turnover
turnover is a term used to describe a variety of activities that take place within a business or organization. it is commonly used to assess a business's financial performance. specifically, turnover indicates the rate at which the company's assets, such as inventory, are sold and replaced with new ones. it can also refer to the rate at which employees leave and new ones are hired.
for a company to remain profitable, turnover must not be too low or too high. if turnover is low, it may indicate that sales are decreasing and re-investment in new inventory is not happening, effectively reducing profitability. if turnover is too high, it may suggest that expenses are escalating and the company may be overspending.
sales turnover is measured by calculating the value of goods or services sold by a business against the value of goods or services committed to purchase. this helps to ensure that the business's level of spending does not exceed its sales revenue. in a retail store, for instance, the sales turnover rate would be determined by subtracting the value of the goods still on stock from the inventory when the store opens, then adding the value of goods sold, and then dividing the result by the original value of goods on stock.
employee turnover is calculated by determining the average amount of employees the company has over a certain period of time, then dividing this by the number of people that have left, leaving or been hired during the same period. this helps to manage the growth of a business and maintain the desired customer service levels.
turnover analysis provides management with insights into their resource utilization, customer satisfaction, and effectiveness of marketing campaigns. it also helps business owners to make more informed decisions, such as whether to restock inventory, when to hire employees, or when to cut back on spending. by understanding which areas of the business are performing well and which areas need improvement, businesses can then plan accordingly to make the necessary changes.
turnover intention
turnover intention，简称为ti，指的是雇员对自身目前职业位置抱有的想要改变现状或离职的意愿。即，职工潜在的离职计划或心理。它既可以是雇员表象出来要离职，如主动申请离职，以及向管理层预示着要辞职的表现；也可以是一些隐含的行为，例如逃课，频繁发出请假申请。
ti与企业员工流失之间有着密切的关系，而员工流失给企业带来潜在的巨大损失。因此，绝大多数企业都会重视并尝试最大努力来预测、分析和减少员工的流失情况，而ti作为企业员工流失的先兆，被认为可以作为主要的重点，即及时发现和把握员工的离职计划，提前采取准确的应对措施。
企业若想有效降低员工的离职意向，最常采取的做法是加强对雇员的企业资源管理，并进行广泛的员工满意度调查，以此了解员工的实际情况，随时发现ti潜在倾向，根据具体情况采取有针对性的措施，例如通过提供后期职业发展计划等来提升雇员的职业归属感，避免雇员被动离职。
此外，企业还可通过重视社会责任，不断进行企业内外环境改善，为员工提供优质工作环境和优厚的财务福利，提升员工的工作职业满足感，减少其离职意向动机，维护企业的发展秩序和效率。因此，ti是个灵活而又复杂的概念，它不仅仅关注雇员在当前职位上，对离职的想法，而且要求企业特别是领导者要关注的一个更重要的概念，关注维护和强化企业的整体发展和长远安全。
