Analyzing Employee Turnover and Retention

This assignment involves a comprehensive analysis of employee turnover and retention in Australian organisations. The research aims to explore the factors influencing employee turnover, including HRM practices, organisational support, job satisfaction, and employee performance. The study also examines the challenges and limitations of conducting research on this topic. The findings are based on a review of existing literature and an analysis of data from primary and secondary sources.

Running head: BUSINESS RESEARCH
Business Research
Name of Student:
Name of University:
Author’s Note:

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Table of Contents
Answer 1:.........................................................................................................................................2
Answer 2:.........................................................................................................................................3
Bibliography:...................................................................................................................................5

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Answer 1:
In case of this business research, an article has been provided. The article provided has
been published in the International Journal of Human Resource Management. The article
provided is comprised of a study into the employee turnover in particular organisations and also
their skills in different scenarios. There are several available and explainable theories of the
employee motivation and job performance in organisations. The factors of the employee turnover
and the preservation of their skills in the Australian Organisations have been analysed. There is a
noteworthy impact of the HRM on several factors of the “performace” of a firm. The different
facets of employee turnover have also been mentioned in connection to these factors. It has been
found that trade unions also have an impact in the performance and the morale of the
organisational workers.
The study or the area of the research basically aims to focus on the proper and genuine
information on the several factors which is responsible for the dissatisfaction of the employees
which ultimately lead them to leave their particular organisations. In addition to this, the factors
which cause the retention of the employees are also studied. In this particular connection, there
has been the importance of several multi-item segments which impact the scale measurements of
the organisations. The multi dimensional factors comprise of both the positive and negative
aspects of the organisation. Numerous drivers exist for the employee retention and turnover in
certain organisations. This needs to be understood and the negatives need to be eliminated in
order to retain the valuable employees in the organisation.
There are several levels of research which helps reach at a particular conclusion the study
aims at. The different drivers of employee retention and turnover have to be properly analysed.

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There are different factors which contribute to the organisational support as well job satisfaction
in several contexts. The impact of certain HRM practices on a firm and its performance is to be
taken care of. There needs to a proper collection of suitable data sources. Both the primary and
secondary sources of the collected data need to be genuine to base the claims of the research on
them. The factors which cause employee turnover and even retention are to be analysed
carefully. The factors which induce employee performance and job satisfaction are to be studied
properly as well. Only if all the requirements are met, a researcher can claim that the drivers
contributing to the employee retention have been collected. Research criteria need to be met at
all times.
Several criteria have to be met on all the factors impacting organisational performance.
The research needs to be accurate and suitable for conclusions to be drawn from it. The sources
of research needs to be genuine, the data needs to be accurate and the conclusions reliable. Only
then can the research be reliable. Unless a situation of complete dependability is arrived at and
the percentage of accuracy has been reached at a maximum, only then can it be concluded that
the aims of the research have finished.
Answer 2:
The research on the article which has been provided has several drawbacks. The nature of
the studies which are available on the impact of the human resource practices on the employee
turnover is very less. The articles which have been published on the particular topic of study is
very less and therefore the conclusions drawn aren’t accurate enough. The ease of use of the data
on the “performance of the workers” and the firm’s total turnover is bound to impact the

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reliability of the data and its collection process. In case the data concluded are reliable the
research conclusions will also be accurate.
The opinions of different employees on the factors which improve or hamper their skills
are to be collected to facilitate in the research. In case the information or the opinions are not
collected, it is bound to hamper the conclusion of the research. The research article in this
particular case of business research does not put a proper focus on all the business scenarios
influencing the situation of the organisation.
The scenarios which have been mentioned in the particular article are not always
correlated. It is seen that a huge portion of the article concentrates on the role of the different
“attitudinal preferences” on the individuals in the organisations, but the situations which the
employees face n varied situations are also varied. The factors which contribute to the propensity
of an individual let go of his or her company are different in different scenarios. Therefore it can
clearly be said that there needs to be more research which has to be conducted on this particular
area of the employee retention in the organisations.
The challenges in the specific study, ultimately show that much data is not available and
the possible situations where the solutions need to understood are not clear as well. The criteria
contributing to the patterns of retention are to be examined.

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Bibliography:
Smith, A., Oczkowski, E., & Smith, C. S. (2011). To have and to hold: modelling the drivers of
employee turnover and skill retention in Australian organisations. The International Journal of
Human Resource Management, 22(02), 395-416.