Exploring the Factors Affecting Staff Turnover

The assignment content consists of a research study on the factors affecting staff turnover in Puig Company and its impact on overall performance. The study aims to identify the contextual factors and cost profiles associated with online market share of cosmetic product categories in Spain from 2011 to 2014. Additionally, it includes a questionnaire designed to gather responses from senior staff members about their opinions on the major factors behind employee turnover, organizational treatments, motivation, and ways to improve employee retention at Puig Company.

RESEARCH PROJECT
Stuff turnover in cosmetic company: A study on
Puig Company
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Table of Contents
Assignment 1: Research Proposal....................................................................................................4
CHAPTER 1: Introduction..............................................................................................................4
1.1 Research Aim and Rationale..................................................................................................4
1.2 Research Questions................................................................................................................5
1.3 Research Objectives...............................................................................................................5
1.4 Significance of the Research..................................................................................................5
Chapter 2: Literature Review ..........................................................................................................5
2.1 Introduction of Literature Review..........................................................................................5
2.2 Initial literature review ..........................................................................................................5
2.2.1 Importance of staff in cosmetic industry.............................................................................5
2.2.2 Factors affecting staff turnover ..........................................................................................5
2.2.3 Impact of staff turnover on organizational efficiency.........................................................6
2.3 Conclusion .............................................................................................................................6
Chapter 3: Methodology ..................................................................................................................6
3.1 Research Philosophy..............................................................................................................6
3.2 Research Approach.................................................................................................................6
3.3 Research Design....................................................................................................................7
3.3.1 Research Strategy/Methods.......................................................................................7
3.3.2 Research Methodology..................................................................................................7
3.3.3 Research Instrument/Tools............................................................................................7
3.4 Sampling.................................................................................................................................8
3.4.1 Identifying Population and Research Site......................................................................8
3.4.2 Sampling Strategy..........................................................................................................8
3.5 Ethical Implications................................................................................................................8
3.6 Research Scope and Limitations............................................................................................8
Chapter 4: Time-scale
..........................................................................................................................................................8
Chapter 5: Conclusion......................................................................................................................9
Assignment 2 : Research Project ...................................................................................................10
CHAPTER 1 : Introduction .........................................................................................................10
1.1 Research Aim and Rationale................................................................................................10
1.2 Research Questions..............................................................................................................10
2

1.3 Research Objectives.............................................................................................................10
1.4 Significance of the
Research....................................................................................................................................11
Chapter 2: Literature Review ........................................................................................................11
2.1 Introduction of Literature Review........................................................................................11
2.2 Initial literature review .......................................................................................................11
2.2.1 Importance of staff in cosmetic industry.....................................................................11
2.2.2 Factors affecting staff turnover ...................................................................................11
2.2.3 Impact of staff turnover on organizational efficiency..................................................12
2.3 Conclusion ...........................................................................................................................12
Chapter 3: Methodology ................................................................................................................12
3.1 Research Philosophy............................................................................................................12
3.2 Research Approach...............................................................................................................12
3.3 Research Design..................................................................................................................13
3.3.1 Research Strategy/Methods.....................................................................................13
3.3.2 Research Methodology................................................................................................13
3.3.3 Research Instrument/Tools..........................................................................................13
3.4 Sampling...............................................................................................................................13
3.4.1 Identifying Population and Research Site....................................................................13
3.4.2 Sampling Strategy........................................................................................................13
3.5 Ethical Implications..............................................................................................................13
3.6 Research Scope and Limitations..........................................................................................14
Chapter 4: Findings (Data Analysis and Presentation)..................................................................14
Chapter 5: Discussion (Data Interpretation)...................................................................................17
Chapter 6: Conclusion, Recommendations and Implications for Further Research......................20
REFERENCES ..............................................................................................................................22
Appendix: Questionnaire ...............................................................................................................24
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Assignment 1: Research Proposal
Title of the project: Stuff turnover in cosmetic company: A study on Puig Company
CHAPTER 1: Introduction
The present investigation is going to be conducted for the purpose of studying factors
that are affecting a leading cosmetic brand of Spain i.e. “Puig”. Puig Beauty and Fashion Group
is the largest cosmetic company in Spain and is also considered as one of the world's leading
cosmetics and perfume companies. The above mentioned company is involved in manufacturing
of fine perfumes, cosmetics as well as toiletries and also operates in mass-market brands. With
the help of this study, it is to be answered that what are the major factors affecting staff turnover
and what is the impact of staff turnover on Puig Company’s performance.
1.1 Research Aim and Rationale
Aim: The aim of present investigation is to assess the factors affecting staff turnover in
Ping Company
Rationale
Within today's competitive environment, staff turnover has become a major problem
faced by every industry. From last few decades, cited managerial issue has gained awareness in
the cosmetic industry where issue of employee turnover exists within, most of organization
around the world Stovel and Bontis (2002). The investigation is going to identify the factors that
affect a leading cosmetic company of Spain named as “Puig Company”. The rationale behind
carrying out the present investigation is of assessing that employees in cited cosmetic company
are one of the important key forces that derive success and lead to competitive advantage. In
Puig Company, issue of staff turnover has been increased over last few years, as employees of
company are frequently leaving the organization. All of these affect the operational and financial
performance of business. Through this study, various factors affecting staff turnover in the
company are going to be identified, so that fruitful strategies can be suggested to “Puig
Company” for employee retention.
4

1.2 Research Questions
The research herewith is going to answer the following questions:
 What are the major factors affecting staff turnover in Puig Company?
 What is the impact of staff turnover on Puig's overall performance?
 How employee retention in Puig can be improved?
1.3 Research Objectives
 To study the factors affecting staff turnover in the cosmetic industry.
 To investigate the impact of staff turnover on organizational efficiency of Puig Company.
 To recommend strategies to the management of Puig Company to improve the level of
employee retention.
1.4 Significance of the Research
The here proposed research is significant for the academicians, researchers as well as
managers of cosmetic industry.
Chapter 2: Literature Review
2.1 Introduction of Literature Review
Being a crucial part of present investigation, literature review includes findings and
suggestions of previous authors in regard to the factors that affect staff turnover.
2.2 Initial literature review
2.2.1 Importance of staff in cosmetic industry
Importance of staff is discussed in Ng and Sorensen (2008) for improving overall
performance of business and gaining competitive advantages. Author have revealed that
companies which invest on its employee’s professional and personal development can gain
competitive edge over their rivals and can have more committed workforce.
2.2.2 Factors affecting staff turnover
In recent, well economic enlistment in Spanish cosmetic industry has led to higher salary
packages. Hence, due to lack of good pay scale, people working in the industry can leave; thus,
staff turnover can be increased.
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2.2.3 Impact of staff turnover on organizational efficiency
According to the study carried pout by Tracey and Hinkin (2008) it can be said that the
organization is going to face major issues (in terms of operational and financial performance) due
to high level of staff turnover.
2.3 Conclusion
The above literature review has represented the factors affecting staff turnover as well as
the impact of here discussed managerial issue on the business performance of cited company. It
was found that staff turnover affects financial and operational performance in a negative way.
Chapter 3: Methodology
3.1 Research Philosophy
Research Philosophy is used to investigation the perception of researchers towards an
investigation. (Merriam, 2009) There are two research philosophies such as “Positivism” and
“Interpretivism”. In respect with the present investigation interpretivism philosophy is going to
as it suits the nature of investigation.
3.2 Research Approach
The research approach is used for the purpose of defining the way in which outcomes can
be attained. Inductive and deductive are two kinds of approaches that can be used for research
investigations. The foremost aim of this investigation is to study the factors affecting staff
turnover in Ping company therefore, deductive approach will be used as the research is based on
a specific company. Major rational behind using deductive approach is to have an in-depth
investigation into the topic.
6

3.3 Research Design
3.3.1 Research Strategy/Methods
There are two major strategics that can be used for the purpose of conducing the present
investigation such as qualitative and quantitative (Nykiel, 2007). For the present investigation,
both kind of research investigation will be use such as qualitative and qualitative. The
quantitative method will be used for primary investigation, on the other hand, secondary
investigation will be completed using qualitative methods.
3.3.2 Research Methodology
The methodology is used for representing the research design, which is also called as
blue print of investigation. The research design is also used for the purpose of determining the
actual framework of study. Descriptive, exploratory and casual are major research designs.
Herewith, study is going to make use of descriptive research design doe attaining the objectives
of investigation. With the help of descriptive research design, sufficient and accurate of research
topic can be gathered. Major rationale of using descriptive research design is to have an in-depth
investigation and to collect large number of data.
3.3.3 Research Instrument/Tools
Data collection
The data for the present investigation are going to be collected via both the sources such
as primary and secondary (Mathirajan, 2009). The primary source are one from where the data
are collected for the first time, on the other hand secondary sources are those form where already
collected data is to be gathered. The primary data for the present investigation are collected via
questionnaire method. However, secondary data will be collected via books, journals and online
sources.
Data Analysis
For analyzing the data collected via primary and secondary sources thematic analysis will
be make in use in which the various themes will be presented for the purpose of representing
findings. However, the data are analyzed while using specialized software such as Microsoft
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Excel and Word. The rationale using thematic analysis is to support the subjective approach of
study.
3.4 Sampling
3.4.1 Identifying Population and Research Site
Main respondents in the present will be managers and top officials of Puig. Further, 25
top officials of company will be selected from whom information will be collected for
accomplishing aims and objectives of the study.
3.4.2 Sampling Strategy
In the present study purposive sampling technique will be used where information from
managers will be collected by considering the main purpose of the study.
3.5 Ethical Implications
In the present study many ethical issues will be present as information will be gathered
from the top officials working in Puig Company and it will be possible that crucial information
gained from them can be accessed by third party. Therefore, in this case researcher will store the
crucial data in secured place so that other parties may not access it.
3.6 Research Scope and Limitations
The present study will be limited to cosmetic industry where other industries will not be
selected for carrying out research. Apart from this, research will be carried out only on Puig
company and other organizations will not be undertaken. Further, the entire research will have
wide scope where study can be carried out on other companies in relation with staff turnover etc.
Chapter 4: Time-scale
Activity/Months 1 2 3 4 5 6 7 8 9 10 11 12
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Identifying the research problem
Writing aim and objectives
Identifying of research questions
Collection of secondary data
Writing of literature review
Collection of primary data
Analysis of collected data
Drafting findings
Writing conclusions
Submission
Chapter 5: Conclusion
It can be concluded that of these affect the operational and financial performance of
business. Through this study, various factors affecting staff turnover in the company are going to
be identified, so that fruitful strategies can be suggested to “Puig Company” for employee
retention.
9

Assignment 2 : Research Project
Title of the project: Stuff turnover in cosmetic company: A study on Puig Company
CHAPTER 1 : Introduction
The investigation herewith deals with assessment of factors that are affecting a leading
cosmetic brand of Spain i.e. “Puig”. The study help in answering that questions such as what are
the major factors affecting staff turnover and what is the impact of staff turnover on Puig
Company’s performance.
1.1 Research Aim and Rationale
Aim: The major aim of present investigation is to assess the factors affecting staff turnover in
Ping company
Rationale
The rationale behind carrying out the present investigation is of assessing that employees
in cited cosmetic company are one of the important key forces that derive success and lead to
competitive advantage.
1.2 Research Questions
The research herewith is going to answer the following questions :
 What are the major factors affecting staff turnover in Puig company ?
 What impact does the staff turnover have on Puig's overall performance?
 How employee retention in Puig can be improved?
1.3 Research Objectives
 To study the factors affecting staff turnover in cosmetic industry
 To investigate into the impact of staff turnover on organizational efficiency of Puig
Company
 To recommend the strategies to the management of Puig Company to improve
employees retention
1.4 Significance of the
Research
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With the help of the outcomes of present investigation, staff turnover in the cited industry
can be worked upon while identifying the factors affecting staff turnover, hence, industry players
can gain competitive advantages. Furthermore, proposed research is going to be fruitful for
managers in the cosmetic industry to implement employee retention strategies in order to
improve the performance of company.
Chapter 2: Literature Review
2.1 Introduction of Literature Review
This section represents the description of factors affecting staff turnover in the cosmetic
industry along with the impact of staff turnover on the overall performance of organization.
2.2 Initial literature review
2.2.1 Importance of staff in cosmetic industry
According to the investigation conducted by Stovel and Bontis (2002) cosmetic industry
needs to have adequate microbiological control. Therefore, it is needed to have the availability of
skilled staff which may include consultants, trained microbiologists etc. Nonetheless, many of
authors have discussed that employee motivation is important to gain success in any business
(Spain – the trouble with maturity., 2010). Motivated staff can be witnessed as a highly
productive staff who helps in achieving the objectives of company. As per the view point of
Alam, Saeed and Akter (2013) it has been witnessed that level of the performance of staff
depends on their level of satisfaction and the internal environment of an organization.
2.2.2 Factors affecting staff turnover
The investigation carried out by Toyosi, Adegoke and Remi (2011) revealed that
availability of less monetary rewards and pay scale is a major reason which influences people to
leave the organization. However, in the reports, it has been discussed that low pay levels are
often a disincentive to stay. In respect with the cosmetic industry, it can be said that it is a vital
and dynamic industry where employees are paid with good packages. Tracey and Hinkin, (2008)
revealed that lack of career opportunities is another factor that enhances staff turnover.
According to the author, business leader must design career opportunities for employees working
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in their organization so that they can be motivated for staying with business for a long run. Good
Performance appraisals and equal opportunities can also be another factors that can reduce
worker’s turnover. According to the view point of Osborn and Uhl-Bein (2011), in case
employees do not get respect from their managers and if, they are not involved in decision
making process then they may leave the job. However, the fact is that in case, manager behaviour
is not positive towards staff, then they may leave the job rather than the availability of high
salary or great benefits.
2.2.3 Impact of staff turnover on organizational efficiency
Furthermore, the researchers have said that high level of customers satisfaction
can be only achieved in case the employees of company are satisfied. In addition to that () said
that employees turnover is the major issue that affects overall performance of an organization.
However, in the similar investigation financial impact of staff turnover have been discussed,
therefore, business entities are suggested for identifying and resolving the issue of employee
turnover by making fruitful strategies (Market share of cosmetic product categories in Spain
from 2011 to 2014., 2014).
2.3 Conclusion
The literature review has represented the factors affecting staff turnover as well as the
impact of here discussed managerial issue on the business performance of cited company.
Chapter 3: Methodology
3.1 Research Philosophy
In respect with the present investigation interpretivism philosophy is going to as it suits
the nature of investigation.
3.2 Research Approach
Deductive approach is used as the research is based on a specific company. Major rational
behind using deductive approach is to have an in-depth investigation into the topic (Ihantola and
Kihn, 2011).
12

3.3 Research Design
3.3.1 Research Strategy/Methods
Qualitative and qualitative methods are used for this investigation. The quantitative
method are used for primary investigation, on the other hand, secondary investigation is
completed using qualitative methods.
3.3.2 Research Methodology
This study has made use of descriptive research design for attaining the objectives of
investigation. Major rationale of using descriptive research design is to have an in-depth
investigation and to collect large number of data.
3.3.3 Research Instrument/Tools
Data collection
The primary data for the present investigation are collected via questionnaire method.
However, secondary data will be collected via books, journals and online sources.
Data Analysis
For analyzing the data collected via primary and secondary sources thematic analysis is
used. The rationale using thematic analysis is to support the subjective approach of study.
3.4 Sampling
3.4.1 Identifying Population and Research Site
Main respondents in the present are the managers and top officials of Puig. Further, 25
top officials of company are selected for gathering primary information.
3.4.2 Sampling Strategy
For present study purposive sampling technique is used where information from
managers will be collected by considering the main purpose of the study.
3.5 Ethical Implications
In the present study many ethical issues will be present as information will be gathered
from the top officials working in Puig Company and it will be possible that crucial information
gained from them can be accessed by third party.
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3.6 Research Scope and Limitations
The entire research has wide scope where study can be carried out on other companies in
relation with staff turnover etc.
Chapter 4: Findings (Data Analysis and Presentation)
Age
Age Number of
respondents
Below 25 years 8
Between 25 to 30 years 4
Between 30 to 35 years 7
Between 35 to 45 years 2
45 and above year 4
Gender
Gender Number of
respondents
Male 18
Female 7
Working Status
Gender Number of
respondents
Middle level management 14
Upper level management 11
How long you have been working in Ping Company
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How long you have been
working in Ping Company
Number of
respondents
Less than 1 years 5
1-3 years 7
3-5 years 4
5-10 years 6
More than five years 3
Staff turnover rate in Puig Company is high
Staff turnover rate in Puig
Company is high
Number of
respondents
Yes 13
No 10
Can't say 2
Major factors behinds employees leaving the company
Staff turnover rate in Puig
Company is high
Number of
respondents
Salary issues 9
Lack of Career
development
8
Poor work environment 1
External Opportunities 2
Lack of performance
appraisal system
3
Relationship with supervisor 2
15

Puig treats equally to all staff members
Puig treats equally to all staff
members
Number of
respondents
Strongly Agree 9
Agree 11
Neutral 2
Disagree 2
Strongly Disagree 1
Monetary and non monetary rewards are important factors for employees stay
Monetary and non monetary
rewards are important factors
for employees stay
Number of
respondents
Strongly Agree 16
Agree 4
Neutral 2
Disagree 1
Strongly Disagree 2
Motivation is essential to stay
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Motivation is essential to
stay
Number of
respondents
Strongly Agree 22
Agree 2
Neutral 1
Disagree 0
Strongly Disagree 0
Company understands the value of employees
Company understands the
value of employees
Number of
respondents
Strongly Agree 19
Agree 3
Neutral 2
Disagree 1
Strongly Disagree 0
Human resource strategies used by your organisation lead to motivate people to stay
Human resource strategies
used by your organisation
lead to motivate people to
stay
Number of
respondents
Strongly Agree 12
Agree 5
Neutral 3
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Disagree 3
Strongly Disagree 2
Ways from which the staff of Puig can be retrained
Ways from which the staff of
Puig can be retained
Number of
respondents
Adequate compensation 10
Good working conditions 8
Availability of training
programs for staff
5
Equal utilization of staff 1
Adequate welfare for staff 1
Chapter 5: Discussion (Data Interpretation)
Theme 1: Majority of the top officials of company are below 25 years
From the information collected it has been found that majority of the top officials working in
puig firm are below 25 years of age. Further, 8 out of 25 staff members are below 25 years, 4 lies
between 25 to 30 years, 7 between 30 to 35, 2 are under 35 to 45 and 4 are 45 and above. So, this
data clearly represents that firm has hired youngsters who are capable enough of carrying out
overall business operations and in turn it is fruitful for the company.
Theme 2: Majority of the staff members are male
From the information gathered it has been found that majority of the top officials working
in Puig are male. 18 out of 25 employees are male and 7 are female. All the male employees are
efficient enough of carrying out business operations and this proves to be productive for
business. Apart from this, they are satisfied with the working environment provided to them and
this can enhanced market performance of business.
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Theme 3: Majority of the staff members are working at middle level
From the information gathered it has been found that 14 out of 25 officials of Puig are
working at middle level where they are assigned different roles and responsibilities. Further, 11
staff members are at upper level where they have to take various decisions for the welfare of
business and this plays crucial role in enhancing business productivity. In entire, organization
staff members have to work at different levels and the nature of work being carried out by them
differs. Apart from this they have to apply efforts in carrying out business operations.
Theme 4: Majority of the staff members are working for 5 to 10 years in organization
From the data obtained it has been found that majority of the top officials working in Puig are
from 5 to 10 years. 6 out of 25 officials replied that they are working from 5-10 years, 5 are
working for less than 1 year, 7 are working from 1-3 years, 4 are working from 3-5 years and 3
are from more than 5 years. Therefore, this data clearly represents that business has provided
favourable environment to its workforce so that they can perform best. Further, organization is
capable enough of retaining its staff members and they are satisfied with the working
environment also.
Theme 5: Staff turnover rate in Puig is high
Data gathered has supported in knowing that staff turnover within Puig is high where 13
out of 25 staff members are in favour of this. Further, they replied that employees leave their job
on continuous basis and in turn new individuals are hired by business. 10 top officials replied that
staff turnover rate is low and 2 were neutral. Therefore, with the help of this information it can be
stated that large number of officials leave job and different reasons are present behind the same.
Apart from this, management is not efficient in satisfying need of its workforce and it is having
adverse impact on company.
Theme 6: Salary issue along with career development is the major issue behind staff
turnover
Information gathered has supported in knowing that management of Puig does not
provides proper salary and a platform for career development. 9 top officials were in favour of
salary issues, 8 career development, 1 poor working environment, 2 external opportunities, 3 lack
of performance appraisal system and 2 relationships with supervisor. Therefore, this information
highlights that company is not capable enough to manage its workforce.
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Theme 7: All employees within Puig are treated equally
From the information gathered it has been found that company treats all the officials
equally where 9 staff members agree with this fact. They replied no unethical practices are
present within the workplace such as discrimination etc. Equal treatment enhances their
satisfaction level and they apply higher efforts in carrying out business operations.
Theme 8: Monetary and non monetary rewards are important factors for employees stay
From the information gathered it has been found that to retain staff members within the
workplace it is necessary for management to provide them monetary and non monetary rewards
where 16 out of 25 officials strongly agree with this fact. Majority of the staff members replied
that combination of both monetary and non monetary benefits prevent them from leaving
organization and they prefer to work for longer period of time. Further, it enhances their
satisfaction and builds reputation of the business in the market. All the top officials of firm are in
favour of reward system and it provides them a reason to stay with company.
Theme 9: Motivation is essential to stay within organization
From the information gathered it has been found that motivation within the workplace is
necessary so that top officials can stay within firm where 22 out of 25 respondents are in favour
of this. Further, they replied that through motivation they prefer to take initiative for the welfare
of organization and is fruitful for the business also. Apart from this, various effective ways can
be undertaken by management of Puig so as to enhance motivation level of its workforce and
they can easily meet with the expectations of the management.
Theme 10: Company understand value of its employees
From the information gathered it has been found that Puig is efficient enough to
understand value of its workforce where 19 out of 25 top officials are in favour of this. Further,
they replied that their priorities are kept on the top and business takes corrective actions for
satisfying their needs. Apart from this, their views are taken at the time of taking any decision
and this highlights that business considers them very important.
Theme 11: Adequate compensation is one of the effective ways through staff members
within Puig can be retained
From the information gathered it has been found that providing adequate compensation to
the staff members supports in retaining them where 10 out of 25 employees are in favour of this.
20

Further, 8 top officials replied that good working condition is significant for retaining them, 5 are
in favour of availability of training program, 1 replied equal utilization of staff and 1 is in welfare
of staff.
Chapter 6: Conclusion, Recommendations and Implications for Further
Research
From the overall analysis it has been found that staff turnover within Puig is high where
old staff members are leaving job on continuous basis and they are being replaced with new one.
Further, management of Puig is not efficient in managing workforce and this has somehow lead
to decline in their satisfaction level. Employees require high motivation to work but it is not
present and this decrease their performance. Further, both monetary along with non monetary
rewards are required for retaining them which has not been undertaken by management of Puig.
So, this highlights that business is underperforming due to poor management of human resource
and due to this reason majority of the employees prefer to leave job.
Recommendations
On the basis of conclusion there are some recommendations to Puig which has to consider
necessarily and they are as follows:
 Company must design effective monetary along with non monetary reward technique for
enhancing satisfaction level of its staff members
 Feedback must be taken from staff members in order to know whether they are satisfied
with the working environment or not.
21

REFERENCES
Books and journals
Alam, S., Saeed, A., & Akter, S. (2013). Relationship between Employee Recognition and
Employee Contribution in Service Industry. International Journal Of Business And
Marketing Management, 1(1), 1-8.
Chapman, S. and McNeill, P., 2004. Research methodology. Routledge.Johnson, B. and
Christensen, L., 2010. Educational Research: Quantitative, Qualitative, and Mixed
Approaches. UK: SAGE.
Ihantola, E. and Kihn, L., 2011. Threats to validity and reliability in mixed methods accounting
research. Qualitative Research in Accounting & Management. 8(1). pp.39–58.
Mathirajan, M., 2009. Management Research Methodology: Integration of Principles, Methods
and Techniques. Pearson Education India.
Merriam, B. S., 2009. Qualitative Research: A Guide to Design and Implementation. 3rd ed.
Ng, H. and Sorensen, K. (2008). Toward a further understanding of the relationships between
perceptions of support and work attitudes: A meta-analysis. Group & Organization
Management, 33, 243-68.
Nykiel, A. R., 2007. Handbook of Marketing Research Methodologies for Hospitality and
Tourism. Psychology Press
Osborn, N. and Uhl-Bein, M. (2011). Organizational Behavior (11th ed.). John Wiley & Sons
Inc.
Stovel, M., & Bontis, N. (2002). Voluntary turnover: knowledge management - friend or foe?
Journal Of Intellectual Capital, 2(2), 303-310.
Toyosi, D., Adegoke, A., & Remi, A. (2011). An Empirical Study of the Motivational Factors of
Employees in Nigeria. International Journal Of Economics And Finance, 3(5), 227-229.
Tracey, B. and Hinkin, R. (2008). Contextual factors and cost profiles associated with
22

Online
Market share of cosmetic product categories in Spain from 2011 to 2014., 2014. [Online].
Accessed through <http://www.statista.com/statistics/418942/cosmetic-category-market-
share-spain>. [Accessed on 5th March 2016].
Spain – the trouble with maturity., 2010. [Online]. Accessed through
<http://www.cosmeticsbusiness.com/technical/article_page/Spain__the_trouble_with_matur
ity/55452>. [Accessed on 5th March 2016].
23

Appendix: Questionnaire
The aim of my research is to studying the factors affecting staff turnover in Puig
Company and the impact of staff turnover on overall performance. My purpose of preparing the
questionnaire to get response from senior staff of Ping Company about factors affecting staff
turnover
Please complete questions by putting your answer in the space provided in questionnaire.
I ensure that all your responses will be kept confidential and only be used for the purposes of this
research.
Thank you in advance for taking the time to complete this survey
Age
 Below 25 years
 Between 25 to 30 years
 Between 30 to 35 years
 Between 35 to 45 years
 45 and above year
Gender
 Male
 Female
Working Status
 Middle level management
 Upper level management
How long you have been working in Ping Company?
 Less than 1 years
 1-3 years
 3-5 years
 5-10 years
 More than five years
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1. Do you think that staff turnover rate in Puig Company is high?
 Yes
 No
 Can't say
2. According to you what is the major factors behinds employees leaving the company ?
 Salary issues
 Lack of Career development
 Poor work environment
 External Opportunities
 Lack of performance appraisal system
 Relationship with supervisor
3-6. Provide the responses on five point likert scale ranging from “Strongly Agree” to
“Strongly Disagree”
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree
Your organization
treats equally to all
staff members
Monetary and non
monetary rewards are
important factors for
employees stay
Motivation is essential
to stay
Your organization
25

understands the value
of employees
7. Kindly select the ways from which the staff of Puig can be retrained ?
 Adequate compensation
 Good working conditions
 Availability of training programs for staff
 Equal utilization of staff
 Adequate welfare for staff
8. Do you think staff turnover affects operational nd financier performance of company?
 Yes
 No
9.Kindly recommend your opinion on the ways through which employees retention at Puig
Company can be improved to enhance overall performance of company ?
A Big Thanks for your participation to complete this survey
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