Impact of Employee Turnover on Staff Performance
Added on 2021-04-21
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IMPACT OF EMPLOYEE TURNOVER ON STAFF PERFORMANCEImpact of Employee Turnover on Staff PerformanceName of the student:Name of the university:Author’s note:
IMPACT OF EMPLOYEE TURNOVER ON STAFF PERFORMANCE1Executive Summary:The objectives of the research is to identify the reasons of the turnover of the employees. Thestudy tests the influence of labor turnover on the performance of the organizations. It detects thestrategies for decreasing employee turnover for better staff performance. A descriptive cross-sectional survey in the way of interview was conducted. The aspects and impacts of employeeturnover on staff performance was found to be high work load, proper training, manageabletreatment and developing opportunities. The causes of the employee turnover were found to be“Loss of productivity”, “High cost training”, “Declination in service quality”, “Lack ofpromotional activities” as well as persuasion of higher education. As the measurements,recognition of the employees, management of flexibility of time for the employees and freehealth care for the employees are the strategically proposed. The study therefore recommendedthat recognition for significant execution, scopes of advancement and giving opportunity toenhance the career establishment. Proper treatment of the employees, increased wages and fairpromotion would be created by good staff performance. Therefore, management and authoritymust properly make the situation of the employees vulnerable. An interview method of hotelmanager helped to extract the inherent pattern of the staff performance and its impact onturnover of the employees.
IMPACT OF EMPLOYEE TURNOVER ON STAFF PERFORMANCE2Table of ContentsCHAPTER 1. INTRODUCTION:...................................................................................................41.1. Background Context:............................................................................................................41.2. Research problems, purpose, aims and objectives:...............................................................41.2.1. Research problems:........................................................................................................41.2.2. Research objectives, aims and purpose:.........................................................................51.3. Significance of the research:.................................................................................................51.4. Scope of the report:...............................................................................................................6CHAPTER 2: LITERATURE REVIEW.....................................................................................62.1. Introduction...........................................................................................................................62.2. Employee Turnover and Staff Performance: Meaning and Definitions...............................62.3. Types of Employee Turnover and its relation with Staff Performance................................72.4. Measurement of Employee Turnover and Staff Performance..............................................82.5. Reasons behind association of Employee Turnover and Staff Performance........................92.6. Impacts of Staff Performance on Employee Turnover.......................................................112.7. Literature Gap.....................................................................................................................12CHAPTER 3. METHODOLOGY:................................................................................................133.1. Introduction:........................................................................................................................133.2. Qualitative Study:...............................................................................................................133.3. Primary Study Design:........................................................................................................133.4. Target Population:...............................................................................................................143.5. Interview Method:...............................................................................................................143.6. Explanatory Data Analysis:................................................................................................143.7. Discussion:..........................................................................................................................14CHAPTER 4. DATA ANALYSIS:...............................................................................................154.1. Results and Findings:..........................................................................................................15CHAPTER 5. RECOMMENDATIONS AND IMPLEMENTATION:........................................175.1. Recommendation:...............................................................................................................17
IMPACT OF EMPLOYEE TURNOVER ON STAFF PERFORMANCE35.2. Implementation:..................................................................................................................18CHAPTER 6. CONCLUSION:.....................................................................................................19REFERENCES:.............................................................................................................................21APPENDIX:..................................................................................................................................26Interview of the Hotel Manager:................................................................................................26
IMPACT OF EMPLOYEE TURNOVER ON STAFF PERFORMANCE4CHAPTER 1. INTRODUCTION:1.1. Background Context:Cohen, Blake & Goodman (2016), define “Employee turnover rate” as the changes overthe years, in the percentage of employees in the total workforce of a company, who are fired orwho quit within a period of time, usually one fiscal or calendar year. This in turn makes itimmensely important for the business organizations to maintain their competitive edges andproductive as well as cost efficiencies. Many of the organizations have appraisal system of theemployees that experiences shortcomings of manual staff evaluating systems (Bertola, 1990).Strategic implementation of organizational curriculum results the firm employee turnover ratespecifically. The staff performance emphasizes on the enhancement, learning and improvement to thequality of works for achieving the inclusive “Business strategy” and for creating a workforce ofhigh-performance. The gap between justification of pay and the enhancement of skills is a fact ofconcern for staff performance (Sheridan, 1985). The realization comprehensive approachmanagement and reward performance was required. The approach of staff performance wasenhanced. The human resource management is a strategic driver of staff performance completedby line managers throughout the congruency of objectives of the organization. The performancereview and implementation of “Performance improvement plan (PIP)” confidently lead themeeting. The positive and motivational performance would improve the ability to interact thereporting of the employees. 1.2. Research problems, purpose, aims and objectives:1.2.1. Research problems:The research report concentrates about concerning employee turnover rates and staffperformance. The research highlights performance of the employees that ultimately influencesthe organizational effectiveness that leads to employee turnover. This research study detects the
IMPACT OF EMPLOYEE TURNOVER ON STAFF PERFORMANCE5causes of employee turnover rate and suggest different recommendations or strategies forincreasing organizational effectiveness. 1.2.2. Research objectives, aims and purpose:The objectivity of the study is important from the point of view of the influence ofemployee turnover on staff performance. The employee turnover has a negative effect on theoverall organizational performance with the theoretical and empirical-analysis. The followingresearch study just reflects that truth. It also discusses the daily routine interruption of theorganization. Many other researchers on the other side find that the organizations get advantagesdue to innovative thoughts in enhancement of staff performance as the impact of employeeturnover (Hassler & Mora, 1999). The aim is to propose the aspects of increment of staff-performance that growsmotivational level to carry out employee turnover. An effective performance constructs thegroundwork for excellence. The research also aims to focus on the performance objectives andexpectations through the utilization of outcomes, behaviors and actions to make the contents ofthe performance review discussion to re-emphasize critical points. To have the above purpose, the research study discourses the subsequent key objectives:To explore the responses of the hotel manager and employee turnovers.To determine the impact of the employee turnover in case of effectiveness of theorganization. To test the various factors hampering employee turnover, the lesser employee turnover isrequired. 1.3. Significance of the research:As per the assertion of the author, employee attrition is different from that of employeeturnover in the sense that the former usually occurs due to the end of employee-employerrelationship, caused by retirement, death, elimination of the job and others and is thus different
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