Impact of HR Practices on Employee Retention in Food and Beverage Industry

Running head: RESEARCH PROJECT
Research Project
The impact of HR practices on the retention of employees - Evidence from Food and Beverage
industry
Name of the Student
Name of the University
Author Note

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Table of Contents
Chapter 1: Introduction..........................................................................................................................3
1.1 Introduction..................................................................................................................................3
1.2 Research Questions......................................................................................................................4
1.3 Research objectives.....................................................................................................................4
1.3.1 Rationale for the chosen research questions.........................................................................4
1.4 Research Hypothesis....................................................................................................................5
1.5 Research environment and the demographics.............................................................................5
1.6 Literature Gap..............................................................................................................................6
1.7 Academic relevance.....................................................................................................................6
Chapter 2: Critical Literature Review....................................................................................................8
2.1 Overview of the Employee turnover............................................................................................8
2.2 Relationship between employee turnover intentions and HRM practices...................................8
2.2.1 Effective communication......................................................................................................9
2.2.2 De-centralization within the organization............................................................................9
2.2.3 Career Development...........................................................................................................10
2.2.4 Effective Training...............................................................................................................10
2.3 Relationship between employee turnover and firm performance..............................................11
2.4 Factors that impacts the retention of the employees..................................................................12
2.4.1 Job Satisfaction...................................................................................................................12

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2.4.2 Age......................................................................................................................................12
2.4.3 Job responsibility................................................................................................................12
2.4.4 Education............................................................................................................................13
Chapter 3: Research Methodology......................................................................................................14
3.1 Research Design........................................................................................................................14
3.2 Operationalisation......................................................................................................................15
3.3 Sampling and recruitment strategy............................................................................................15
3.4 Data Collection..........................................................................................................................16
3.5 Data analysis plan......................................................................................................................17
3.6 Setting........................................................................................................................................17
3.7 Population..................................................................................................................................17
3.8 Sample.......................................................................................................................................17
3.9 Ethical consideration.................................................................................................................18
3.10 Research tools..........................................................................................................................18
3.11 Data analysis methods.............................................................................................................19
3.12 Validity and Reliability............................................................................................................19
Reference List......................................................................................................................................20

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Chapter 1: Introduction
1.1 Introduction
Employee turnover is an issue for three major reasons that include cost implications,
difficulty in controlling the attrition rate and managing overall business performances
(Ahammad et al. 2016). Replacing experienced workers with inexperienced one can be
expensive as it required advertisement cost, recruitment cost and training cost. Anvari, JianFu
and Chermahini (2014) more over depicted that there are many reasons that are responsible for
driving employee turnover that includes poor working environment and inter-employee relations.
Moreover, Ahmad and Rainyee (2014) highlighted the fact that depressed work environment and
culture leads to less productive employees that put the company in a stage the company cannot
compete with other efficient organizations. According to the Forbes research, it is highlighted
that employee turnover is nothing but a leadership problem (Forbes 2018). The leaders that are
the managers in an organization need to evaluate the existing problem in the organization and
then try to find effective solution so that employee can be motivated to work in the organization
for a longer time.
In case of food and beverage industry, it is found that it is one of the economy’s largest
creators of seasonal jobs and many young generation people opted for this industry to gain job
experience or to earn some money to fulfill their current needs and demands (Das and Baruah
2013). This is the main reason that the employees of the same industry leave the organization
after a certain time. This research will highlight the case of the food and beverage industry of
UAE and aims to find out the major reason due to which they leave the organizations. The reason
that will be highlight will used for developing effective HR practices so that employee attrition
rates can be diminished.

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1.2 Research Questions
 What are the topmost five reasons of the employee turnover in Casual dining restaurants
in Qatar Market?
 What is the impact of HR practices on employee retention in the Food and Beverage
Industry in Qatar Market?
 What are the best HR practices in Casual dining restaurants for employee retention in
Qatar Market?
1.3 Research objectives
 To find topmost five reasons of the employee turnover in Casual dining restaurants in
Qatar Market
 To identify the balance between retention of the employee and organizational
profitability in Food and Beverage Industry
 To investigate about the best HR practices in Casual dining restaurants for employee
retention in Qatar Market
1.3.1 Rationale for the chosen research questions
The literature review that is previously identified highlighted the main reasons of
employee turnover in the food and beverage industry are lack of affective forces like improper
job fit, poor job attitudes and negative workplace shocks. Constituent forces also play a role in
driving the intention of the employee to leave the organization (Dusek et al. 2014). The
constituent forces includes racial and gender discrimination, bullying co-workers and abusive
nature of the supervisors. Alternative forces and job dissatisfaction are also some broad factors
that create the considered problem. Thus, identifying different factors related to affective forces,
constituent forces, alternative forces and job dissatisfaction helps in defining the main reason for

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employee turnover from the food and beverage industry and looking for effective strategies that
HR can take for diminishing the attrition rate. However, the previously found literature review
highlights that proper skill recognition; job flexibility effective training, developing maintaining
superior-subordinate relationship and good two-way communication are some of the HR
practices that ensure employee retention. Thus, the rationale behind selecting the research
questions is that in the last five years the employee turnover rate in the Qatar food and beverage
industry has increase and many research scholars has found the main reasons are job satisfaction,
age, job responsibility and education. However, there are other factors also that may impact the
turnover in this industry and thus, the first question is developed for finding the topmost five
reasons for which the employee leave the organization. The main rationale behind selecting the
second question is to find whether or not the organization profitability is associated with the
employee turnover which is selected for giving the evidence that the HR should take care of
attrition rate as their job role is also to enhance the organizational profitability. The main reason
for developing the third question is to address the research topic which is impact of the HR
practices on the employee turnover.
1.4 Research Hypothesis
H0: There is no significant impact of the HR practices on the retention of the employees
H1: There is significant impact of the HR practices on the retention of the employees
1.5 Research environment and the demographics
In order to accomplish this research, I have faced nonesuch issues in the research. My
environment is very co-operative and I have selected a topic, which is interesting and
challenging. Impact of HR practices is important but there are many research on this topic based
on retail industry or any other organization but I have selected the food and beverage industry as