1 (2022): janeiro-junho; 128-150
2237-7956
10.18256/2237-7956.2022.v12i1
reponame:Revista de Administração IMED - RAIMED
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repository.name.fl_str_mv Revista de Administração IMED - RAIMED - Faculdade Meridional (IMED)
repository.mail.fl_str_mv raimed@imed.edu.br
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