Better Not To Hire to Fire - Staff Turnover during Probation needs to be Rethink?

It is quite common due to various reasons staff may be terminated or voluntarily may be resigned from the job during the probation period and the cost born by company in this period can not be fully recovered. Perhaps, this could be the biggest loss that may arise for a well established firm from human resource side. This may arise accidentally or by the course of action by the management. The arguments are here;

• Company presumes the hired staff is most capable and has ability to contribute to the growth of the company and this selection narrows down the opportunities to show the capacity of other applicants. Hence, this may lower down the morale and expectation of the management.
• Secondly, if it is a well established company, the newly hired staff, though probation, in many times has limited or unlimited access to many of the company private and confidential information. For instance, ideas about company customer, supplier base and business culture and tactics.
• The company and management and  resources have been already used and deployed during recruitment process. Now again, the process needs to be restart. 
• In-house training and induction program costs can not be covered.
• Every hire has some sacrifice to the business communication process, as the newly hired staff will be alienated with customers and suppliers at the initial stage. This may result is possible potential loss of sales revenue for the firm
• Simply creates unnecessary gossips and rumors in the industry  -Staff sustainability is a good indicator of better staff motivation and better management and hence better performance for the entire organization. 
• Based on the nature of business, the staff terminated/ resigned during the probation may implant the business data with someone else soon, probability with another entrepreneur
•  May leak the competitor information and marketing strategies

 Hence, Staff Turnover during Probation  -May be the biggest Sunk Cost for the Firm.

Also we may feel, resignation with training and company access information is risky for the business in the view of strategic management and now the question of sustaining staff arises, how this could be achieved today with minimum cost needs to be examined carefully. Here are my suggestions;

• Attractive pay based on industry average
• Performance monitoring mechanism and appreciation
• Suitable work Environment with modern equipments
• Making other colleagues friendly through induction and orientations, 
•  Paternalistic approach towards staff
• Limited pressure from management
• Showing trust and limited empowerment and delegation 
• When employee hits targets, filling the management comittments 
• Working flexibility at the interest of organization and work 
• Incentive schemes based on company performance and staff performance,
• Increasing the responsibilities

Today since we seek multiple skills geeks in the professional positions all we need is to sustain the staff to minimize the cost and boost the organizational ethics. Do you agree?