High employee turnover is one of the most important challenges facing companies and various business institutions, and one of the problems that human resources management teams face greatly within companies.

This makes us look for real solutions that can radically solve the problem of employee turnover by employing technology in management. So we can ask: Do professional HR programs help reduce employee turnover within companies?

The answer is yes. Human resource management systems "HR programs" provide tools and solutions that help organize all work tasks in human resources management and solve problems, including high employee turnover.

Sometimes companies may face difficulty in knowing the reasons behind this increase, or the inability to develop effective executive plans to reduce it.

In this new article on our blog, we will explain to you in detail what is the employee turnover rate within companies, and how professional HR programs contribute to reducing employee turnover by large percentages and providing a radical solution to this problem.

What is the concept of employee turnover rate?
The term employee turnover rate refers to the rate of employees leaving work in companies, and this rate is measured to ensure the turnover index to determine whether this rate is at a normal rate or at a high rate.

If the percentage is high, companies should start by knowing the reasons behind this increase; to analyze the situation and find solutions that can effectively reduce employee turnover.

The employee turnover rate is calculated through an equation based on three important numbers and determined by a time period that depends on the company's vision.

The following are the most important of these numbers according to which the employee turnover rate is calculated:

Number of employees at the beginning of the specified time period.
Number of employees at the end of the same specified time period.
Number of employees who have left work with the company.
These numbers are used through a mathematical equation based on determining the percentage of the employee turnover rate, and that equation is:

Number of employees who have left work with the company / (Number of company employees at the beginning of the specified time period + Number of employees at the end of the time period) * 100

Based on the result of this equation, the employee turnover index is determined to work on solving any problem that the company may not be aware of.

The reasons for the high employee turnover rate may vary, some of which may be due to the employee or reasons resulting from the work environment within the company itself. Below we learn about the most prominent reasons for the high employee turnover rate within different companies and institutions.

What are the reasons for the high employee turnover rate within companies?
Employee dissatisfaction due to the lack of material and moral appreciation.
Lack of training and development plans for employees.
Lack of communication between employees and managers.
In addition to many other reasons that may differ from one company to another, so working to reduce employee turnover is one of the tasks that companies must start resorting to and studying well and successfully; To contribute to reducing this problem due to the losses it causes at the production level and at the level of losing talented and influential human elements.

How do HR programs contribute to reducing employee turnover effectively?
Paying attention to reducing employee turnover contributes to maintaining talented and competent employees and ensuring the continuity and success of work, which can be achieved by using fully automated HR programs to help human resources managers and business owners manage employees more effectively.

Integrated professional HR programs provide a set of smart solutions and tools that can reduce employee turnover at high rates through the following:

Developing and improving the recruitment process
The first step that can contribute to reducing employee turnover is the good and appropriate selection of new employees by relying on tools that help achieve this successfully, which is what HR programs have of tools that work to organize the process of selecting employees and contribute to the correct selection in line with the company's needs.

This is also through tools for analyzing the resume data of applicants to select the most suitable among them, which reduces errors resulting from choosing people who may not be suitable and reduces the costs incurred by the company as a result.

Developing effective training programs
One of the reasons that work to enhance employee satisfaction and loyalty to the company and maintain them, which helps to effectively reduce employee turnover, is the interest in developing their performance periodically.

This can be achieved through continuous performance evaluation to identify weaknesses in employees and analyze this data through HR program tools that contribute to developing training plans to develop and improve employee performance and improve productivity within the company in return.

Salary and Promotion Structure
In order to obtain employee satisfaction, retain them, and reduce employee turnover by a large percentage, attention must also be paid to the financial aspect represented by salaries and job promotions, which can be implemented by determining appropriate salaries for each job title within the company and in line with the labor market, and establishing mechanisms based on evaluations and training to monitor the job performance of all employees periodically, and rewarding employees with advanced performance by increasing their salaries, determining appropriate rewards, and developing clear plans for promotions, so that the employee feels appreciated as a result of his performance.

Effective Communication with Employees
In order for HR managers to be able to identify and know any problems or challenges related to employees, whether resulting from performance or dealing, channels must be provided for internal communication between them and employees to solve any problem that may result from the company itself or a problem related to the employee.

This can be implemented and achieved successfully by using integrated professional HR programs, which contain ready-made questionnaire templates that can also be modified to