Tina, the director of HR, is concerned about the high level of turnover at her company. From exit interviews, she suspects that certain supervisors may have higher turnover than others due to their supervisory skills, or lack thereof. In order to verify this hunch, Tina should analyze turnover by . Select one: a. Department and reason for leaving b. Reason for leaving and length of service c. Employee performance rating and demographic characteristics d. Job level and business unit

option C

Explanation:

Employee performance is very important, that is why it is been monitored and evaluated, to see what the employee contribution is, what are the efforts such person is making to the company, these are facts of turn over, it explains man power and the availability of the man power to contribute to the development of the company ,turn over is measure from the input of the employees that is why a better way to measure turn over, a good look at employees KPI will give a better result and conclusion..

CORRECT QUESTION: Tina, the director of HR, is concerned about the high level of turnover at her company. From exit interviews, she suspects that certain supervisors may have higher turnover than others due to their supervisory skills, or lack thereof. In order to verify this hunch, Tina should analyze turnover by department and by

a) employee response to attitude surveys

b) employee length of service

c) employee race and gender

d) employee performance ratings

EMPLOYEE PERFORMANCE RATINGS

Explanation: To verify this hunch, the most reasonable and plausible thing to do is to analyze turnover by department and by employee performance ratings.

Since Tina suspects that the high rate of turnover is as a result of the skills of the supervisors, the analysis of the department should be her first reach. To conclude and verify her suspense, she also should analyse employee performance ratings. This is to enable balance and ensure that no stone is unturned. from these she can be sure where the real cause of the turnover is from, the employees or the supervisors.

"choosing is refusing" means individuals face an opportunity cost with each decision they make. economists state that every decision involves trade-offs. opportunity cost is the least desirable alternative given up as a result of a decision.