Impact of Inappropriate Induction and Orientation Process on Employee Turnover in Old Mutual Wealth

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................3
Selection of the HR practice and justification of the choice:.....................................................3
Analysis of the Sources:.............................................................................................................5
Summary of the research:...........................................................................................................7
Primary Research Approaches:..................................................................................................9
Recommendations:.....................................................................................................................9
Cost and Timeframe:................................................................................................................10
Conclusion:..............................................................................................................................10
References:...............................................................................................................................12
Appendix:.................................................................................................................................13

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Introduction:
The importance of investigating the internal processes is observed to increase in the
modern world of business in a significant manner and the need faced by the business
managers for managing their business in scientific manner, is one of the major reason that is
influencing the organizations towards analysing the impact of the various aspects of their
business. With a precise focus on the issue of increasing employee turnover, the companies
are observed to face the necessity of investigating their human resource related processes and
policies. The main objective of undertaking these sort of investigation process is the effective
identification of the issues that are affecting the smooth operation of the companies. This
proposal will review the current induction process as there are a high number of new
employees leaving the business, with less than 6 months service, in the Contact Centre at Old
Mutual Wealth. Is there a benefit to making improvements to the new starter on-boarding
process and will this improve attrition. Using a process undertaken by research of qualitative
and quantitative data, including attrition rates and exit interviews, the current impact to the
business will be investigated, presented back to key stakeholders, with recommendations. Old
Mutual Wealth has been used as a study as one of the largest employers in Southampton. Old
Mutual Wealth is part of Quilter PLC, a leading provider of advice, investments and wealth
management and has circa 31000 employees based across multiple sites. The paper includes
an in depth discussion on the topic with precise focus on three different content taken from
People Management, Personnel Today and Google Scholar.
Selection of the HR practice and justification of the choice:
With a precise focus on the business operations of the mentioned company, it is
evident that the employee turnover rate in the company is increasing in a significant manner
in recent years and that has become a major menace for the human resource managers of the

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company. Having said that, the organization primarily operates in the financial services
industry in the United Kingdom region. The business operations of the organizations
operating in the mentioned industry is observed to be largely influenced by the reputation of
the company and the industry is observed to experience a certain amount of intense
competition in recent years. Under such situation, the effective management of the retention
of the talented and skilled employees is significantly important for the company as their
technical and service skill are significant for the success of the company. Hence, it is evident
that the increasing employee turnover is a genuine challenge for the company.
Srimannarayana (2016) claimed that the employee induction or orientation process
has the potential to affect the interest of the employees in continuing their service with a
particular organization. According to Salau, Falola and Akinbode (2014) the induction
process is the first stage where the employees are exposed to the business operations of the
companies and in majority of the cases, the stage is highly sensitive as the exposure to the
business operations of the companies can increase the frustration or the fear factors of the
probable individuals. Hence, the significance of the induction or the orientation process is
pretty prominent in the modern world of business.
Considering the significance of the induction or the employee orientation process, the
candidates have the scope to gain important information regarding their job roles and
responsibilities inside the company. Along with this, the stage provides the scope to the
employees for gathering information regarding the organizations and the business operations
of the company, the dress code policy and business conduct guidelines (Boyd and Sheen
2014). In addition to this, the orientation process enables the employees to have the idea
regarding the type of the jobs, policies and procedures that the company employs along with
the terms and conditions of the employment inside the organizations. Hence, it is
understandable that the mentioned stage is crucial for the employees in knowing their job in a