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Company personnel

From the most carefully constructed viewpoints mentioned by the author, one that brought a thorough persuasion for the readers was the part when the author explained and stressed out a concrete example of how much a company can incur costs when replacing a low-wage employee over a newly recruit company personnel.

The author’s discussion on the study conducted by the American Management Association credibly laid down and conveyed statistical data which helped the author show a clear manifestation of a potentially-inclined employee turnover cost once a company would opt to suspend or terminate the existing employee’s connection with the enterprise. The author painstakingly highlighted relevant data and figures determined to be more influential and believable.

Notwithstanding the author’s justification on saving pre-employment costs, retention of old employees might also give the company an unreasonable outcome for its financial status. Overtime, a company has to update and upgrade its human resources. Low-wage employees who have stayed with the company for a long time has to be suspended and replaced with newly hired employees who are more potentially equipped with modern job techniques, attitudes towards modern world, and knowledge on up to date technologies.

The company may risk some issues on retention of low-wage employees,

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but it is not difficult to deny that every company has to have new and fresh employees time to time who are competitive enough with his skills, his expertise, and his knowledge on a highly-competitive technology. Although the hiring of new employees might not solve the problem on the company’s cost effectiveness instantaneously, employees who are highly regarded as viable and competitive can be of great contribution to the company, overtime.

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