A Study on the Factors of Voluntary Returning Employee back to the Company

• Main Authors: Chih-Hui Huang, 黃智慧
• Other Authors: Ying-Mao Deng
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/4qy837

碩士 === 義守大學 === 管理碩博士班 === 105 === The loss that employee resignation brings to a company includes tangible revenues, performance, and efficiency. Other losses like transfer of knowledge and skills, connections, etc. are immeasurable, leaving alone the time and training a company puts on recruitment. The cost of employee resignation is very immense, especially when it comes to the resignation of a key person or supervisor, a company’s foundation and its development can be hugely affected. During the transition of sector structure, experienced and managerial employees are hired to solve the problems that manpower shortage, new employees or management transfer result in. Thus, the study invites eight experienced managers to discuss why resigned employees are hired again from the view of managerial level. The study also tries to figure out what can an organization offer to those returned resigned employees and make them willing to contribute in unstable environment. In the unfriendly status for enterprise recruitment, keeping good employees is of the top priority. The timing and reasons of employees resignation reflect problems of enterprise management. Here are some commonly seen situations: a manager leads group resignation; or new managers force old employees to resign so that they can hire their own men. These situations will bring huge impacts to enterprise and highlight institutional problems. Some reasons of resignation are personal, such as movement, getting married, delivering babies, study or other family factors. Many are irresistible. Enterprises are not able to prevent. However, if these reasons hinder task fulfillment, planning for manpower of job takeover and switch are not fully executed. To handle employee resignation, an enterprise not only to smooth taking over process, but making employees notify it as early as possible on the basis of belonging and internal cohesion. The risk of out of control can be reduced and ready-to-resign employees would not hide some know-how to themselves. A company constantly faces employee resignation. Resignation is a phenomenon. What behind the phenomenon (management flaws) is a serious problems that every company has to deal with. If a company always talks about “valuing employees”, but neglects the real problems, employees will be its passer-bys. The organization could not produce a long-term and stable performance. Through qualitative interviews and explanation in narrative ways, the study found that why resigned employees are hired again is mostly based on the interaction between the employees and the organization or leadership and organizational atmosphere, and the interests and specialty the employees have. The study concludes with internal and external change of environments, organizational aspects and personal aspects.