Impact of Employee Turnover on Productivity and Performance: A Case Study on Aston Martin

This case study analyses the impact of employee turnover on productivity and performance of Aston Martin. It identifies the causes of high employee turnover, its impact on productivity and performance, and strategies to minimize it.

To analyses the impact of
employee turnover on the
productivity and performance of
an organization A case study on
Aston martin

Contents
FINDING AND ANALYSIS..........................................................................................................1
Introduction..................................................................................................................................1
Theme 1: The causes of high employee turnover within an organisation...................................1
Theme 2: The impact of high employee turnover on productivity and performance of an
organisation..................................................................................................................................2
Theme 3: The strategies that could be used by an organisation to minimise employee turnover
within the organisation................................................................................................................4
REFERENCES................................................................................................................................6

FINDING AND ANALYSIS
Introduction
This chapter of the study into primary method is utilised through investigator in order to
accumulate the data. With this, investigation, secondary information would be accumulated
through performing the discussion upon the basis of literature review In addition to this, for
analysing this data, thematic analysis has been applied so that research may be accomplished in
effective manner (Abbasi and et. al, 2020). By utilising thematic analysis, investigator may
evaluate the subjective information or data effectively and efficiently.
Theme 1: The causes of high employee turnover within an organisation.
From the above, it has been analysed and identified that employee turnover rate are
increasing continuously due to numerous reasons, such as lack of feedback and recognition, poor
employee selection, lack of growth and development and many others. Various development and
advancement open doors for staff are considered as most significant component for an
association to hold great workers in the association that work all the more really in the working
environment. It is an entity fall down in giving these open doors to their workers thus, they feels
caught in an bottleneck position and they look towards the one more organization for the
opportunity that work on their pay and status. This has been also analysed that, at the hour of
financial tension, organization request that their workers assume on additional liability to
manage this strain in better way (Ali, Paris and Gunasekaran, 2019). Organization might have to
allow individuals to go as well as residual representatives to in the middle of between working
longer hours or even in ends of the week moreover. Assuming the organization request that their
representatives pick either private life and work life that may influences the organization. It
make representatives disappointed and cause high worker turnover in the association.
In addition to this, Whether the organization explode in giving input to their staff, they might be
driving their workers away. Input is the significant viewpoint for the organization that guarantee
representative achievement, so keeping away from this interaction can be unfavourable to their
prosperity. Whereas on other hand those individuals striving in the working environment, the
genuine criticism may help them to deal with their responsibility and accomplish the task
together. Essentially, in the situation that the great work of the representative isn't perceived by
the director that additionally leads high worker turnover in the association. The manager need to
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perceived or value representative's great work in this way, they perform really as well as hold in
the association for longer term. Moreover, in the situation that the organization over deal with
their workers, they are probably going to become disappointed with the absence of opportunity
that adds to high staff turnover in the workplace. So, the organization need to trust their workers
in this way, they perform well and permit them some opportunity thus, they feel significantly
better while working in the association. Organization can likewise include their representatives
in navigation in this way, they give compelling thoughts that assist organization with working
their business in better way. Also, it is crucial to selecting and recruiting ideal staffs in the firm
are not a simple duty for the organization, but rather driving a coordinate with a worker which is
likewise not plainly appropriate for the organization (Bougie and Sekaran, 2019). Therefore, for
filling an empty position, picking ineffectively paired workers is terrible for the organization as
well as representatives too. Not any employees play out their work in better way when they are
troubled as well as contradictory workers is primarily to be satisfied with their new position.
Theme 2: The impact of high employee turnover on productivity and performance of an
organisation.
It has been identified and analysed that the high employee turnover have huge and vital
impacts on productivity and performance of an organisation. Moreover, high worker turnover
gives adverse consequence on the efficiency and execution of an association. At the point when
the organization misfortunes their skilled and experienced workers in the firm then they dealt
with issues in working their various capabilities in better way. The significant effects that
organization faces because of high staff turnover inside their working environment are
diminished efficiency, recruitment costs, lower organization resolve and many more. The
efficiency of staff are most significant viewpoint for an firm to make more progress and
objectives. High worker turnover inside the association can cause decrease in representative
efficiency rates which expresses that the business might miss the mark regarding its objectives
assuming representative turnover turns into an issue. Assuming the staff turnover pace of an
association is extremely high, they need to spend more cash on substitution expenses and worker
recruitment as opposed to focusing in on their endeavours on expanding workers efficiency.
Additionally, High turnover may builds the enlistment expenses of the firm (Hassan and et. al,
2019). It implies that the organization need to recruit and prepare new staff, paying them more
significant compensations for a more drawn out time frame before they become more proficient
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and experienced for the workers. At the point when huge number of workers leaves the
association because of multiple factors, organization need to select and recruit new
representatives for satisfying that empty position in this way, their activities become smoother
very much like prior. However, the organization need to invest more energy, cash and
endeavours to see as new capable and successful workers that effectively acted in the workplace.
The increasing staff turnover move forwards towards lower organization morale so it alludes as
one of significant issues that organizations looked because of high representative turnover in the
association is low worker spirit. Thus, at the point when a workers leaves the organization,
fundamental for those stay at the firm to make and attempt their own feel better thus, that it
doesn't out very much like quickly as well as cause extra worker turnover in the firm. At the
point when there is a high worker turnover in the company, remaining staff feels exhausted and
decline their spirit since they imagine that different representatives get better open doors
somewhere else and they likewise need to look for these valuable open doors for themselves.
Likewise an explanation influences hierarchical execution and efficiency when huge number of
worker leaves the association at same time.
Along with this, it has been evaluated that the sales get reduced as it turns out to be more
hard for the organization to accomplish hierarchical objectives when there is a high worker
turnover at work. Because of high representative turnover, worker efficiency decline that make
issues for the organization to get income that must be acquired through a proficient labour force.
At the point when there isn't legitimate labor force in the association, then they couldn't
accomplished their objective as well as satisfy their clients needs on time. Because of which
deals of the organization is additionally diminishes and decline their productivity likewise. Also,
in the situation that the organization has very worker maintenance in the association, worker
turnover can happen regardless of whether labourers leave because of reasons that don't have
anything to direct inside the working environment by any stretch of the imagination. To create
some distance from their current area which implies that they secure position somewhere else.
Not make any difference what the explanation but rather the worker turnover is the issue for the
organization to select and enlist new representatives in the association. Furthermore, it has been
determined that high staff turnover enhancement impact the reduces competition growth. So, the
competition is an another significant issues that the organization faces to make due on the
lookout (Moqbel and et. al, 2020). The present rivalry is exceptionally high for the organizations
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where the high worker turnover straightforwardly influences their serious development. Capable
workers are significant resources for the organization as they help in giving powerful labour and
products to target market that leads upper hand for the organization. High worker turnover rate
decline cutthroat development of the organization since organization will not ready to offer
powerful support to their clients.
Theme 3: The strategies that could be used by an organisation to minimise employee turnover
within the organisation.
It has been analysed and identified that, for reducing the employee turnover, the firm can
applied various strategies within workplace. Some of the crucial strategies that has been used are
invest much in staff, reward and compensate staff, improve its selection procedures and many
more. The high staff turnover pace of an entity isn't just influencing its efficiency and execution
yet in addition its deals and productivity. As the present corporate world is extremely cutthroat
and high worker turnover in the association may influences progress of the organization and
furthermore make trouble for the organization to get by on the lookout (Panagiotakopoulos,
2020). It become significant for the organization to utilize successful systems that limit high
representative turnover inside the association. So, it is crucial to invest much in staff as each
worker need to realize that they are important piece of their group or not in an association.
Interest in the outcome of workers by the organization has a functioning impact in their expert
turn of events and it will build their dedication towards them. Advancing advancement
opportunities ceaselessly inside their working environment assist organization with working on
their labour force and increment their capacity too. The other strategies is reward and repay staff
as workers additionally needs to realize that their commitment is esteemed in the association.
Organization need to put forth a cognizant attempt to especially perceive the triumphs of their
representatives as well as remunerations their endeavours (Petrova and et. al, 2020).
Commending their victory and contributions prizes might be not that significant for the
organization, yet will increments staff unwaveringness and make them successful to really play
out their work more. Cash isn't the primary justification behind high worker turnover in the
association, however the organization need to guarantee that to pay fair wages for their
representatives. By doing everything, guarantee organization that their workers don't look for
better proposition somewhere else.
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In addition to this, it is vital for organisation to improve their process of selection in order
to reduce the higher employee turnover rate. For instance, the organization need to make their
screening great thus, they recruit gifted or wonderful applicants that play out their work all the
more successfully in the association. For getting guarantee that the organization get the right
competitors in their working environment they need to characterize the job all the more plainly,
explain whether the up-and-comers has the ideal abilities as well as information and guarantee
that the applicants fits the organization culture. Thusly, organization can further develop their
choice interaction and recruit right competitors that might limit the staff turnover inside their
working environment. Furthermore, it is important for firm to give careful and obliging input as
giving very much considered and fitting criticism to workers is a significant benefactor that
guarantees progress of an association. Criticism assist workers with recognizing regions for
development ponder their presentation as well as create and work on their abilities. Whenever
the organizations avoid the chance of giving input to their labourers may prevents their
development and leads worker turnover. It makes significant for the organization to give proper
criticism to their workers thus, they are not forced for staying for longer period (Zehir, Karaboğa
and Başar, 2020).
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REFERENCES
Books and Journal
Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2020. Examining the relationship
between recruitment & selection practices and business growth: An exploratory
study. Journal of Public Affairs, p.e2438.
Ali, A.A., Paris, L. and Gunasekaran, A., 2019. Key factors influencing knowledge sharing
practices and its relationship with organizational performance within the oil and gas
industry. Journal of Knowledge Management.
Bougie, R. and Sekaran, U., 2019. Research methods for business: A skill building approach.
John Wiley & Sons.
Hassan, M., Jambulingam, M., Alam, M.N. and Islam, S., 2019. Redesigning the retention
strategy against the emerging turnover of Generation Y: Revisiting the long-standing
problems from 20Th to 21St century. International Journal of Entrepreneurship, 23(2),
pp.1-16.
Moqbel, M., Bartelt, V.L., Topuz, K. and Gehrt, K.L., 2020. Enterprise social media: combating
turnover in businesses. Internet Research.
Panagiotakopoulos, A., 2020. Exploring the link between management training and
organizational performance in the small business context. Journal of Workplace
Learning.
Petrova, M., Koval, V., Tepavicharova, M., Zerkal, A., Radchenko, A. and Bondarchuk, N.,
2020. THE INTERACTION BETWEEN THE HUMAN RESOURCES MOTIVATION
AND THE COMMITMENT TO THE ORGANIZATION. Journal of Security &
Sustainability Issues, 9(3).
Zehir, C., Karaboğa, T. and Başar, D., 2020. The transformation of human resource management
and its impact on overall business performance: big data analytics and AI technologies in
strategic HRM. In Digital business strategies in blockchain ecosystems (pp. 265-279).
Springer, Cham.
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