Impact of Employee Turnover on Productivity.

Running head: IMPACT OF EMPLOYEE TURNOVER ON PRODUCTIVITY
IMPACT OF EMPLOYEE TURNOVER ON PRODUCTIVITY
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IMPACT OF EMPLOYEE TURNOVER ON PRODUCTIVITY1
Table of Contents
Methods......................................................................................................................................2
Data Analysis.............................................................................................................................2
Demography...........................................................................................................................3
Quantitative Analysis.............................................................................................................3
Survey................................................................................................................................3
Correlation..........................................................................................................................4
Regression..........................................................................................................................4
Qualitative Analysis...............................................................................................................5
References..................................................................................................................................7
Appendices – A..........................................................................................................................9
Appendices – B........................................................................................................................10

IMPACT OF EMPLOYEE TURNOVER ON PRODUCTIVITY2
Methods
The automobile industry is experiencing a major employee exclusion nowadays that is
having a massive effect on the production of vehicles. Hence, this research will identify the
reasons behind the resignation of the employees and how is it affecting productivity. Mixed
research is being carried over here i.e. both qualitative and quantitative research approach is
adopted to understand the details of the employees and the reason behind their turnover (Lune
& Berg, 2016). A sample of 50 employees is gathered from the organizations of the
automobile industries and their general information is collected by the questionnaire method
(Fremeth, Holburn & Richter, 2016). The data collected is directly obtained from the
employees and thus this primary data is absolutely correct and reliable to depend on for the
research (Pan et al., 2016).
Apart from the data collection methods, two statistical technique namely correlation
and regression is carried out for analysing the data accurately (Choudry et al., 2018). The
correlation coefficient value determines whether the association is strong or weak depending
their value range that differs from zero to (+1) and zero to (-1) respectively. However, if there
is no relation between the two variables the value of the coefficient will be zero (Yadav,
2018). The factors that are responsible for the hampering of productivity due to turnover of
staffs from an organization is determined by regression analysis in this study. The Likert-
scale technique that varies in between five divisions are also incorporated to check how much
the employees are agreeing with the factors. Finally, a content analysis is implemented to
thoroughly discuss about the factors behind the turnover.
Data Analysis

IMPACT OF EMPLOYEE TURNOVER ON PRODUCTIVITY3
Demography
The sample consists of 50 employees that were obtained by collecting randomly from
the automobile organizations. The general information that the employees gave were their
details about their gender, age and designation in their respective organizations. Amongst the
employees, 21% were females and 29% were male employees that worked in the automobile
sector. This analysis about the gender is done by calculating their frequencies that are
generated in the pie chart. Amongst these employees, their designations were also obtained
by statistically calculating their frequencies. The categories of designations were
‘Technician’, ‘Middle Level Manager’, ‘Accountant’ and ‘Senior Manager’. From the
analysis obtained, it is seen that 28 of them were technicians and 12 of the staffs were Middle
Level Managers. Amongst the rest of the employees, were five senior managers and five
Accountants that kept the track on the finances of the company.
Age was another criterion that were collected from the employees of the automobile
organizations. From the sample collected, it is seen that the youngest employee is of age 29
years and the most senior employee is of age 65 years. While calculating the average age of
the employees, the mean value of the age is approximately 48 years. All these personal
information of the employees are used to create the demographic profile of the sample.
Quantitative Analysis
Survey
From the survey that is conducted to understand the effect of staff turnover from the
automobile industries, the four factors were considered for the reason behind the employee
turnover. The first factor is ‘Work Life Balance’ that affects the employees at large. A
percentage of 27 employees disagree with the fact that if there is immense work pressure it
will not be the reason for the employees to leave the organization. However, 6% employees