Impact of Increasing Employee Turnover Rates in IT Sector Companies

This research reflection discusses the impact of increasing employee turnover rates in IT sector companies. It highlights the importance of motivation and training programs to retain employees and improve organizational productivity. The author shares personal experience as a human resource manager and suggests ways to reduce employee turnover rates.

Research Reflection

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCE..................................................................................................................................4

INTRODUCTION
The environment is not stable as changes are happening around which has been affected the
business negatively. This is important for each individual to analysis the environment as it
develop understandings what needs to do in order to operate the business regularly. When I was
in college I came to know about importance of employees and increasing employee turnover
rates as it affect the business negatively (Aburumman, Salleh, Omar, and Abadi, 2020). This is
important for each organization to understand what people wants and then should offer kind of
services which could help to regulate the business effectively. Here, I am sharing my personal
experience about increasing employee turnover in IT sector as I have worked as an human
resource manager. This reflection will highlights on skills and abilities of individuals and
maintaining higher performance.
MAIN BODY
The business sector is growing day by day where comoanies are adoping new technology
and innovation as it influences the number of people and supports to develop the organizational
productivity. This is important for each individual to anaklysis the market and comes to know
how their customers will be infkuences to work effectively. When I was studying in college my
tutor was teaching as Human resource management which can help to develop the organizational
productivity and profitability. I have worked as an human resource manager in Cyber
Infrastructure that is medium size IT company within UK, that offering It services such as
empower and Enhance the lives of Billions of users through Profound technology solutions. The
company invites the people and employees to join the organization by suing their skills and
abilities. I found that there are enough educate people in UK who have different skills to work
and get ready to accept the challenges due to lack of motivation. If organization is not providing
enough motivation to their staff then it would be challenging for management to operate their
business regularly (Awulachew, 2019). As I have worked at the profile of human resources
management, increasing employee turnover rates became challenging for me as employees were
leaving the organization due to dissatisfaction and lack of motivation which was affecting the
organizational productivity and profitability negatively. The aim of current research is to identify
the impact of increasing employee turnover rates in the IT sector companies. By conducting the
analysis and research the market I came to know that motivation and inspiration is most
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important for employees who is working at the workplace as it affect the business and created
problems in continue their business functions (Stamolampros, Korfiatis, Chalvatzis, and Buhalis,
2019).
While working I found that Employee turnover has a significant negative impact on a
company's existing business structure, as the retiring employee's talent may be unique due to
their length of service and grasp of the job procedures. The high turnover of many employees
might also make it difficult for the business to identify and recruit qualified individuals to
replace those who have resigned. It is also critical for the company, or rather the employer and
business structure managers, to organise effective training programmes to acclimate new
employees to the job structure and processes followed within the company's organisational
culture. According to researchers, the tech services industry observed a 12% attrition rate in the
previous year, while the COVID-19 was in full swing. However, by the end of 2021, the IT-BPM
sector might be looking at an increased attrition rate of close to 22%. Advertisements. This
became challenging for me to conduct the analysis and introduce different ways could be used to
reduce the employee turnover rates and increase the business performance. I noticed that I am
much good in effective communication, maintaining interpersonal relation, motivation, and
problem solving which I used to influence the number of employees at the workplace and get
work done effectively (Chang, 2019). If employees are not satisfied the human resource
management should understand their issue and put efforts to resolve them by bringing changes
and using different mode of motivation. A proper training and development sessions should be
provided to their staff which can help to develop the understandings of staff and supports to
operate a business effectively by influencing employees. Training program also helps to get
ready employees to accept more changes and give their contribution to accomplish business
goals. I have conducted the primary research where I came to know main causes of increasing
employee turnover in IT companies and suggested the possible solution that have supported me
to complete their goals and objectives after recruiting skilled people and motivating them that
could help to retain the employees for long period of time at the workplaces. While working in
organization, I also observed that I have leadership skills which I used to lead the employees by
recognise them and providing them best ways to enhance their knowledge as well as experience.
I have applied the Maslow theory to motivate their employees which covers psychological,
social, safety, behavioural and self actualization needs which are important to organization and
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supported to develop the organizational productivity (Yao, Qiu, and Wei, 2019). I was weak in
mathematical, and decision making skills which I improved during working and sharing
information with staff. The working experience and skills had built my confidence level and
would provide me future employment opportunities in IT sector.
CONCLUSION
From the report it can be concluded that employees are important to organization as they
involved in business activities and functions for the purpose of attaining common goals. The
employer needs to understand the problems of their staff and should motivate them by applying
appropriate theory and framework. Other than this, in I sector there is need to provide training
sessions to staff so they could get ready to accept changes smoothly.
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REFERENCE
Books and journal
Stamolampros, P., Korfiatis, N., Chalvatzis, K. and Buhalis, D., 2019. Job satisfaction and
employee turnover determinants in high contact services: Insights from Employees’
Online reviews. Tourism Management, 75, pp.130-147.
Chang, B., 2019. Reflection in learning. Online Learning, 23(1), pp.95-110.
Yao, T., Qiu, Q. and Wei, Y., 2019. Retaining hotel employees as internal customers: Effect of
organizational commitment on attitudinal and behavioral loyalty of
employees. International Journal of Hospitality Management, 76, pp.1-8.
Aburumman, O., Salleh, A., Omar, K. and Abadi, M., 2020. The impact of human resource
management practices and career satisfaction on employee’s turnover
intention. Management Science Letters, 10(3), pp.641-652.
Awulachew, S.B., 2019. Irrigation potential in Ethiopia: Constraints and opportunities for
enhancing the system. Gates Open Res, 3(22), p.22.
(Aburumman, Salleh, Omar, and Abadi, 2020) (Awulachew, 2019) (Chang, 2019) (Yao, Qiu,
and Wei, 2019) (Stamolampros, Korfiatis, Chalvatzis, and Buhalis, 2019)
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