The Impact of Employee Turnover on Organizational Profit

This dissertation explores the impact of employee turnover on organizational profit and performance. It discusses the causes of turnover, the interlink between employee motivation and turnover, and ways to reduce turnover and improve motivation. The case study focuses on Marks & Spencer.

Business Research
Dissertation

1

Contents
TITLE – “The impact of employee turnover on Organizational profit”..........................................4
CHAPTER 1 – INTRODUCTION..................................................................................................4
Background of research..........................................................................................................4
Research Aim.........................................................................................................................4
Research Objective.................................................................................................................4
Research Questions................................................................................................................4
Significance of research.........................................................................................................5
Scope of research....................................................................................................................5
CHAPTER 2 – LITERATURE REVIEW.......................................................................................5
Concept of employee turnover...............................................................................................5
Key causes of employee turnover within the organisation.....................................................5
Interlink between employee motivation and employee turnover within the organisation.....5
Impact of employee turnover on performance and profits of organisation............................5
Different theoretical frameworks, models and ways that assist in reducing employee turnover
and improving motivation......................................................................................................5
CHAPTER 3 – RESEARCH METHODOLOGY...........................................................................5
Research Philosophy..............................................................................................................5
Research Approach.................................................................................................................6
Research Choice.....................................................................................................................6
Research Strategy...................................................................................................................6
Data collection method...........................................................................................................6
Sampling.................................................................................................................................6
Time Horizon..........................................................................................................................6
Cost and Validity of research.................................................................................................6
Ethical consideration..............................................................................................................6
Limitations of research...........................................................................................................6
CHAPTER 4 – DATA ANALYSIS................................................................................................7
CHAPETR 5 – CONCLUSION AND RECOMMENDATIONS...................................................7
Conclusion..............................................................................................................................7
2

Recommendations..................................................................................................................7
REFERENCES................................................................................................................................8
3

TITLE – “The impact of employee turnover on Organizational profit”
CHAPTER 1 – INTRODUCTION
Background of research
Today, employee turnover is one among the leading issue that is facing by business
organisations. It is the number employees who leave the company and are replaced through new
employees. In many countries of the world, employee turnover is serious issue and is a global
phenomenon. Employee turnover defines a number and percentage of workers who leave the
business enterprises or replaced by organisation by hiring new employees. It is one of the major
issue that many organisation would face due to several reason such as insecurity, more work
pressures, negative feelings towards boss, Family and life event, lack of work life balance,
involuntary departure, lack of opportunity for growth or career development etc. This issue has
captured much attention of human resource practitioners and experts. High turnover of
employees is very harmful for the productivity of company if skilled employees are often
leaving. This research project is based on the title "the influence of employed turnover on profit
of organisation" and it aims to analyse the issue of employee turnover and its influence on the
performance and profits of organisation. To effectively complete the research, Marks and
Spencer is to be undertaken that is a leading organisation in the UK who deals in several types of
projects such as clothing, financial services, home wares etc. It is one of the British multinational
retailer, headquartered in London that specialised in selling food products and clothing’s mostly
of their own label. The company was founded on 1884 by Michael Marks and Thomas Spencer
and now have worldwide presence in around 1463 location. In marks and Spencer around 78000
employees are working and helps organisation to gain sustainable results in the competitive
marketplace . This Report covers the several chapters to effectively solve the research problem
so that valid and authentic conclusion would be drawn at the end of dissertation. In literature
review chapter, researcher gathered the information of research objectives by using published
data books, articles, journals etc. so that valid and reliable information will be collected that
develops investigator knowledge about the impact of employee turnover within an organisation.
Further in research methodology researcher selects the best methods, technique to complete the
research and gather information to conclude effectively at the end of whole researcher. In this
4

data analysis and interpretation helps in presenting the views of several people on specific topic
so that researcher get valid information that helps in drawing conclusion at the end of research.
Research Aim
The aim in relation to this particular study is “To assess the issue of employee turnover
within the workplace and its impact on organisational performance and profits. A case study on
Marks & Spencer”
Research Objective
The objectives associated with this particular research study are provided below:
1. To understand the concept of employee turnover.
2. To identify the key causes of employee turnover within the organisation.
3. To assess the interlink between employee motivation and employee turnover within the
organisation.
4. To analyse the impact of employee turnover on performance and profits of organisation.
5. To ascertain different theoretical frameworks, models and ways that assist in reducing
employee turnover and improving motivation.
Research Questions
The research questions in regards of this particular study are provided below:
1. What do you understand from the concept of employee turnover?
2. What are the key causes of employee turnover within the organisation?
3. What is the interlink between employee motivation and employee turnover within the
organisation?
4. How employee turnover impacts on performance and profits of organisation?
5. Which are the different theoretical frameworks, models and ways that assist in reducing
employee turnover and improving motivation?
Significance of research
This research study is very significant as it helps in assessing the issue of employee
turnover along with its main causes. This study is also beneficial in analysing the interlink
between employee turnover and employee motivation. By the assistance of this research study,
researcher will enable to analyse the impact of employee turnover on the organisational profit
5

and performance. This also help in determining different theoretical frameworks, methods and
models which assist in reducing turnover of employees and improve motivation.
Rational of research
The main reason of conduct this research project to examine the issues of employee
turnover at workplace and its impact on the overall company performance. This research helps in
developing the knowledge and skills in relation to employee turnover that is very crucial in terms
of creating more job opportunities within the researcher professional field. Researcher chose this
topic because it is based on its personal interest (Verma and Kesari, 2020). However, selecting
this topic for dissertations is crucial from the education and personal development point of view.
In terms of education, this research develops communication, time management skills and
several other attributes of researcher that develops personality to sustain in the corporate world.
Scope of research
The scope of this research study is wide as it not only support researcher in assessing the
serious issue of employee turnover, but also help other scholars in carry out further research on
the similar topic effectively as this study act as a base for them to perform further investigation.
CHAPTER 2 – LITERATURE REVIEW
Concept of employee turnover
As per the view point of Ruth Mayhew, (2019), employee turnover can be stated as the
number of workers who leave the company and are replaced through new employees. It is very
important to measure turnover of employees as it can be helpful to the organisation who want to
examine the cause for turnover and estimate the cost incurred in hiring the employees for budget
purposes. It is a major concern for all the businesses that needs to be taken into consideration. At
some point, if the organisation is more than one individual, then it possibility to deal with
employee turnover (Employee Turnover Definitions, 2019). As per a study, it has been found
that around 51% of employees are looking actively for a new employment at any given time. In
case, when any of the individual actually leave the organisation, the cost is not trivial. It has been
estimated by the analysts that the backfilling roles cost organisation roughly 20% of salary of
that position in hiring and onboarding cost. On an average, the process of hiring takes 36 days.
However, learnings of way to calculate the rates of employee turnover, assuming some costs
6

with lost employees, developing a business plan that forecast some amount of turnover of
employees can better prepare the employer for voluntary terminations.
As per the viewpoint of Nicole Roder, (2019), employee turnover is defined as loss of
talent in employees over time. It involves departure of any employee, involving retirements,
resignations, layoffs, location transfers, termination or even death. Organizations often calculate
employee turnover rate as a means of predicting the influence on customer service, morale and
productivity of employees as well as organisation. The main reasons that workforce give for
quitting their job are lack of organizational fit, lack of opportunity for career advancement, lack
of support training or resources required to perform their jobs well and poor management from
supervisors. These all are the main reasons why an employee quit their job. All these issues can
be addressed through effective hiring process, onboarding as well as management practices. The
top most reason why employees leave an organisation is that they are not the right fit for
company. Thus, it is very important for the organisation to hire individuals who are in right
alignment with values, mission and culture of company. It is very significant for employees to
have adequate skills for performing their job well. But, if they are not match for business, they
will soon disengage. If the employees lack motivation and sense of purpose, then they do not feel
happy in the organisation and they leave. It has been found from the research that the individuals
who go through a highly structured process of onboarding are around 58% more possibly to stay
in the company for 3 years or more(What Is Employee Turnover (and Why It Matters), 2019). A
well designed process of onboarding increases the engagement of employees as well as assist the
new members of staff to feel like a part of organisation. When an organisation put its time and
effort to onboard new employees, it depicts the interest of company in them. It is very important
for the management to make employees feel that they are the crucial part of organisation and
develop a sense of belongingness among them will help in reducing the employee turnover rate
and encouraging employees to stay more in the organisation.
Key causes of employee turnover within the organisation
As per the opinions presented by Katie Martinelli, (2017), employee turnover is used to
define percentage of employees who leaves the organisation and required to be replaced within
certain time period. High turnover of employees is taxing and cost money and precious time and
outcomes in lack of staff morale. There are many causes of high employee turnover in the
organisation. Some of the common reasons of employee turnover includes natural career
7

progression, toxic work environment, involuntary departure, feeling burnout, family or life event,
competitive offer, negative feeling towards management or boss, internal transfer or promotion,
lack of work life balance and lack of opportunity to develop and grow (Causes of Employee
Turnover, 2017). Having proper understanding of all these causes of employee turnover can
assist organisation in putting some efforts to make necessary changes in order to maintain their
employees at desired level. These causes in detail are discussed below:
1. Lack of progression and growth - it is very important to provide employees with the
opportunity to grow and develop in order to retain them for long term. If an individual
feel trapped in dead end position, they are possibly to look towards distinct organisation
for the chance to enhance their income and status. If an organisation not provide
employees with opportunities of progression and growth, then it reduces the moral of
employees and results into leaving the organisation.
2. Lack of feedback and recognition - providing employees with consistent feedback and
recognition for the work they have done is very important in order to provide them with
right path and boost their morale to perform well. If the organisation avoid to provide
feedback to their employees, then it might be pushing them away. Feedback is the initial
step to make sure that employees are succeed, thus avoiding this procedure can be
detrimental to the success of employees. At the time of struggle, honest feedback assists
employees to manage their workload as well as refocus. Ignoring this opportunity or
administering unhelpful feedback will leave employed to struggle, flounder, become
disheartened and eventually give up.
3. Toxic culture - one of the common cause of turnover of employee is poor culture fit. If
the culture of an organisation is not good, then it declines morale of employees, scares
away new talent as well as actively drives away its best talent. If the company exhibit a
toxic culture, then employee retention rates will suffer. The organisation might have best
people for job, but those will run for hills as they connect with increasing levels of stress,
tanking mental and physical health as well as eroding motivation with toxic culture.
4. Poor employee selection - finding out perfect employees is very difficult for the
organisation, but forcing a match with a worker who is clearly not right for the culture
and values of organisation will never end well. Picking up a poorly matched individual is
bad for the organisation. Thus, it is very important to select the employees as per the need
8

of organisation. Poor selection will result into declined productivity of company and
ultimately the profitability suffers. So, it is very important to select the right employee for
right position so that they enable to perform their duties well and work towards
accomplishment of organizational goals in an effective way. This will also help in
retaining them in the workplace for long term.
Interlink between employee motivation and employee turnover within the organisation
The turnover rate of employees and employee motivation are highly linked with each
other. They are directly proportional to each other as if the motivation of employees is decline, it
ultimately impacts on the turnover rate of organisation in an adverse way. Motivation is a
mixture of all forces both internal and external which stimulates the energy and desire in people
as well as meet them consistently committed and interested in job and enable them to put efforts
for accomplishing organisational goals and objectives. If the employees are less motivated then it
can cause low performance, employees burnout, bad inspiration for co-workers. Every
organisation tries to use its employees in optimal way however, motivation and morale of
employees does restrict their desired objectives and goals. Motivation is very important factor
that leads to improve the retention rate of employees in organisation. If employees are not
motivated and do not feel a sense of satisfaction and belongingness in organisation, then the try
to leave the organisation which in turn increases its turnover relate that ultimately harm
productivity and performance of company along with its competitiveness in market.
Impact of employee turnover on performance and profits of organisation
Employees are the backbone of the business they helps in increasing the profit of the business in
the business if the organisation will not not provide healthy working environment to the
employees then they will be forced to leave the organisation which can affect the productivity of
the business if the business wants to achieve more profit in the market they it is important for the
business to provide job satisfaction to the employees so that growth of the business can take
place effectively in the market. Providing the job satisfaction to the employees helps in
increasing the productivity of the business in the marketplace if the employee turnover rate will
be increased then organisation will have to hire employees so that chances of loss can be avoided
in the business and profit can be earned in the market. New employees will take time to learn and
understand the activities of the business due to which revenue generating power of the business
will also get affected due to which goodwill of the business will also get affected if the business
9

wants to achieve more profit in the market then it is important for the provide healthy working
environment to the employees so that growth chances of the business can be increased and more
profit can be earned. Retaining the best employees in the business is very important for the long
term survival of the company because they known how to increase the profit of the business by
giving their best if the business. Managers and leaders should communicate with the employees
on the daily basis so that chances of conflicts can be avoided in the business and discipline
environment can be provided to them if effective communication will take place in the business
it will develop the confidence of the employees which will further reflect in their work which is
assigned to them. Employer should provide the work as per the skills of the employees so that
employees can give their best in the task and increase the profitability of the business in the
market. Organisation should provide job satisfaction to the employees by providing them various
facilities so that their needs and requirement can be satisfied properly they should also involve
their employees in the decision making so that effective decision making can take place in the
business and competitive advantage can be gained. If the employees will be motivated towards
the business then the services of the business will also gets improved which will help in
attracting the customers towards the business. if the employees of the business will leave then it
can affect the overall functioning of the business and will provide competitive advantage to the
other organisation due to which image of the company will also gets destroyed in the market
because employees are the one to provides services to the company if the capable employees will
leave the business then it will affect the overall revenue and goodwill of the company in the
economy which can create a risk factor for the company.
Different theoretical frameworks, models and ways that assist in reducing employee turnover and
improving motivation
In the organisation retaining the best employees helps in increasing the profit of the business
in the market if the organisation will not retain its employees then it can be big loss for the
business so to avoid this factor company applied various theory and model of retain their
employees in the business
Maslows hierarchy of needs
This theory suggest that individual will remain motivated towards the work if the needs and
requirement of the individual is satisfying properly.this theory involves fives different types
of individual needs that are given below:
10

 Physiological needs: these are basically the biological needs of the individual like
food, water, shelther etc. If these are satisfied properly then it will motivate the
individual to work smoothly so that there need can be satisfied properly in the
business. organisation should fulfil these needs of the individual on priority basis so
that there productivity can be developed in the market and employees can also
retained in the business. organisation should identify whether the needs of the
employees are satisfying or not so that business can helps the employees in satisfying
their needs.
 Safety needs: every individual wants safety in the workplace so that there work can
be performed properly without any issue providing proper safety and security helps
in increasing the morale of the individual. If the organisation will provide all the
safety measures to the employees then it will helps in developing the confidence
level of the employees in the company which will enhance their performance. In the
organisation chances of injuries are more if the organisation will analyse this risk
factors then it will helps the business to increase it goodwill in the economy due to
which demand of the business will also gets increased.
 Social needs: this is one of the important part in retaining the employees if the social
needs of the individual like trust, friendship, love and belongingness are not
satisfying properly then it can affect the mental ability of the individual which can
affect the growth chances of the individual in the market. Organisation should
develop healthy relations with their employee by analysing their needs and
requirement so that social needs of the individual can be satisfied properly can
performance of the individual can be enhanced in business which will increase the
revenue generating power of the company.
 Self esteem needs: This needs of the individual is related with the self respect and
diginity of the individual every individual wants to be treated with respect so that
their self eteem cannot get affected. Organisation should treat its employees with
respect so that employees can feel that they are the part of the business it helps in
motivating the employees the services of the business and also helps in enhancing
the performance of the individual in the business. self esteem needs helps in buiding
the morale of the individual in the society.
11

 Self actualisation needs: this needs basically deals in the realisation of the personal
potentials in this need individual analyse its strength through the performance so that
they can achieve their goals effectively if the organisation is satisfying the all the
above needs of the employee it will helps in satisfying the self actualisation needs of
the employees which will helps in retaining the employees in the business.
CHAPTER 3 – RESEARCH METHODOLOGY
Research methodology defines as a procedure that is used to examine, select, process the
information and data related to particular topic on which the dissertation is to be done. It is very
prominent part of conducting a particular research because it helps in evaluating the research in
reliable and authentic manner (Flick, 2020). In this several aspects are to be included that are
research paradigm, research methods, approaches, sampling, time horizon, cost and validity and
all these factors are considered with research onion. All these factors are presented below:
Research paradigm
It refers to activities that helps investigator to effectively understand the problem so that issues of
research are to be addressed properly. There are several types of research paradigm that are
ontology, epistemology and methodology. Within this ontology represents the reality,
epistemology considered how an individual know about something and methodology is termed
as how researcher finds the solution for the research problem on which the whole research is
based. To conduct the particular research researcher use ontology and epistemology because
these helps in presenting the reality of conducting research and also helps in measuring results so
that viable outcomes are attained at the end of particular research.
Research Philosophy
While conducting the investigation, researcher mainly deals with the sources and
development of knowledge on the basis of particular topic of research and area. However, the
research is conducted for draws a valid conclusion at the end of the research (Lin and Huang,
2020). In this research philosophy is one of the essential activities that helps in completing the
investigation effectively. There are two types of research philosophy that are interpretivism and
positivism. Interpretivism research philosophy is used to gather and analyse qualitative data
whereas positivism research philosophy is used to gather quantitative data. Positivism research
philosophy will be used in the study this philosophy is based on quantitative methods like a
12

structured questionnaire, social service and official statistics. The main reason of choosing this
research philosophy is that this provides good representativeness and reliability and is more
emphasis on patterns and trends instead of individuals.
Research Approach
Research approach refers to a plans and procedures for conducting the particular research.
There are two methods of research approach that are inductive research approach and deductive
research approach. In terms of inductive research approach, researcher mainly contributes on the
emergence of new theories. While deductive approach refers to that approach which helps in
testing the validity of all the assumptions effectively and efficiently. This research study will be
based on Deductive research approach which is related to qualitative research. The main
reason of selecting this approach is that it emphasizes on casualty and usually initiates with
hypothesis. The main aim of deductive approach is to test the theory and apply these to specific
solutions.
Research Choice
While conducting a research it is very necessary to identify the best research chice so that
viable and authentic outcome would be enjoyed. There are several choices such as qualitative
and quantitative research methods out of which investigator select the best one as per particular
research so that viable outcomes would be enjoyed. Quantitative research choice will consider
by researcher in performing this study as this is the method which is based on numerical
information and the accuracy of data collected through this method is also high.
Research Strategy
Research strategy refers to a overall plan for conducting a particular research. This also
guides the researcher in planning, executing and monitoring the whole study effectively and
efficiently. There are several methods of research strategy such as case study, quantitative
survey, action oriented research, interviews etc. Quantitative survey strategy will use in this
study by researcher. The data will be gathered by using questionnaire which consists of set of
questions that respondents required to answer. The questionnaire is provided below:
Questionnaire
Name -
Age -
13

Address -
Email -
Q 1) Do you have any understanding about the employee turnover concept?
a) Yes
b) No
Q 2) How employee turnover impacts on the business performance and productivity?
a) Positively impact
b) Negatively impact
c) No impact
Q 3) According to you, which is the main cause of employee turnover in Marks &
Spencer?
a) Toxic workplace culture
b) Work life imbalance
c) Employee misalignment
d) Unhealthy organisational culture
e) All of the above
Q 4) What rating would you give to the policies and procedures related to employee
motivation and retention in Marks & Spencer?
a) Excellent
b) Good
c) Average
d) Below average
e) Poor
Q 5) Do you receive adequate training at workplace that contribute in performing your
job responsibilities effectively and encourage you to stay long in the organisation?
a) Yes
b) No
c) Sometimes
Q 6) As per your perception, what is the relationship between employee motivation and
employee turnover within Marks & Spencer?
a) Positive relationship
14

b) Negative relationship
c) No relationship
Q 7) What is the role of organisational leadership in reducing the employee turnover rate
in Marks & Spencer?
a) Ensure employee engagement
b) Develop effective culture
c) Create healthy workplace environment
d) Provide right direction to employees
e) All of the above
Q 8) What is the impact of employee turnover rate on performance and profits of
organisation?
a) Declined profitability ratio
b) Reduced productivity
c) Decreased performance in market
d) None of the above
e) All of the above
Q 9) Which would be the appropriate theoretical framework or model that help in
reducing the turnover rate of employees and improving their motivation?
a) Dual-Factor Theory or Herzberg’s Motivation-Hygiene Theory
b) McClelland’s Human Motivation Theory
c) Abraham Maslow's hierarchy of needs theory
d) Expectancy Theory
Q 10) How effective the motivation theories are for management of Marks & Spencer in
improving motivation level and reducing employee turnover?
a) Highly effective
b) Effective
c) Neither effective nor ineffective
d) Ineffective
e) Highly ineffective
Q 11) Which strategy can employ by Marks & Spencer to reduce the employee turnover
rate in the workplace and improve motivation?
15

a) Provide compensation and benefits
b) Prioritize employee happiness
c) Encourage generosity and gratitude
d) Administer flexibility to employees
e) All of the above
Q 12) Which is the key challenge facing by Marks & Spencer in retaining employees in
the company?
a) High job opportunities in market
b) No job rotation
c) Unrealistic Expectations of Employees
d) Salary Dissatisfaction
e) All of the above
Q 13) According to you, which type of employee turnover takes place the most in the
organisation?
a) Involuntary Turnover
b) Voluntary Turnover
c) Internal Transfers
d) Retirement
Q 14) How effective motivation is for employees in retaining them to organisation for
long term and improve their performance?
a) Highly effective
b) Effective
c) Neither effective nor ineffective
d) Ineffective
e) Highly ineffective
Q 15) Suggest any other appropriate way that will help in retaining employee and
reducing turnover rate in Marks & Spencer - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- - - - - - - -
16

Data collection method
There are two types of data collection that are primary data collection and secondary data
collection. In terms of primary data collection data is to be gathered first handedly by researcher
using several techniques such as questionnaire, survey, observation, interviews etc. This type of
data collection is represented as a household survey to get the reliable and valid outcome for
research problem. In terms of secondary method of data collection, researcher use the already
published books, journals, articles to collect the information and attain the aim of conducting a
particular research. Both Primary and Secondary methods of data collection will have used by
researcher in the study. The reason of choosing both methods is that this allow researcher to
gather ample amount of information so that valid and reliable outcomes can be drawn.
Sampling
There are two ways of collecting samples that are probability and non-probability sampling
method. In this probability sample refers to those where people from large population are
selected on random basis. Whereas, non-probability sampling method refers to that where
respondents are selected on non-random basis that means they are selected as per individual
convenience and other criteria. Simple random probability sampling method will use by
investigator in this study as this supports in eliminating biasness and administering each person
with equal opportunity to take participation in research. The sampling size chosen for this study
will 30 respondents who are employees of Marks & Spencer.
Time Horizon
It is related to the total time that is taken by researcher to complete the project in effective and
efficient manner (Ross and Call-Cummings, 2020) . It is very essential to examine the specified
time that is needed to complete the research so that delays are avoided and funds are saved. In
order to complete this whole research researcher takes the time of 8 weeks in which whole
research is completed in viable manner.
Cost and Validity of research
It is an essential factor of a project that helps in identifying the total cost for completing the
particular research effectively and efficiently. It helps in determining the budget for carrying out
project so that cost of each activity is to be bifurcated as per the needs. In order to complete the
17

research, researcher needs around a total of £68000 to complete the several activities on time so
that desired and authentic results are attained at the end of dissertation.
Ethical consideration
It is very essential for investigator to embark the dissertation in ethical way so that
profitable and authentic results are attained on time. Within this, investigator has all right by
getting the access of collecting primary information from the managers, employees of the
business enterprise. It is highly effective in managing the reliability in research activities and
eliminating the legal issues that are present while collecting information from the managers of
company. Whereas in terms of collecting information by using secondary method of data
collection, there is a need of investigator of proper access of collecting the data from websites of
organisation and several other publication effectively. This helps in collecting the information in
ethical manner by following proper code of conduct so that whole research is to be done
successfully. It is crucial for investigator to follow principles of ethics for timely completing the
projects and eliminates the risk of lacking information and many more. These ethical terms are
useful to completing the research in systematic manner.
Limitations of research
At the time of executing the activities in research several issues and problems are to be faced by
researcher that creates hindrances in completing the research on time. This limitation put bad
impact on overall outcomes of whole investigation (Dodds and Hess, 2020) . At the time of using
questionnaire in the research there are several limitations are to be faced likes questions are not
properly examined, inappropriate time management, lack of connection with several
18

respondents, people who selected for sampling sometimes hidden the data, unethical behaviour
of the respondents etc. all these are the major issues that was faced by researcher while
conducting research. However, it is quite tough for researcher to manage all these limitations.
For this investigator adopts the use of ethical principles that are honesty, trust, confidentiality of
data etc. and also prepares Gantt chart to manage all the activities and task so that it should be
completed in effective and efficient manner. In this researcher also gives freedom to respondents
so that their share their views on specified research topic properly without hiding anything
related to topic. With assistance of this researcher get the reliable outcomes at the end of
particular research.
CHAPTER 4 – DATA ANALYSIS
Data analysis
Q 1) Do you have any understanding about the employee turnover
concept?
Frequency
a) Yes 27
b) No 3
Q 2) How employee turnover impacts on the business performance
and productivity?
Frequency
a) Positively impact 26
b) Negatively impact 2
c) No impact 2
Q 3) According to you, which is the main cause of employee turnover
in Marks & Spencer?
Frequency
a) Toxic workplace culture 5
b) Work life imbalance 5
c) Employee misalignment 5
d) Unhealthy organisational culture 7
e) All of the above 8
Q 4) What rating would you give to the policies and procedures
related to employee motivation and retention in Marks & Spencer?
Frequency
a) Excellent 6
19

b) Good 8
c) Average 9
d) Below average 4
e) Poor 3
Q 5) Do you receive adequate training at workplace that contribute in
performing your job responsibilities effectively and encourage you to
stay long in the organisation?
Frequency
a) Yes 24
b) No 2
c) Sometimes 4
Q 6) As per your perception, what is the relationship between
employee motivation and employee turnover within Marks &
Spencer?
Frequency
a) Positive relationship 23
b) Negative relationship 3
c) No relationship 4
Q 7) What is the role of organisational leadership in reducing the
employee turnover rate in Marks & Spencer?
Frequency
a) Ensure employee engagement 6
b) Develop effective culture 6
c) Create healthy workplace environment 5
d) Provide right direction to employees 5
e) All of the above 8
Q 8) What is the impact of employee turnover rate on performance
and profits of organisation?
Frequency
a) Declined profitability ratio 6
b) Reduced productivity 5
c) Decreased performance in market 6
d) None of the above 5
e) All of the above 8
Q 9) Which would be the appropriate theoretical framework or model Frequency
20

that help in reducing the turnover rate of employees and improving
their motivation?
a) Dual-Factor Theory or Herzberg’s Motivation-Hygiene Theory 8
b) McClelland’s Human Motivation Theory 7
c) Abraham Maslow's hierarchy of needs theory 10
d) Expectancy Theory 5
Q 10) How effective the motivation theories are for management of
Marks & Spencer in improving motivation level and reducing
employee turnover?
Frequency
a) Highly effective 11
b) Effective 12
c) Neither effective nor ineffective 4
d) Ineffective 2
e) Highly ineffective 1
Q 11) Which strategy can employ by Marks & Spencer to reduce the
employee turnover rate in the workplace and improve motivation?
Frequency
a) Provide compensation and benefits 6
b) Prioritize employee happiness 5
c) Encourage generosity and gratitude 6
d) Administer flexibility to employees 5
e) All of the above 8
Q 12) Which is the key challenge facing by Marks & Spencer in
retaining employees in the company?
Frequency
a) High job opportunities in market 5
b) No job rotation 6
c) Unrealistic Expectations of Employees 5
d) Salary Dissatisfaction 7
e) All of the above 7
Q 13) According to you, which type of employee turnover takes place
the most in the organisation?
Frequency
a) Involuntary Turnover 10
21

b) Voluntary Turnover 10
c) Internal Transfers 7
d) Retirement 3
Q 14) How effective motivation is for employees in retaining them to
organisation for long term and improve their performance?
Frequency
a) Highly effective 10
b) Effective 12
c) Neither effective nor ineffective 4
d) Ineffective 3
e) Highly ineffective 1
Q 15) Suggest any other appropriate way that will help in retaining employee and
reducing turnover rate in Marks & Spencer - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- - - - - - - -
Data Interpretation
Theme 1: Understanding about the employee turnover concept
Q 1) Do you have any understanding about the employee turnover
concept?
Frequency
a) Yes 27
b) No 3
22

27
3
Frequency
a) Yes b) No
Interpretation: As per the above pie chart it has been interpreted that out of 30
respondents, 27 said that they have understanding regarding employee turnover concept and the
remaining three respondents said that they have no understanding about the employee turnover
concept.
Theme 2: The way employee turnover impacts on the business performance and productivity
Q 2) How employee turnover impacts on the business performance
and productivity?
Frequency
a) Positively impact 26
b) Negatively impact 2
c) No impact 2
23

26
2 2
Frequency
a) Positively impact b) Negatively impact c) No impact
Interpretation: The above pie chart depicted that according to 26 out of 30 respondents,
employee turnover impact positively on the business performance and productivity, two
respondents said that impacts negatively and according to remaining two respondents there is no
impact of employee turnover on the business performance and productivity.
Theme 3: Main cause of employee turnover in Marks & Spencer
Q 3) According to you, which is the main cause of employee turnover
in Marks & Spencer?
Frequency
a) Toxic workplace culture 5
b) Work life imbalance 5
c) Employee misalignment 5
d) Unhealthy organisational culture 7
e) All of the above 8
24

5
5
57
8
Frequency
a) Toxic workplace culture b) Work life imbalance
c) Employee misalignment d) Unhealthy organisational culture
e) All of the above
Interpretation: From the above provided pie chart, it can be interpreted that according to
5 out of 30 respondents, toxic workplace culture is the main cause of employee turnover in
Marks and Spencer, 5 respondents said that work life imbalance is the main cause, according to
another five respondents employee misalignment is the main factor, seven respondents said that
unhealthy organisational culture is the main cause of employee turnover and according to
remaining 8 respondents, all of the above are the main causes of employee turnover in Marks and
Spencer.
Theme 4: Rating give to policies and procedures related to employee motivation and retention
in Marks & Spencer
Q 4) What rating would you give to the policies and procedures
related to employee motivation and retention in Marks & Spencer?
Frequency
a) Excellent 6
b) Good 8
c) Average 9
d) Below average 4
e) Poor 3
25

6
8
9
4 3
Frequency
a) Excellent b) Good c) Average
d) Below average e) Poor
Interpretation:
Theme 5: Receive adequate training at workplace that contribute in performing your job
responsibilities effectively and encourage you to stay long in the organisation
Q 5) Do you receive adequate training at workplace that contribute in
performing your job responsibilities effectively and encourage you to
stay long in the organisation?
Frequency
a) Yes 24
b) No 2
c) Sometimes 4
26

24
2 4
Frequency
a) Yes b) No c) Sometimes
Interpretation:
Theme 6: Relationship between employee motivation and employee turnover within Marks &
Spencer
Q 6) As per your perception, what is the relationship between
employee motivation and employee turnover within Marks &
Spencer?
Frequency
a) Positive relationship 23
b) Negative relationship 3
c) No relationship 4
27

23
3
4
Frequency
a) Positive relationship b) Negative relationship c) No relationship
Interpretation:
Theme 7: Role of organisational leadership in reducing the employee turnover rate in Marks
& Spencer
Q 7) What is the role of organisational leadership in reducing the
employee turnover rate in Marks & Spencer?
Frequency
a) Ensure employee engagement 6
b) Develop effective culture 6
c) Create healthy workplace environment 5
d) Provide right direction to employees 5
e) All of the above 8
28

6
6
55
8
Frequency
a) Ensure employee engagement b) Develop effective culture
c) Create healthy workplace environment d) Provide right direction to employees
e) All of the above
Interpretation:
Theme 8: Impact of employee turnover rate on performance and profits of organisation
Q 8) What is the impact of employee turnover rate on performance
and profits of organisation?
Frequency
a) Declined profitability ratio 6
b) Reduced productivity 5
c) Decreased performance in market 6
d) None of the above 5
e) All of the above 8
6
5
65
8
Frequency
a) Declined profitability ratio b) Reduced productivity
c) Decreased performance in market d) None of the above
e) All of the above
29

Interpretation:
Theme 9: Appropriate theoretical framework or model that help in reducing the turnover rate
of employees and improving their motivation
Q 9) Which would be the appropriate theoretical framework or model
that help in reducing the turnover rate of employees and improving
their motivation?
Frequency
a) Dual-Factor Theory or Herzberg’s Motivation-Hygiene Theory 8
b) McClelland’s Human Motivation Theory 7
c) Abraham Maslow's hierarchy of needs theory 10
d) Expectancy Theory 5
8
7
10
5
Frequency
a) Dual-Factor Theory or Herzberg’s Motivation-Hygiene Theory
b) McClelland’s Human Motivation Theory
c) Abraham Maslow's hierarchy of needs theory
d) Expectancy Theory
Interpretation:
Theme 10: Effectiveness of motivation theories for management of company in improving
motivation level and reducing employee turnover
Q 10) How effective the motivation theories are for management of
Marks & Spencer in improving motivation level and reducing
employee turnover?
Frequency
a) Highly effective 11
b) Effective 12
c) Neither effective nor ineffective 4
30

d) Ineffective 2
e) Highly ineffective 1
11
12
4 2 1
Frequency
a) Highly effective b) Effective
c) Neither effective nor ineffective d) Ineffective
e) Highly ineffective
Interpretation:
Theme 11: Strategy that can employ by company to reduce the employee turnover rate in the
workplace and improve motivation
Q 11) Which strategy can employ by Marks & Spencer to reduce the
employee turnover rate in the workplace and improve motivation?
Frequency
a) Provide compensation and benefits 6
b) Prioritize employee happiness 5
c) Encourage generosity and gratitude 6
d) Administer flexibility to employees 5
e) All of the above 8
31

6
5
65
8
Frequency
a) Provide compensation and benefits b) Prioritize employee happiness
c) Encourage generosity and gratitude d) Administer flexibility to employees
e) All of the above
Interpretation:
Theme 12: Key challenge facing by Marks & Spencer in retaining employees in the company
Q 12) Which is the key challenge facing by Marks & Spencer in
retaining employees in the company?
Frequency
a) High job opportunities in market 5
b) No job rotation 6
c) Unrealistic Expectations of Employees 5
d) Salary Dissatisfaction 7
e) All of the above 7
32

5
6
57
7
Frequency
a) High job opportunities in market b) No job rotation
c) Unrealistic Expectations of Employees d) Salary Dissatisfaction
e) All of the above
Interpretation:
Theme 13: Type of employee turnover takes place the most in the organisation
Q 13) According to you, which type of employee turnover takes place
the most in the organisation?
Frequency
a) Involuntary Turnover 10
b) Voluntary Turnover 10
c) Internal Transfers 7
d) Retirement 3
10
10
7
3
Frequency
a) Involuntary Turnover b) Voluntary Turnover
c) Internal Transfers d) Retirement
33

Interpretation:
Theme 14: Effectiveness of motivation for employees in retaining them to organisation for
long term and improve their performance
Q 14) How effective motivation is for employees in retaining them to
organisation for long term and improve their performance?
Frequency
a) Highly effective 10
b) Effective 12
c) Neither effective nor ineffective 4
d) Ineffective 3
e) Highly ineffective 1
10
12
4
3 1
Frequency
a) Highly effective b) Effective
c) Neither effective nor ineffective d) Ineffective
e) Highly ineffective
Interpretation:
CHAPETR 5 – CONCLUSION AND RECOMMENDATIONS
Conclusion
From the above report it has been concluded that retaining the employees in the business is
very important because employees helps in increasing the profit of the company in the market.
They helps in developing the services of the business in the market. If the employees will leave
the organisation it can affect the overall functioning of the business. there are various causes of
employee turnover in the business which has been discussed in this report like toxic culture, lack
of growth opportunities, lack of feedback and recognisation etc. Due to which employees leave
34

the organisation which also influence the other employees in the business if the business wants to
achieves its goals effectively it is important for the business to provide job satisfaction to the
employees so that there performance can be maintained and more revenue can be generated in
the business. culture of the business affects the performance of the employees if the culture of
the business is not good then it will force the employee to leave the business which will affect
the long term survival of the business in the market because organisation has to hire new
employees in the business which will affect the performance of the business. new hired
employee will take time to learn the culture of the company which will affect the services of the
business. and if the services of the business will not met the expectation of the customers then
demand of the company will also get affected in the market. With the helps of maslow need
hierarchy company can understand the needs and requirement of the employees and if the needs
of the employees will be satisfied properly then it will helps developing the job satisfaction of
the employees which will reflect in their performance. Treating the employees with dignity helps
in reducing the employee turnover rate in the business and maintain the performance of the
business in the market. it will also influence other candidate to work with the company because
self respect of the individual influence them to work with full potential towards the company
respecting the work of the employees will helps in motivating the employees in the business.
organisation should also appraise the hardwork of the employees by providing them growth
opportunities in the business so that there work can be enhanced and profitability of the business
can be increased. Organisation should conduct an event in which performance of the employees
can be appraised so that other employees can also get influenced in the business and can increase
the demand of the company and developing the services of the business in the market which will
also helps in increasing the marketshare of the company.
It is analysed from the above discussion that employee turnover directly impacts the
performance of company. When the number of satisfied employees are more, then company will
be able to manage the attaining of organisational targets in less time. Staff turnover increases
teamwork within the company's departments and employees, encourages an ecosystem of
creativity, and, as a result, will result in long-term benefits. In this area, successful organizations
are those whose managers have recognized and placed mechanisms such as pay, recruitment, and
job growth, as well as other motivational customs, in order to improve employee skills, achieve a
higher degree of confidence and commitment, and attract workers for a longer period of time.
35

This assists in maintaining labour productivity stability. Organizations who are unable to
determine the intensity of their workforce and pay them appropriately, on the other hand, lose
these employees. As a result, the organ's general performance suffers. Very low employee
turnover, from this viewpoint, will lead to inertia and also the creation of "opposing views" that
are resistant to new thoughts and knowledge. Besides that, the authors concluded that, from a
macroeconomic standpoint, people mobility (as calculated by the workforce turnover rate)
increases a country's productivity because people will transfer their skills to other industries and
locations. Employee turnover, in the eyes of Human Resources management, is described as the
rate at which an organization's employee base abandons work and necessitates employee
replacement. Various organizations are effective in their operations as a result of the consistency
with which they maintain their employees. However, retaining employees rather than losing
them is not as straightforward as it might be. Employee attrition is a challenge that makes it
impossible for companies to achieve their corporate objectives and priorities on a regular basis.
As a result, it is critical for an organization's long-term survival to develop effective policies and
plans to address the issue of workforce attrition to some degree. However, high turnover rates
result in higher costs associated with hiring, recruiting, and developing new employees.
Furthermore, hiring HR consultants to perform interviews and recruit candidate’s costs capital,
and recruiting new hires can be a costly process that diverts attention away from qualified
employees.
Recommendations
From the above report, there are few recommendations for companies in order to manage
staff turnover. These are mentioned below –
 Employee turnover is often described as a percentage that represents the rate at which
employees move in and out of a company. However, this figure more likely represents
both controllable (i.e., turnover that managers will influence) and uncontrollable (i.e.,
turnover that is beyond their control). That is why it is advised to companies that they
must focus upon new ways of providing effective organisational profits and revenue
generation.
 Employee turnover can be intentional, in which the employee's departure benefits the
workplace, or it can be unintentional, in which the departing employee is someone who
would be extremely valuable to the organization if retained. Employees with high ability
36

and efficiency that are difficult to replace indicate dysfunctional attrition, whereas those
with poor skill and proficiency are easier to replace.
 It is recommended for the companies that they must focus on job satisfaction which can
be described in a variety of ways. Gratification with the work itself, wages, and gratitude,
relationships with supervisors and coworkers, and opportunities for advancement are all
common distinguishing characteristics. Each component contributes to a worker's overall
satisfaction with their workplace and career. When factors such as the working
atmosphere, supervisors and coworkers, high earnings, or the worker's personal outlook
cause the worker to become dissatisfied with their jobs and cause them to put in less
effort with their job significantly, physically, or expressively, the worker is said to be
dissatisfied with their work.
 Salary level is not only a factor in employee attrition and dismissal, but also a
compensation scheme that determines whether employees are satisfied or dissatisfied
with the company's salary system. This is focused on the superiority of the workers or on
the results of the performance evaluation. Employees are satisfied with the new pay
system whether they believe the remuneration or incentives are focused on equality and
calculated superiority or success evaluation of each individual.
 Turnover is determined by employee perceptions of the organization's beauty and ease of
travel. When employees change companies, they strive to improve their working
conditions. As a result, employees of a company will increase their earnings if they
pursue a new career before leaving their existing one. Any company's pay level may have
a significant impact on intentional turnover. In this knowledge age, where compensation
is one of the most important factors, employees leave their current jobs to seek positions
with higher pay potential. As a result, some businesses are analytically aware that low
pay can result in higher labour attrition and departure.
 The increased staff turnover level makes it difficult for administrators to perform their
jobs effectively. As a result, managers play a vital role in the process of lowering
workforce turnover, and they can inspire their co-workers by providing non-monetary
encouragement. Increased employee turnover has a negative impact on the productivity
of business operations, while a lower employee turnover ratio will improve the overall
37

performance of business operations. As a result, it is critical for an organization's future
success to have a team of dedicated workers capable of completing challenging tasks.
 It is critical for an organization's future success to have a team of dedicated workers who
can complete challenging tasks without supervision or assistance. The importance of top
management in the context of implementing successful remuneration and compensation
packages for their workforce is assessed since they are responsible for putting the paper
arrangements into practice. However, in order to have a strategic advantage over its
rivals, a company must have a team of highly committed workers who can operate in a
high-stress environment.
 Furthermore, it is recommended to the company for hiring HR consultants to perform
interviews and recruit candidate’s costs capital, and recruiting new hires may be a costly
process that diverts competent staff away from revenue-generating activities.
Furthermore, competent workers who are often required to teach new employees are less
likely to concentrate on their primary duties. As a result, it is very difficult for any
company dealing with high staff turnover to successfully handle its activities.
38

REFERENCES
Books and Journals
Aibieyi, S. and Henry, O.I., 2015. Talent management and employees retention in Nigerian
universities. NG-Journal of Social Development, 417(3868), pp.1-9.
Al-Emadi, A.A.Q., Schwabenland, C. and Wei, Q., 2015. The vital role of employee retention in
human resource management: A literature review. IUP Journal of Organizational
Behavior, 14(3), p.7.
Azeez, S.A., 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade, pp.1-10.
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2),
pp.136-140.
Dodds, S. and Hess, A.C., 2020. Adapting research methodology during COVID-19: lessons for
transformative service research. Journal of Service Management.
Dumay, J. and Cai, L., 2015. Using content analysis as a research methodology for investigating
intellectual capital disclosure. Journal of Intellectual Capital.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research
project. Sage.
Flick, U., 2020. Introducing Research Methodology: Thinking Your Way Through Your
Research Project. Sage.
Hitka, M., Kozubíková, Ľ. and Potkány, M., 2018. Education and gender-based differences in
employee motivation. Journal of Business Economics and Management, 19(1), pp.80-95.
Idowu, A., 2017. Effectiveness of performance appraisal system and its effect on employee
motivation. Nile Journal of Business and Economics, 3(5), pp.15-39.
Kundu, S.C. and Gahlawat, N., 2016. Effects of employee retention practices on perceived firm
and innovation performance. International Journal of Innovation and Learning, 19(1),
pp.25-43.
Kuranchie-Mensah, E.B. and Amponsah-Tawiah, K., 2016. Employee motivation and work
performance: A comparative study of mining companies in Ghana. Journal of Industrial
Engineering and Management (JIEM), 9(2), pp.255-309.
Lăzăroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, (14), pp.97-102.
Lin, C.Y. and Huang, C.K., 2020. Employee turnover intentions and job performance from a
planned change: the effects of an organizational learning culture and job
satisfaction. International Journal of Manpower.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
MICHAEL, B., PRINCE, A.F. and CHACKO, A., 2016. IMPACT OF COMPENSATION
PACKAGE ON EMPLOYEE RETENTION. CLEAR International Journal of Research
in Commerce & Management, 7(10).
Okotoh, M.A., 2015. The perceived effect of reward management practices on factors
influencing employee retention at communications authority of Kenya (Doctoral
dissertation, University of Nairobi).
39

Ross, K. and Call-Cummings, M., 2020. Reflections on failure: teaching research
methodology. International Journal of Research & Method in Education, 43(5), pp.498-
511.
Sankar, M., 2015. Impact of hygiene factors on employee retention: Experimental study on paper
industry. Indian Journal of Management Science, 5(1), pp.58-61.
Sattar, T., Ahmad, K. and Hassan, S.M., 2015. Role of human resource practices in employee
performance and job satisfaction with mediating effect of employee
engagement. Pakistan Economic and Social Review, pp.81-96.
Taherdoost, H., 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).
Verma, B.K. and Kesari, B., 2020. Does the Morale Impact on Employee Turnover Intention?
An Empirical Investigation in the Indian Steel Industry. Global Business Review, 21(6),
pp.1466-1488.
Zangirolami-Raimundo, J., Echeimberg, J.D.O. and Leone, C., 2018. Research methodology
topics: Cross-sectional studies. Journal of Human Growth and Development, 28(3),
pp.356-360.
Závadský, J., Hitka, M. and Potkány, M., 2015. Changes of employee motivation of Slovak
enterprises due to global economic crisis.
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management. 2(1). p.1030817.
Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future
research directions. Journal of World Business, 49(2), pp.173-179.
Albrecht, S.L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage. Journal of Organizational Effectiveness: People and
Performance.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Bröckermann, R., 2016. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel.
Cascio, W.F., 2015. Costing human resources. Wiley Encyclopedia of Management, pp.1-1.
Cascio, W.F., 2015. Managing human resources. New York: McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance.
Gallardo-Gallardo, E. and et. al., 2015. Towards an understanding of talent management as a
phenomenon-driven field using bibliometric and content analysis. Human Resource
Management Review. 25(3). pp.264-279.
Hecklau, F. and et. al., 2016. Holistic approach for human resource management in Industry
4.0. Procedia Cirp. 54(1). pp.1-6.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: The CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
40

Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Noe, R.A. and et. al., 2015. Human resource management. Gaining a Competitive.
Nolan, C.T. and Garavan, T.N., 2016. Human resource development in SMEs: a systematic
review of the literature. International Journal of Management Reviews, 18(1), pp.85-107.
Santhanam, N., Kamalanabhan, T.J., Dyaram, L. and Ziegler, H., 2015. Examining the
moderating effects of organizational identification between human resource practices and
employee turnover intentions in Indian hospitality industry. GSTF Journal on Business
Review (GBR), 4(1).
Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource management
review. 25(3). pp.249-263.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-145.
Stone, D.L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Employee Turnover Definitions, 2019. [Online]. Available through:
<https://smallbusiness.chron.com/employee-turnover-definitions-calculations-11611.html>
What Is Employee Turnover (and Why It Matters), 2019. [Online]. Available through:
<https://www.zenefits.com/workest/what-is-employee-turnover-and-why-it-matters/>
Causes of Employee Turnover, 2017. [Online]. Available through:
<https://www.highspeedtraining.co.uk/hub/causes-of-employee-turnover/>
41