Role of HRM in reducing high employee turnover

This dissertation aims to identify the role of HRM in reducing high employee turnover. It explores the factors behind increasing staff turnover rate, the impact of staff turnover on organizational performance, and the role of HR in reducing turnover. The study focuses on Boosts Plc as a case analysis.

Dissertation

Executive Summary
Human resource management is the systematic process of managing people in an
organisation and it can involve recruiting, firing, training and motivating workers. Main purpose
of this dissertation is to identify the role of HRM in reducing high employee turnover. For
achieving this aim, different activities have to be completed by researcher. Introduction is a first
activity that have been done by developing aims and objectives of the research. Literature review
is consider another activity of study that have been completed by using number of secondary
sources such as books, journals, articles, publication research etc. These are more effective and
useful sources that supported researcher in collection of in-depth data about the topic. Research
methodology is consider another activity that have been done by using number of research
methods quantitative research, deductive approach, positivism philosophy etc. These are
consider main methods that helped investigator in collection of primary information regarding
the topic. Findings and interpretation are consider another main activity that was completed by
researcher by using questionnaire. As it is an important tool of primary data collection that help
researcher by providing reliable as well as valid information regarding the current study.
Conclusion and recommendations is consider last activity that helps reader in identification of
research objectives are achieved or not. At last reflection have been done by describing an
individual experience in conducting of this dissertation.

ACKNOWLEDGEMENT
Firstly, I want to give thank to God for encouraging me at all stage of life as well as
giving me more confidence to accomplish my goals and objectives. I also want to thank my
superior for their appropriate guidance and help throughout dissertation by giving information to
me with patience, solving my queries and help me at all stage of project.
In addition I want to thank worker of Boosts Plc who give their time to me for fulfilling
the questionnaire and support in completing each activities of my research in effective manner
with their aid. Without the assist of worker this research may not acquire done effectively.

Table of Contents
Executive Summary ........................................................................................................................2
ACKNOWLEDGEMENT...............................................................................................................3
Title: “To identify the role of human resource in maintaining the high employee turnover. A
study on Boosts Plc..........................................................................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1 Background to research topic.................................................................................................1
1.2 Background to research organisation.....................................................................................1
1.3 Research Rationale.................................................................................................................2
1.4 Research Question.................................................................................................................2
1.5 Research aims and objectives................................................................................................2
Chapter 2: Literature Review...........................................................................................................4
2.1 Introduction of literature review............................................................................................4
2.2 Themes of Literature Review.................................................................................................4
2.3 Conclusion of Literature Review...........................................................................................7
Chapter 3: Methodology .................................................................................................................8
Chapter 4: Findings and analysis ..................................................................................................13
Chapter 5: Conclusion and Recommendations .............................................................................21
Chapter 6: Reflection and alternative research methodology .......................................................23
REFERENES.................................................................................................................................24
.......................................................................................................................................................25

Title: “To identify the role of human resource in maintaining the high
employee turnover. A study on Boosts Plc.
Chapter 1: Introduction
1.1 Background to research topic
An organization today, in competitive business environment cannot survive for long
period, without effective workforce. For attainment of corporate goals, every firm requires to
retain employees who are highly skilled and loyal for giving best performance. In this regard, it
is essential for management to concern on retaining the valuable employees who their level best
for running business successfully (Baporikar, 2020). As workers that stay for longer duration in a
particular organization, used to get more familiar with organisational rules, guidelines as well as
business policies. Therefore, this would get advantage to employers to mould their abilities and
performance as per requirement of business, to achieve certain goals.
With this regard, to reduce labour turnover and retain workers within workers for longer
duration, human resource management performs a specific role (Armstrong and Taylor, 2020).
For this purpose, they conduct a number of activities like development of motivational practices,
hiring right employee at workplace, organising personal and organisational training to meet
needs of workers at per both personal and business level. To evaluate this concept, a research is
under present dissertation, by choosing one of the leading retailer of UK i.e. Boosts Plc. The
reason to choose this firm, is its competitive position and large workforce, where more than
56,000 workers are work in cooperation to achieve business objectives. Under this research, a
number of sources to collect primary and secondary data, with techniques to interpret same, are
used.
1.2 Background to research organisation
Boosts Plc Limited is one of the largest retailer of UK that offers health and beauty related
products, as well as run pharmacy chain in a number of countries. It is founded in 1849 by John
Boot and headquartered in Nottingham, UK. This retailer organisation is considered as one of the
largest firm, that has maintained its level of competencies from last 170 years. In order to sustain
its competitive position, HR management of this firm highly focuses on retaining the workers for
longer period. Taking this objective as main priority, managers of respective retailer also concern
on engaging workforce more in success of company, by giving them tough roles and
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responsibilities (Kehoe and Han, 2020). But due to entrance of global companies in the same
market area, this company has faced a high employee turnover rate, where to retain loyal
workers, HR managers concerns only on implementing the best practices, which are going to be
evaluated under this research, by taking both qualitative and quantitative approaches.
1.3 Research Rationale
Today, as business environment has become much complex, where each and every
organisation mainly seek to gain high competitive advantages. For this purpose, management of
such firms concerns more on developing effective workforce and retaining them for longer
period (Udemba and Ibeneme, 2020). Thus, conducting research on such a vast topic, will help
project team members in enhancing their knowledge about value of workers in an organisation,
including role of human resource management in retaining them at workplace. Doing research on
this selected topic also help project members to develop their abilities in terms of ICT skills (for
making a project), research skills, team-sharing abilities and more. This would develop effective
competencies under researchers, including their employability skills to gain adequate job in
future, as per their educational field. Furthermore, as this project is group based, so, it would
give opportunity to each member to identify own strengths and weaknesses, including ways to
overcome from the same. Working in group project also enhance management and leadership
skills under associated researchers of this project.
1.4 Research Question
To conduct a research, it is essential for project makers to have knowledge about problems
that they have to address, by proper case analysis. In context with present research, following
questions are going to be addressed –
 How increasing staff turnover rate impact on organisational performance?
 Why staff retention is vital for a firm for its business growth?
 How HR team of a company reduce the staff turnover in current and future of business?
1.5 Research aims and objectives
To make dissertation on any topic, proper aims and objectives need to be framed, that
provide guidance and clear instruction to researchers, about what they have to achieve. This
would help in increasing chance of obtaining proper and effective outcomes of research, by
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gathering and analysing information systematically. In this regard, aims and objectives of present
research topic are described as below –
Research aim:
“To determine role of human resource management in a firm in reducing staff
turnover rate. A case analysis on Boosts Plc”
Research objectives:
 To identify the factors that lead to increase staff turnover rate within an organisation
 To evaluate the impact of staff turnover rate on organisational performance
 To determine the role of human resource team of Boosts Plc in reducing its staff turnover
rate.
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Chapter 2: Literature Review
2.1 Introduction of literature review
Literature review are the scholarly sources that is founded from the books, journals,
articles, theses and many others data as well. This has been done on a specified topic or a
question of research in order to relate the research to the existing knowledge. It is more often
written as the research paper or the dissertation that includes the brief and current knowledge on
a particular topic. It has been done as the theoretical and the methodological contribution of a
specified topic. It could be written to generate the brief cognition about the certain topic that has
been generated to emphasis more and more knowledge.
2.2 Themes of Literature Review
First Theme - Factors behind increasing staff turnover rate within an organisation:
As per the viewpoint of Katie Martinelli, 2017, employee turnover rate defines the
percentage of workers that leave the company after the certain period of time and that all will be
replaced by the new employees. There is nothing new in joining and leaving of the employees
from the company and in that some of the reasons are very much foolish that must be avoidable
by the company. On the other hand if employee leave the company because of unhappiness then
it is the major issue that has been resolved by the company. High turnover ratio takes the lot of
time and money of the company as they spend the large amount to provide the required training
to the employees. It could tarnished the reputation of the company and people start assuming that
particular company doesn't have good working culture and start avoiding the company. That is
generated because of lack of growth and progression if company doesn't measure growth on
timely manner then employees losses their hope and look forward to the other company. If
company puts extra work load to the employees that brings more pressure on them and then
employees start leaving the company due to more frustration. If employees doesn't get accurate
feedback then they get bored and doesn't found any path to measure the success and
development. Employees also start leaving the company if they didn't get the exact recognition
from the higher level authority and if there work doesn't get recognised by any other then it was
just the wastage of time. If employees doesn't have any authority to take several decision then it
affects the self esteem of the employees and they start feeling outside and that all contributes to
the higher turnover ratio.
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As per the viewpoint of Rise Staff, 2019, the ability to retain the employees for the longer
period of time has create the good place to work in. top performer and company always linked
with each other as there need will be satisfied by collective efforts and both gain equal
opportunity to measure the success and growth. The growth is the only factor that is very much
natural as performance and ability get increased as per the change and development of time. All
the employees wants success and growth in their life in every aspect no one wants to be like on
same position for a decade . Employee turnover is very much costly for the company as company
spends the lot of time to enhance the skills and ability of the employees. It has been resolved
when flexibility has been imparted in the work schedule as people get start there work as per the
time and requirement. As almost 1.7 million people perform their their as from the home as per
the latest Statistics Canada report. Company must provide health and wellness benefits to the
employees that build the loyalty and trust between both the parties
Second Theme – Impact of staff turnover rate on organisational performance
As per the viewpoint of Irina palesciuc, 2019, companies invest and make the large
investments on the employee to enhance and improvise their skills and abilities and has that
desire to retain the employee for the longer period of time. It has been showed that employee
turnover of one employee has $8 per hour and it cost approx $3,500 to the company. Thus
company must provide accurate and continuous learning by providing required training and
development to measure the growth and development. Company must generate indirect cost as
like bonus, perks, appraisal and many other activities to keep gain the interest of the employee
for the longer period of time. Low turnover ration reflects the performance of the company in
which employee keep retain in the company for the longer period of time and higher turnover
ratios reflects that company doesn't provide require atmosphere to the employees to measure the
growth and development. Low process performance reflects that employees doesn't work
properly within the company and they keep changing their job to satisfy the basic need and
demand. While high process performance reflects the condition in which employee is satisfied
with the job as they get the opportunity on timely basis to measure more and more growth.
As per the viewpoint of Miki Markovich, 2019, high turnover rate has the negative
impact on the success of the company in various ways. By constant hiring and firing of employee
company might loose their objective that they want to achieve after the specific period of time.
Retaining of employee boost the higher energy in the employees and has positive impact on the
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performance of the company. Company can take over from the retention by providing appraisal
and rewards as per the performance of the company. Employee turnover has direct impact on the
profitability and revenue generation of the company. As revenue has the higher impact on the
performance of the company because company might get huge loss of less revenue has been
generated. It reduces the morale and motivation level of the employees as if employee get more
pressure and work load they start finding new job where they get quite relentless. It also reduces
the return on the investments as the quality of the products and services that is offered by the
company get retaliate and it also bring the negative image of brand in the market.
Third Theme – Role of Human Resource in decreasing staff turnover rate
As per the viewpoint of Michelle Reynolds, 2020, human resource department plays the
vital role in the success and development of the company and employee as well by providing
equal opportunity to all to measure more growth and development. Thus HR must apply different
tools and techniques to enhance the turnover ratio and productivity of the employees. HR spend
the lot of time to enhance the profit and development of each employee by which company
attains there goals in an effective and efficient manner. HR must perform recruitment and
selection thus select those candidates that have strong personality and calibre to work with the
company for the longer period of time. HR try to attract those candidates who have better skills
and more stability in there work experience. The process of interview is very much important as
first interaction is the last interaction thus a lot of information has been carried away while
talking with the candidates for the very first time. HR also ensures that all the individual get
proper and required training that improves the performance of the company and give the
satisfaction to the employees as well to measure the success and development in an efficacious
manner. HR must look forward for each and every activities that has been performed by the
company to gain the competitive advantage and record all the performance and provide appraisal
and rewards as per the involvement and performance of the company.
As per the viewpoint of Priya chetty, 2019, employee turnover is he voluntary exit of the
employee to leave the company. Senior managers are the key factor of the organisation to
measure the success and development as they provide leadership, active support, continuous
improvement. The unfavourable conditions motivates the employees to leave the office or the
company otherwise everyone wants to measure the success and growth in their own life. It has
been generated when there is no relativeness of employee towards the company and if they didn't
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have opportunity to improvise their own skills and abilities or it has been counted as career
development opportunities. If company didn't manage the performance of an employee then they
didn't know about what they did and that create more negativity within the company. Thus HR is
the one who performs different functions as per the requirement and demand of the employee
and try to resolve the different issues of the employees on time. HR provide and creates balanced
conditions to al to measure growth and development in an effective manner.
2.3 Conclusion of Literature Review
It has been concluded from the above literature review that employee turnover is the
biggest issue that has been generated with the lack of opportunities and involvement of higher
level authority of an organisation. Employee turnover has high cost to the company as they
invest a lot of time and money to enhance the ability and skills of an employee. This issues has
been resolved by different strategies that has been applied by the HR manager of the company in
which they provide accurate rewards and appreciation as per the performance of the employees.
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Chapter 3: Methodology
A suitable research model helps a researcher in order to collect appropriate data required
regarding research. In this part of research methodology researcher is helped to accumulate
authentic information about all its competitors in today's competitive scenario. It also in one or
other way helps to complete work in a given deadline (Flick, 2015). It is also considered as an
effective section of research where all methods, techniques used and activities of research are
showcased. Below mentioned are some methods suitable for such research:
Research Philosophy: Every research contains of two different type of philosophies.
These philosophies are widely adopted by a researcher. Positivism and interpretivisim are the
two philosophies. In the following project researcher is using interpretivisim. The reason behind
using this philosophy is that this philosophy helps in examining views of every individual and it
also provides a transparent and whole understanding about topic and research. In this case
philosophy of positivism cannot be used effectively. It will require lot of time of researcher. Due
to this work cannot be completed on time (Gioia, Corley and Hamilton, 2013).
Research Approach: there are two broad categories of research approach. These are
deductive and inductive approaches. When researches are to be conducted investigator goes for
inductive approach because it helps in properly examining each wide concept of report. This
approach helps in obtaining a positive result of an research. When talking about global market
most of results a re conducted using this approach because this helps in assembling authenticated
details about regarding topic. On the other hand deductive approach a researcher never uses
deductive approach in their findings because it does not provides reliable data (Green, Camilli
and Elmore, 2012).
Sampling: Sampling is used a s an probabilistic method in primary research. There are
two broad categorization of sampling techniques namely probability and non-probability
sampling techniques. There are also many other types of sampling namely stratified, systematic,
judgemental and random sampling. When looking for designed aims and objectives a researcher
follows stratified and judgemental sampling in order to get correct sample size which might be
required for research. These methods guarantee that equal respondents have been analysed from
all segments of market available for research. For following research judgemental sampling have
also been used. This method ensures that resources as well as time have been saved while
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performing this task. For the following report 50 managers are considered from Food Retail
sector who will have more knowledge about topic thus saving time and resources (Kumar, 2019).
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Data collection: There are two basic ways of data collection which can be used in a
research. They are primary data and secondary data. For this research both primary as well as
secondary data is used. Using both types of data helps to bring more productive outcome.
Primary data collection involves questionnaire, interviews etc. This helps in collection of
authentic data from respondents. Data which are gathered by primary methods are often said to
be more reliable (Mackenzie and et. al., 2012). Although it is time consuming as well as cost
consuming approach. Another method of data collection while conducting a research is
secondary data. This includes using books, journals, newspapers, articles etc. These data are less
authentic when compared to primary data. This is a cost as well as time saving approach.
Research instruments, strategies or techniques: There are a number of instruments
used to gather information for a research project. In this research project help from a
questionnaire is taken. There are a large number of respondents included. With the help of it
reaching at a conclusion became easy for researcher (Mackey and Gass, 2015).
Questionnaire
Q1) Are you have knowledge about the role of human resource management within
organisation?
a) Yes
b) No
Q2) According to you, what are the several roles played by Human resource management in
context of an organisation?
a) Recruitment and selection
b) Staff training and development
c) Employment law compliance
d) Employee relation
Q3) Does staff training and development is main role of Human resource management in
reduction of high employee turnover?
a) Yes
b) No
Q4) As per your knowledge, which type of training program used by Boosts Plc for incresing
employees performance?
a) On-the-job
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b) Off-the-job
Q5) As per your view point, staff turnover is major issue in your organisation i.e. Boosts Plc?
a) Yes
b) No
Q6) What are the main factors that lead to increase staff turnover rate within an organisation?
a) Little Opportunity for Decision-Making
b) Lack of Growth and Progression
c) Poor working conditions
d) Ineffective leadership
Q7) In which manner high staff turnover impact on your organisational performance?
a) Positive
b) Negative
c) Neutral
Q8) What are the major impact of staff turnover rate for Boosts Plc?
a) Low workplace Morale
b) Deteriorating Product or Service Quality
c) Reduced productivity and performance
Q9) What are the importance of human resource team of Boosts Plc in reducing its staff
turnover rate?
a) Recognize and reward employees
b) Offer flexibility
c) Pay attention to engagement
d) Make chances for growth and development
Q10) Does human resource management helps Boosts Plc in retention of employees for long
time?
a) Agree
b) Disagree
Q11) According to you, what are the benefits bring by human resource professional at
workplace?
a) Employee satisfaction
b) Conflict resolutions
11

c) Improve employees turnover
d) Improve employees performance
Q12) As per your view point, motivation helps your organisation in reducing high employee
turnover rate?
a) Yes
b) No
Q13) What are the several ways should be use by Boosts plc for retaining employees at
workplace?
a) Relaxation Time
b) Reward
c) Annual performance reviews
Q14) Among the following, which one is most appropriate way for improving employee
retention?
a) Onboarding and orientation
b) Mentorship programs
c) Communication and feedback
d) Annual performance reviews
Q15) Provide any recommendations to Boosts Plc in retention of employees for longer time
period.
Secondary research: The following research includes synthesis, collation and present
investigation. There are a number of methods such as books, journals, magazines etc. to collect
secondary data, it requires way less cost, time and energy when compared to others. Researcher
have used all these ways of collecting secondary data in this research (McCusker and Gunaydin,
2015).
Research Ethics: Research ethics play an important role while collecting information for
a research. There are three basic principles followed in a research namely Confidentiality,
Anonymity and informed consent. It is required by a researcher to inform all participants about
objectives of research in order to gain correct outcomes (Miller and et. al., 2012).
Research Limitation: There are a number of problems faced by researcher while
preparing objectives or aims collecting data, deciding on method, scope etc. There are a number
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of such limitations which effects researcher. Due to this limitations productive results from a
research often gets hampered (Quinlan and et. al., 2019).
Research reliability and validity: Research instrument in this research is questionnaire.
Validity and reliability of research depends upon it. Using these properly researcher can gain
authentic data about research topic. This also increases reliability of report as there is no more
fake data (Wiek and Lang, 2016).
The researcher uses two types of method for conducting research are secondary and
primary research. There is need for the investigator for evaluating all the activities of project in
effective manner. By using the method, it is effective for the researcher to analyse all the tasks
and activities in an effective manner. Research is done effectively by involving all the data
methods (Riedl, Davis and Hevner, 2014). Some of the methods used for secondary as well as
primary methods are mentioned below - Costs: This is known as an important factor which provides the amount of money that can
be used for managing the project activities. It is important for every investigator to have
enough cost that is used for conducting the research in effective manner. It is important
for the investigator for managing all the activities and tasks and have enough money so
that it can be done properly. The main costing that is included while managing work is
used in the primary data search. On the other hand, secondary data is collected through
the use of desktop research (Scotland, 2012). Access: This is known as having access to all the resources that are beneficial for the
research. This type of aspect is used for gathering data in effective manner. The
investigator has to use qualitative study and in this there is need for having all the data
collected. This is known as the data used by the researcher for managing data (Silverman,
2016).
 Ethical issues: These are known as the ethical issues that are followed while doing all the
activities and tasks of the research. The various factors considered while managing
research are confidentiality, consent, carefulness, honesty and integrity and many more.
All these are concerned in an effective manner for completing the research tasks in
effective manner. This is helpful in making the research ethical and systematic (Tuohy
and et. al., 2013).
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Chapter 4: Findings and analysis
Data analysis is a systematic process that helps an investigator in analysation of
qualitative or quantitative data. This report is based on quantitative research and for analysing
quantitative data, content analysis will be apply. As it will support an investigator in analysation
of quantitative data easily (Walliman, 2017). This is known as Content analysis and this is part of
the analytical technique. This helps in supporting the researcher for evaluating and analysing all
the research aspects. There are various aspects of considering the research which include
knowing all the information required for doing research work. It consist of several crucial
features such as visual, textual or aural material which support in systematic record and
categorisation so that the gathered information can be analysed in effective manner. For
analysing the research findings and data, frequency table is prepared is described in the
following paragraph-
Q1) Are you have knowledge about the role of human resource management
within organisation?
Frequency
a) Yes 40
b) No 10
Q2) According to you, what are the several roles played by Human resource
management in context of an organisation?
Frequency
a) Recruitment and selection 11
b) Staff training and development 12
c) Employment law compliance 15
d) Employee relation 12
Q3) Does staff training and development is main role of Human resource
management in reduction of high employee turnover?
Frequency
a) Yes 35
b) No 15
14

Q4) As per your knowledge, which type of training program used by Boosts
Plc for increasing employees performance?
Frequency
a) On-the-job 26
b) Off-the-job 24
Q5) As per your view point, staff turnover is major issue in your organisation
i.e. Boosts Plc?
Frequency
a) Yes 40
b) No 10
Q6) What are the main factors that lead to increase staff turnover rate within
an organisation?
Frequency
a) Little Opportunity for Decision-Making 15
b) Lack of Growth and Progression 13
c) Poor working conditions 12
d) Ineffective leadership 10
Q7) In which manner high staff turnover impact on your organisational
performance?
Frequency
a) Positive 5
b) Negative 40
c) Neutral 5
Q8) What are the major impact of staff turnover rate for Boosts Plc? Frequency
a) Low workplace Morale 16
b) Deteriorating Product or Service Quality 14
c) Reduced productivity and performance 20
Q9) What are the importance of human resource team of Boosts Plc in
reducing its staff turnover rate?
Frequency
a) Recognize and reward employees 12
15

b) Offer flexibility 13
c) Pay attention to engagement 15
d) Make chances for growth and development 10
Q10) Does human resource management helps Boosts Plc in retention of
employees for long time?
Frequency
a) Agree 40
b) Disagree 10
Q11) According to you, what are the benefits bring by human resource
professional at workplace?
Frequency
a) Employee satisfaction 14
b) Conflict resolutions 12
c) Improve employees turnover 11
d) Improve employees performance 13
Q12) As per your view point, motivation helps your organisation in reducing
high employee turnover rate?
Frequency
a) Yes 41
b) No 9
Q13) What are the several ways should be use by Boosts plc for retaining
employees at workplace?
Frequency
a) Relaxation Time 16
b) Reward 14
c) Annual performance reviews 20
Q14) Among the following, which one is most appropriate way for improving
employee retention?
Frequency
a) Onboarding and orientation 12
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b) Mentorship programs 13
c) Communication and feedback 10
d) Annual performance reviews 15
Theme 1: Knowledge about the role of human resource management within organisation
Q1) Are you have knowledge about the role of human resource management
within organisation?
Frequency
a) Yes 40
b) No 10
Interpretation: It is determined from the above chart that out of 50 respondents 40 are in favour
of the aspect that they have knowledge regarding the concept of human resource management
with in an organisation. The 10 are such that does not have information about all the actions of
17

HRM. They also seems confused regarding some of the roles which are mentioned by them as
same are performing or not.
Theme 2: Several roles played by Human resource management in context of an organisation
Q2) According to you, what are the several roles played by Human resource
management in context of an organisation?
Frequency
a) Recruitment and selection 11
b) Staff training and development 12
c) Employment law compliance 15
d) Employee relation 12
Interpretation: It is determined from the above graph that there are many roles which are
performed by human resource management within an organisation includes Recruitment and
selection, Staff training and development, Employment law compliance, Employee relation. The
different respondents rate them on the basis of their nature of importance. The 11 respondents
said Recruitment and selection is important, 12 are in support of Staff training and development,
15 are in Employment law compliance and 12 are in Employee relation. This clearly depicts that
large number of respondents 15 have opinion that compliance of employment law is more
important role.
Theme 3: Main role of Human resource management
Q3) Does staff training and development is main role of Human resource Frequency
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management in reduction of high employee turnover?
a) Yes 35
b) No 15
Interpretation: It is ascertained from the above graph that large number of respondents are in
support of training and development in exercise regarding increment in the ratio of high
employee turnover. Out of 50, 35 respondents provide support to this thought. The remaining 15
are not in favour of this point and having different opinion.
Theme 4: Types of training program used by Boosts Plc
Q4) As per your knowledge, which type of training program used by Boosts
Plc for increasing employees performance?
Frequency
a) On-the-job 26
b) Off-the-job 24
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Interpretation: It is determined from the above presented information that, both techniques were
used by the organisation for improvement of the employees performance. The 26 respondents are
in favour that on the job is majorly used and having the significant impact over the performance
of employees. On the other hand, 24 respondents are in support of the option that off the job
method of training is effective in nature towards the development of employees performance and
improving their functioning within an organisation.
Theme 5: Staff turnover is major issue
Q5) As per your view point, staff turnover is major issue in your organisation
i.e. Boosts Plc?
Frequency
a) Yes 40
b) No 10
20

Interpretation: It is determined from the above graph that the issue of high staff turnover rate is
the main problem that impacts the performance of organisation in market. From the total number
of respondents, 40 are in favour of the aspect that staff turnover is the issue behind the low
productivity and bad position of an organisation. This would be the reason that they unable to
perform the activities on deadlines. The remaining 10 respondents having the opinion that staff
turnover is to the issue. There are many other aspects present within an organisation that impacts
the performance in market.
Theme 6: Main factors that lead to increase staff turnover rate
Q6) What are the main factors that lead to increase staff turnover rate within
an organisation?
Frequency
a) Little Opportunity for Decision-Making 15
b) Lack of Growth and Progression 13
c) Poor working conditions 12
d) Ineffective leadership 10
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Interpretation: It is ascertained from the above presented information that there are many factors
present within an organisation which contribute towards the high staff turnover rate. As per the
view of respondents, availability of less opportunities within an organisation is the main factor
that impacts the retention of employees. 13 said lack of growth, 12 have opinion that poor
working condition and in last 10 blames the infective leadership as the reason behind presence of
high staff turnover rate.
Theme 7: Positive and negative impact of high staff turnover
Q7) In which manner high staff turnover impact on your organisational
performance?
Frequency
a) Positive 5
b) Negative 40
c) Neutral 5
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Interpretation: It is ascertained from the above presented graph that impact of high rate of staff
turnover have huge negative impact over the operations of an organisation. The total number of
number of respondents that are in support of this point are 40 out of 50. 5 respondents having the
opinion of positive impact. In last remaining 5 said about no impact impact of this issue over
organisation.
Theme 8: Major impact of staff turnover rate
Q8) What are the major impact of staff turnover rate for Boosts Plc? Frequency
a) Low workplace Morale 16
b) Deteriorating Product or Service Quality 14
c) Reduced productivity and performance 20
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Interpretation: From the above analysis, it has been analysed that major impact of staff turnover
rate levies upon the productivity and performance of the organisation. Out of 50 respondents, 20
have responded that reduced performance is the major influence of staff turnover rate. Other
impacts of this issue are low workplace morale and reducing product quality which also impacts
the business organisation.
Theme 9: Importance of human resource team of Boosts Plc
Q9) What are the importance of human resource team of Boosts Plc in
reducing its staff turnover rate?
Frequency
a) Recognize and reward employees 12
b) Offer flexibility 13
c) Pay attention to engagement 15
d) Make chances for growth and development 10
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Interpretation: From the above analysis, it has been observed that the most essential importance
of human resource team in reducing staff turnover rate is paying attention to engagement. 15
respondents believe that if HRM of this company pay attention towards the employee
engagement the issue of staff turnover can be reduced. Other ways to reduce his issue are
rewarding employees, offer flexibility and making directions for growth and development.
Theme 10: Significance of Human resource management
Q10) Does human resource management helps Boosts Plc in retention of
employees for long time?
Frequency
a) Agree 40
b) Disagree 10
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Interpretation: After analysing the HRM of this company, it has been interpreted that most of
respondents that is 40 out of 50 agree with the statement that human resource management helps
in retaining the employees in organisation for longer time period.
Theme 11: Benefits bring by human resource professional at workplace
Q11) According to you, what are the benefits bring by human resource
professional at workplace?
Frequency
a) Employee satisfaction 14
b) Conflict resolutions 12
c) Improve employees turnover 11
d) Improve employees performance 13
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Interpretation: From the above graphical representation of the analysis, it has been observed that
most of the respondents think effective HRM brings benefits of employee satisfaction and
improves the performance of employees. Other respondents argued that conflict resolutions and
employee turnover are also the benefits of HR professional at workplace.
Theme 12: Importance of Motivation in staff turnover
Q12) As per your view point, motivation helps your organisation in reducing
high employee turnover rate?
Frequency
a) Yes 41
b) No 9
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Interpretation: It is determined from the above graph that motivation is the important factor that
will work in positive direction towards the reduction of high employee turnover rate. 41
respondents are in support of this point as they have opinion that motivation help in improving
the trust of employees. 9 respondents does not have supportive view. They said motivation have
no impact over reducing the rate of employee turnover.
Theme 13: Several ways should be use by Boosts plc for retaining employees at workplace
Q13) What are the several ways should be use by Boosts plc for retaining
employees at workplace?
Frequency
a) Relaxation Time 16
b) Reward 14
c) Annual performance reviews 20
Interpretation: It is gathered from the above presented information that annual performance
review is the best method that help in retaining employees within an organisation. 20
respondents have the opinion that this will provide recognition and aid in professional growth. 16
respondents have view that relaxation in time will be helpful and 14 said reward is the option
that help to retain employees most.
Theme 14: Most appropriate way for improving employee retention
Q14) Among the following, which one is most appropriate way for improving
employee retention?
Frequency
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a) Onboarding and orientation 12
b) Mentorship programs 13
c) Communication and feedback 10
d) Annual performance reviews 15
Interpretation: It is ascertained from the above graph that annual performance review is the best
method that will help the most to retain the employees. 13 have opinion regarding mentorship
programs, 12 upon on boarding and orientation activities and in last 10 said about
communication and feedback will be helpful in retention of employees along reducing the rate of
staff turnover.
Discussion on the basis of literature review
It has been conclude from the above report that secondary data helps the company to
know about the employee turnover and human resource manager helps the company to reduces
the ratio of employee turnover. As HR manager performs different functions and applies
different strategies to retain the employees for the longer period of time that enhances the
performance and productivity of the company. Employee want opportunity to measure more
growth on timely basis and if they didn't get that they get switch themselves and start finding
new company. Company bears the huge cost of employee turnover as company get the spend the
lost of cost to improvise the knowledge and performance of the employee that further helps to
gain the maximise competitive advantage. As company has faced the lot of competition from the
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market as there are different companies that work for same business. Employee turnover create
more threats to the business and it takes a lot of time to retain the employees and in that whole
process company might losses their major objectives and aim what they want to achieve after
some period of time. Thus Human resource manager must applies different strategies like
providing appraisals, rewards, bonus, perks, appreciation, authority and many more factors. It
enhances the productivity as employee get remain with the longer period of time by which
company accomplish there target in an effective manner. If company wants to gain the
advancement in terms of development then they start working by making different strategies that
has been generated by the human resource manager of that particular company.
By reducing the cause that has been generated by the employee turnover company might
losses their major objectives and aim and company get huge loss in terms of success. To gain the
success in this competitive market it is must that company must works with magnificent
strategies that helps the company to gain the competitive advantage from the niche market. That
all has been balanced out by the different activities that has been applied by the HR manager
they must try to work in an effective manner thus company gains the huge attraction from the
customers and the employees as well. Thus if company wants to achieve the target in an effective
manner then HR manager plays the vital role that provides equal opportunities to all to measure
the success within the time. HR performs different functions as like planning, controlling,
monitoring, implementing and directing and with the help of these functions employee get the
balanced opportunity and be remain in the company for the maximise period of time. HR provide
rewards as per the performance of the employees that create more enthusiasm in them and then
they start working by making there collective efforts and gain the higher advantage in terms of
growth.
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Chapter 5: Conclusion and Recommendations
Conclusion: From the above mentioned information, it has been concluded that human
resource management is important part for the growth and success of an organisation. Most of
the participants have accurate knowledge and idea about the role of HRM in an organisation.
They have idea as HRM plays an important role in recruitment and selection, training and
development, employee relation and employment law compliance. These are possible by using
on-the-job and off-the-job training as it will help an organisation to train their workers and retain
them for longer time period. There are different benefits of HRM such as employee satisfaction,
conflict resolutions, improved employee turnover and enhanced employees performance. Apart
from this, high employee turnover is major issue faced by company in the organisation. This
issue have negative impact on overall performance and growth of company. These issues are low
workplace morale, deteriorating product and service quality, reduced performance and
productivity. In order to overcome these issues, some recommendations will be given to the
organisation.
Recommendation From the above given report, it has been recommended several ways
that should be use by Boosts Plc for retaining employees for long time. For this company must
provide relaxation time, reward and review annual performance. As it support an organisation to
retain employees at workplace for longer time period. Along with this, there are some
suggestions to the company about how to improve employees retention. These are
communication and feedback, mentorship programs, onboarding and orientation etc. These are
consider more effective ways as it will support an organisation in reduction of high employee
turnover and also retention of workers for long time. Along with this, there are certain ways that
must be use by Boosts Plc in reducing high staff turnover such as offer flexibility, recognize and
reward employees, pay attention to engagement and, make chances for growth and development.
There are some main recommendations to the Boosts plc which are mentioned as below:
 Company must recruit right candidates at right place. As it will helps employees by
increasing their moral and productivity towards job. As it turn to support an enterprises
by improving its brand image and goodwill in marketplace.
 Boosts Plc must also provide flexible working options to their employees as it will
support an enterprises to retain workers for long time and gain better outcomes easily.
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 Development of training is another suggestion to the company to provide on-the-job and
off-the-job training to their employees as it will support an enterprise to enhance
employee's knowledge about the business. It increase confidence level of workers
towards job which turn to support business in accomplishment of their long term goals
and objectives within given time period.
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Chapter 6: Reflection and alternative research methodology
Reflection
I am very grateful that I have completed this research in effective manner. This research
has helped in developing my skills. I got various opportunities while conducting research. I have
conducted the research and also it has helped me in developing different abilities that will
develop my future. The conduction of research has helped me to do all the work in proper
manner. While doing the research, I have learnt about different factors needed for gathering data
and sources used in the research. I have used both secondary as well as primary data for
collecting research. I have studied the concept of research effectively and developed various
results from this research. I was having limited time and thus I had collected lesser data for
doing the research. When I was filling the questionnaire, I talked to different people and then I
developed interpersonal skills. While making use of this method I found several difficulties such
as respondents refused to answer these questions, some of them, are worried about their
confidentiality while other may not put much interest in this. I have tried my best efforts and
abilities for completing the research work effectively.
Alternative Research Methodology
I have used questionnaire for collecting data in order to complete the research. The
questionnaire included all the questions related to the topic. I had less time and fund for
completing the research that is why I have used questionnaire. But on the other hand, I could
have used other strategies like online survey. For collecting information from large number of
people, it is required by me to have more money that can be used for doing the research.
33

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