Employee Turnover and Retention: A Research Proposal

This research proposal focuses on the factors contributing to high employee turnover and what can be done to reduce it. It includes a literature review, research questions, and a research design.

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Mock Research Proposal
Employee Turnover and retention
Name of the student:

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Contents
Problem statement...........................................................................................................................2
Description of research problem..................................................................................................2
Research objective.......................................................................................................................2
Research questions.......................................................................................................................3
Literature review..............................................................................................................................3
Introduction..................................................................................................................................3
Factors affecting a high employee’s turnover..............................................................................3
Remedial procedure.....................................................................................................................4
Conclusion...................................................................................................................................5
Research design...............................................................................................................................5
References........................................................................................................................................6

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Problem statement
The research is regarding the increase in labor turnover at the regional branches and
highlights the factors that cause an increase in the turnover at the regional branches. It especially
focuses on the factors contributing to an increase employee turnover and what can be done in
order to reduce at the event company. While assessing the problems undergone by the event
company, it has been detected that the organization is facing multiple issues at the local level.
High employee turnover in the event company is due to job dissatisfaction among the employees.
Employees are frustrated due to the ongoing condition of the company due to which they don’t
feel like working. Hence, it is required to look into the factors that can contribute in the
improvement of the employees. High employee turnover is an indicator that the company polices
are not employee friendly and hence requires improvement(O'Leary,2018).
Description of research problem
In the ongoing case, the purpose is to conduct a thorough study which will help in
determining the reasons behind the high employee turnover. The problem statement directly
focuses on the issue that is adding on to the problem. Job dissatisfaction is one of the major
issues that are contributing in increasing the employee turnover. However, in order to understand
the further reasons behind the issue, it is important to conduct a deep research which will help in
furnishing the ground of problem. The research proposal thoroughly assesses the problems which
is creating ineffectiveness in the company...
Research objective
Most importantly, the research here focuses upon the problem which is causing employee
turnover. In an organization high turnover and low productivity are two of the biggest indicators
of job dissatisfaction. It is important for the employers to be aware about the ongoing condition
so that they can take remedial steps. Hence, for the betterment of the company it is eventually
important to implement strategies to support employees. The research further furnishes the

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factors in detail and put forward the ineffectiveness(Brewster, Houldsworth,
Sparrow,Vernon,2016). It is necessary for providing with the performance management and
putting forward the right process and procedure in developing the company on a long term basis.
The primal factors that are contributing in the organizational improvement are important enough
for managing effectiveness. This is necessary for putting forward the necessary steps in order to
generate job performance.
Research questions
What are the factors contributing in a high turnover and what steps are necessary to
reduce it?
Does the company need to implement a new strategic plan in order to improve ongoing
employee condition?
What strategic steps are important to develop employee-employer relationship in the company?
Literature review
Introduction
An employee turnover rate is a major concern behind the organization ineffectiveness.
High turnover rate is therefore a major cause in the organizational incapability. This event
company is facing a high employee turnover due to the employee dissatisfaction. This can be due
the long-term gap in understanding the employees need. It is hence important to generate the
better outlook. There are series of factors which have contributed in an increasing employee
turnover recently. A single instance in the organization can affect the company and the
employees. In order to correct the situation, it is important to manage the futuristic approach. In
the ongoing situation, one of the major factors is the low employee morale.
Factors affecting a high employee’s turnover
The job is stressful for the employees which tend to create gap in understanding the
organizational necessity. There are multiple factors which have contributed in creating a wide
gap in understanding the employee’s requirement. The mismatching in the organizational goal
and employee expectations can thereby held responsible for employee turnover(Jamali, El Dirani

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& Harwood, 2015). This is important enough for understanding the employee’s position in an
organization and hence collectively responsible for affecting the organizational functions. This
is important to manage the employee focus and understanding the behavior in order to maintain
the behavioral pattern. An inadequate benefit package is hence responsible for causing
ineffective growth pattern. These factors are important enough for managing the accuracy in
delivering the services and providing with the better plan. These plans are important enough for
understanding the accuracy and providing with the factors that have accumulated in the gap in
delivering the objective.
Remedial procedure
For the purpose of understanding the ongoing pattern, it is important to develop the
parameter which will ensure sustainable growth and delivering plans that are important for
furnishing effectiveness. The event company has therefore needed to manage the data and
accuracy. It is evident for promoting sustainable organizational goals and determining the
position of company. Certain type of business organizational functions needs to occupy the
better functioning and capacity. This allow in understanding the development and procedure in
judging employees strature. It is hence important for guaranteeing the development and effective
process in determing the functions and capability. The purpose is to furnish the capacity and
allocating the best possible alternate in order to understand employee’s requirement. The most
important factor in an organization is to determine the focus in order to generate effectiveness
and process. This is important enough for understanding the requirements and further enhancing
the purpose of growth and accumulating the functions(Walliman,2017). Organizational culture
and system is held responsible for affecting the employee relationship with the rest of the people.
It is hence necessary for managing the consistent functions and determining the objectives. This
is important for providing a valid effect which will ensure growth and development in the
organizational functions(Sparrow, Brewster & Chung,2016). In order to avail the best possible
functions and facilities, it is important to engage in improvising the organizational culture. In
order to maintain the value system and mechanism it is important to introduce a well- cultured
and developed organizational environment. This will further help in engaging in the best possible
activities and mechanism. The consistency of personal value interaction and development is
therefore important to enhance organizational culture. Higher the consistency rate, higher is the

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chances to retain the employees(Bloom &Van Reenen,2011). It is however important to engage
in differential functions so that it is possible to understand the organizational effectiveness and
capacity (Armstrong &Taylor, 2014).
It is evident for Event Company to align the goals of the employees to the organizational
goals. In this way, it is possible for all to understand the valid functions and growth possibility. It
is necessary for generating better functions and capacity. This will further help sin improving the
organizational culture and retaining the employees for a long term. The overall purpose is to
understand the valid reasons and effective aspects in attaining different objectives. This further
helps in understanding the objective on a long-run. Good employee’s welfare policy is necessary
to understand the betterment of the organization. This is evident from the point of view of both
employer and employee growth(Marchington,Wilkinson, Donnelly & Kynighou,2016).
Conclusion
Research shows that the company with a low income rate has a high turnover ratio. This
is mainly due to employee dissatisfaction. In order to improve the ongoing organizational
capacity and various factors, it is necessary to validate the overall process and understanding the
main purpose. A better policy is therefore important to engage in functions which will help in
ensuring organizational goals.
Research design
This research is based on developing better functions which will help in understanding
the overall purpose of the research. This particular research is based on Qualitative research. For
understanding the particular agenda it is evident to manage the role and capacity and further
understanding the questions stated above. The even t organization is facing issues due to lot of
factors. These factors are needed to be furnished in advance which will help in understanding the
employee-employer relationship. This is necessary for managing the organizational capacity and
further understanding the particular role in advance(Orcher,2016). This is necessary for
managing the particular research technique and methodology. This is evident for the purpose of
arranging effective role and maintaining the adequate factors. Inductive research will be used to
undergo the ongoing pattern in the current situation. The purpose is to understand the

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observation, pattern, tentative hypothesis and theory in order to build the concept
(O'Leary,2018). In further understanding the theory and putting forward the reasons in
sequence, it is evident to look into the appropriate technology and method. The only way here is
to understand the different aligned functions that will help in ensuring a low turnover
ratio(Patten,2016).
Hence for maintaining the organizational objectives and needs, it is important to provide
with a better platform which will help in ensuring consistent growth... The ongoing aspect is
important to engage in managing the relative growth and development and hence contributing in
managing the organization. This is evident for the organization in order to maintain a better
culture and further establishing necessary position in the market. The nature of employee
behavior and sustainable objective is to manage the organizational capacity. Good employee’s
relation and development of employee relation and retention is evident to promote better culture.
This is important to formulate better objectives and gaining goals for understanding policies. It is
necessary for the organization to maintain the organizational purpose in order to maintain the
better project and establishing the purpose.

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References
Armstrong, M. &Taylor, S., (2014). Armstrong's handbook of human resource management
practice. The Netherlands: Kogan Page Publishers.
Bloom, N. &Van Reenen, J., (2011). Human resource management &productivity. Handbook of
labor economics, 4, pp.1697-1767.
Brewster, C., Houldsworth, E., Sparrow, P., &Vernon, G. (2016). International human
resourcemanagement. The Netherlands: Kogan Page Publishers.
Jamali, D. R., El Dirani, A. M., &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), 125-143.
Marchington, M., Wilkinson, A., Donnelly, R. &Kynighou, A., (2016). Human resource
management at work. The Netherl&Kogan Page Publishers.
O'Leary, Z. (2018). Research Proposal: Little Quick Fix. SAGE.
Orcher, L. T. (2016). Conducting research: Social &behavioral science methods. Routledge.
Patten, M. L. (2016). Proposing empirical research: A guide to the fundamentals. Routledge.
Sparrow, P., Brewster, C., &Chung, C.( 2016). Globalizing human resource management.
OXON: Routledge.
Walliman, N. (2017). Research methods: The basics. Routledge.