ual salary to replace an employee. To be specific, many fast-food companies calculate the cost at $500 to replace one crew person and about $1,500 to replace a manager while in the trucking industry, the estimate of every driver replacement expense is between $3,000 to $5,000.
             A Louis Harris and Associates survey shows the cost of losing a typical worker at $50,000. Other surveys suggest that the average internal cost-per-hire for an engineer is $4,901, computer programmer $2,500, secretary $1,000, retail sales associate $350, and assembly line worker $300. (Abbasi & Hollman, 2000), [2]
             A major insurance company found out that its average cost per fire was $35,000 which resulted in company-wide replacement costs of tens of millions of dollars a year. (Oh, 1996), [5],
             Estimates of the dollar cost of turnover vary widely. Some sources report that hiring and training an hourly worker costs 300 to 700 times the hourly wage; others place the cost of a single turnover at between 100 and 300 percent of the employee's annual wages or salary. According to HR.com, a human resources Internet portal, replacing a worker costs 2 to 3 times as much as keeping an existing employee. (Moody, 2000) [6]
             According to Kaye & Jordan-Evans, [8], studies have found that the cost of replacing lost talent is 70% to 200% of that employee's annual salary.
             Study by Jardine & Amig (2001), [7], which is the latest I can find, suggests that the average cost of employee turnover is 25% of the employee's annual salary plus 25% of the benefits package offered.
             Although the exact figures of the cost of employee turnover differ extensively across various industries and according to different studies, all the above mentioned studies suggest a similar theme in respect of the cost that employee turnover is too expensive and costly to be ignored.
             As mentioned by White (1995), [4], tangible cost include time involved for recruitment, selection and ...