One of the significant functions, and probably the one that most people consider first when thinking about human resources, is the function of hiring employees for an organization. The demand for additional employees may be the result of expansion within the organization or turnover. The hope of every human resources department is that the reason for the increase in employees is the result of expansion and not involuntary or voluntary turnover. Involuntary turnover is the termination of employees from the organization whose services are no longer needed or desired. When an employee termination occurs, it “represents a failure of some part of the HR system” (DeNisi & Griffin, 2011, p. 129). It's unfortunate, but even with the best staffing and recruiting methods, it's possible to hire an employee who is unmotivated to perform the job acceptably or, in some circumstances, unable to perform the job duties. If there is a possible way to retain the employee through employee counseling, retraining, or reassignment, it is in the best interest of the organization. The loss of an employee, due to involuntary or voluntary turnover, is costly to the organization in terms of time and money spent recruiting and training the departing employee, as well as in terms of costs of subsequently hiring and training a new one. employee. If an employee is experiencing performance issues due to lack of training or perhaps incompatibility with their current supervisor, there are options such as reassignment to an area where they are more capable of performing the job duties or under a supervisor with one different management style. Employee assistance programs can be helpful for employees who are facing personal issues involving… half of the document… Y, ethics, company culture and mission statements need to be reviewed in order to Strengthen the goals and direction of the organization. I also strongly believe that an organization should encourage and help with any job enrichment training and education that employees are interested in pursuing. Annual confidential surveys of job satisfaction and employee needs will be conducted. Whenever possible, actions will be taken to improve satisfaction and reevaluate changing needs within the organization. I would like to have an open door policy, so that employees feel valued and seen as individuals in an organization who are willing to work with them to meet their needs where possible. Works Cited De Nisi, A. & Griffin, R. ( 2011). Human resources decision making in organizations. In HR (pp.129-138). Mason, OH. Southwestern Cengage.