High Employee Turnover: Background and Problem Definition of Research Proposal

This research proposal discusses the background and problem definition of high employee turnover, its causes, and management strategies. It also explores the impact of employee turnover on organizations and the cost incurred by companies.

BUS703 Managing Research
Assessment Task 1
Draft of Background and Problem Definition of Research Proposal
Background to the problem- High employee turnover is one of the issues which has kept the
organization worried and the recruitment process involves the lot of money which involves the
recruiting cost, interview cost, post-interview cost and employment cost, training cost, opportunity
cost, moral cost. There are several kinds of problems that have led to the high employee turnover.
These are as follows:
 The employees are motivated by high pay- it is an established fact that no matter how much
an employee is committed to working in a particular company. Such employee if receiving a
better offer with a better salary package will definitely choose to leave the present company
and settle for another (Hom et al. 2012).
 Employee engagement is one of the prime reason an employee may feel left out. The
employee that feel to remain engaged will seek for the challenges in work, the employee is
good finding the solution and resolving the problems, they share solutions and ideas with
their colleagues, support the colleagues that are busy and seek for the development and
training opportunities (Hancock et al. 2013).
 Employees get bored if they are hindered in moving forward and in terms of the professional
development and growth (Yang, Wan & Fu 2012).
 Poor management- a boss can make his employees feel miserable through his
management skills. The employees might be committed towards their work but may leave
the job if they find that they are ill-managed by their managers (Hom et al. 2012).
 The employee feels that they are being overstretched at their workplace with too much work
burden. Putting too much on the desk of an employee is one of the prime reason employee
feel fatigue and restless (Kim 2012).

Management decision
 What will be the effect of compensation that is offered to the employees?
 Can a survey on the salary and annual wage reveal the insight of the employees and their idea
of pay?
 Can the strategy of selecting the right employees for the right role solve the problem of high
employee turnover?

 Along with the benefits and pay, can the additional perks provided to the employee be fruitful in
the long run?
 What are options for the employees about the perks and what kinds of perks they would like to
see in the planning purpose?
 Can the employee turnover rates be prevented through the employee assistance programs?
 Will facilitating the employees with the employee annual statement be helpful in the long run?
 If the employees are provided with the paid time off, educational assistance, adoption
assistance, benefits of premium, retirement benefits, how will all these benefits will impact the
employees?
 Are there too many employees selected for doing a single task? And will the management of
the workforce be helpful in the reduction of the employee turnover?
 Will it be helpful if the employee receives the recognition and the feedback they need?
 By understanding the reason that led to high employee turnover, can it be helpful as a whole for
the protection of the employees by keeping them challenged, engaged and well-compensated?
Research question
 How the employee turnover affects an organization and the overall functioning and the
management of the organization?
 What are the human resource strategies taken up by the human resource managers with
respect to the reduction of the employee turnover?
 What are the different types of management styles undertaken for the reduction of the high
employee turnover?
 What are the different types of the cost incurred by the companies and the organization when
employee turnover rate increases?
 How the organization manage to save the cost of the employee turnover and the several types
of losses incurred due to the employee turnover?
 How long the human resource managers take to respond to filling the gap created by the
leaving employees?

(Information) Objectives
 To identify the how the employee turnover affects the organization and the overall functioning
and the management of the organization.
 To analyse the human resource strategies taken up by the human resource managers with
respect to the reduction of the employee turnover.
 To find out the different types of the cost incurred by the companies and the organization when
employee turnover rate increases.
 To identify how an organization, manage to save the cost of the employee turnover and the
several types of losses incurred due to the employee turnover
 To identify how long, the human resource managers take to respond to filling the gap created
by the leaving employees.
 To analyse the What are the different types of management styles undertaken for the reduction
of the high employee turnover

References used
Hom, P.W., Mitchell, T.R., Lee, T.W. & Griffeth, R.W 2012. Reviewing employee turnover:
focusing on proximal withdrawal states and an expanded criterion. Psychological bulletin,
138(5), p.831.
Hancock, J.I., Allen, D.G., Bosco, F.A., McDaniel, K.R. & Pierce, C.A 2013. Meta-analytic
review of employee turnover as a predictor of firm performance. Journal of Management,
39(3), pp.573-603.
Yang, J.T., Wan, C.S. & Fu, Y.J 2012. Qualitative examination of employee turnover and
retention strategies in international tourist hotels in Taiwan. International Journal of
Hospitality Management, 31(3), pp.837-848.
Chang, W.J.A., Wang, Y.S. & Huang, T.C 2013. Work design–related antecedents of
turnover intention: A multilevel approach. Human Resource Management, 52(1), pp.1-26.
Kim, S 2012. The impact of human resource management on state government IT
employee turnover intentions. Public Personnel Management, 41(2), pp.257-279.