Quantitative Data Analysis Report on Rising Issue of Employee Turnover in UK

Project 1 – Quantitative
Data Analysis Report

Table of Contents
1. Introduction to business research problem..................................................................................1
2. Literature review..........................................................................................................................1
3. Identification of Dataset...............................................................................................................2
4. Quantitative analysis of the dataset..............................................................................................2
5. Visualisation of data....................................................................................................................3
Summary of labour market statistics......................................................................................3
Labour Force Survey weekly estimates..................................................................................4
Coronavirus and the impact on payroll employment: experimental analysis.........................5
Unemployment rate by nationality (16+) - UK national: %...................................................6
Rising issue of Staff retention in public sector of UK............................................................7
6. Findings and conclusion..............................................................................................................7
REFERENCES................................................................................................................................9

1. Introduction to business research problem
The current study is based on the rising issues and challenge of high employee turnover that
comprises of the rising number of workers and employees who tend to leave the organisation
during a specific period of time (Conroy and et. al., 2021). It has been seen that the prevailing
marketing uncertainty along with the global pandemic of covid-19 has created the issues and
challenge related with the lack of motivation and satisfaction in employees along with ineffective
employee engagement and retention policy in organisation that is creating and leading to the
situation of high employee’s turnover. Therefore, the current problem based research project and
quantitative analysis tend to based and focused on the rising issue of the high employee turnover
that is seen in UK manly after the implication and spread of the covid-19.
2. Literature review
According to the view point of the Juvitayapun, T., 2021, it has been analysed that the
phenomena of the issue of high employee turnover is related and associated with the number of
the worker and employees that are leaving and stop working within a firm due to some personal
or professional reason. It has been also seen and analysed that the concept and issue of the high
employee turnover is tend to be related and associated with creating higher cost of operation for
business organisation along with creating obstacles and hindering its productivity and success
level. Beside this, the main negative impact and drawback of the issues of the high employee
turnover comprises of the decrease in the overall level of the productivity of the firm based on
the unavailability and lack of the talented candidates that tend to reduce the level of production
and hamper smooth working of the firm (Ali and Anwar, 2021).
Apart from this, it has been also seen that the increase within the cost of the firm is also
tend to be a vital negative impact and aspect of the high employee turnover based on rising
expenditure on the recruitment of new employees along with cost involved within the
advertisement of job vacancy, orientation and induction of new employees, etc. that lead to
increment in the overall cost of operation (Scott, Waite and Reede, 2021). Further, the main
reason and cause for the issue of high employee turnover comprises of lack of communication
and motivation ate workplace along with unhealthy company culture and ineffective retention
and engagement policy. It has been observed that the ineffective communication leads to
situation of the chaos and conflicts at workplace which accrete feeling of demotivation and
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dissatisfaction that leads to higher employee turnover. Along with thus, unhealthy company
culture based on inequality along with in effective retention program including lack of proper
training and development of the employees are the main reasons and factors that leads to issues
of high employee turnover (Nguyen and Springer, 2021).
3. Identification of Dataset
Selection and identifying a set of data is associated with the steps that are undertaken by a
researcher for gathering and collecting a piece of data that can be used to have further review and
analysis to set a better understanding about the selected topic and concept. There are two main
sources from where the identification of the sources can be made that comprises and include of
the primary and the secondary source of data. It has been observed that gathering information
from primary sources is complex and time consuming process involves collection of data directly
from the respondents (Wang and Zhi, 2021). Therefore, in current study, use of the only
secondary source of the information and data set has been made. Use of the Office of national
Statistics (ONS) has been made for gathering and choosing of the dataset for current project as it
supports an authentic and reliable source of data. For having effective identification of the data
set from the ONS site use of the key words has been made to ensure better selection of dataset
based on selected topic. The key words that has been used to select and identify the dataset
comprises of Employee turnover, labor force, unemployment rate, staff retention, impact of
coronavirus, reason for turnover etc. Making use of these key words tend to supports and leads to
better identification and selection of the dataset that effectively meet and ensure the review of
current research problem based on the issue of high employee turnover (Donkor, Appienti and
Achiaah, 2022).
4. Quantitative analysis of the dataset
there are two main form of data set comprising of the quantitative and qualitative set of data
out which the quantitative dataset are tend to be numeric in nature while qualitative comprises of
detailed and in-depth information. Thus, use of the quantitative type of dataset tend to support a
better personation and analysis of facts. Along with this, the use of the quantitative nature of
dataset also supports better use of tool and techniques in form of graphs, tables and other
hypothesis testing to have beet analysis and implication of the results (Van Linden, Vandenhaute
and Zimmerman, 2021). In accordance to current research project, use of the tables and graphs
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