Challenges of Staff Retention in Asian Food Industry

This research project focuses on the challenges faced by HR in the Asian food industry in retaining staff. It explores the impact of talent management on staff retention and provides strategies to minimize these challenges. The study uses a qualitative research methodology and includes a literature review, research objectives, research questions, and data collection methods.

Research Project Talent
Management in Service
Industry

Acknowledgement
On the very outset of the research, I would like to extend my sincere and heartfelt obligation
towards all the person who helped me in this endeavour. I am ineffably thank to my HOD who
provide me this opportunity to accomplish the assignment.
I would also extend my thankful and pay my gratitude towards my faculty for their valuable
guidance and support.
I also acknowledge with the deep sense of reverence, my gratitude towards my parents and
member of my family who always supported me morally and economically.
Last but not the least, I would like to thank my friends who directly and indirectly helps me to
complete this project.
Thanking you.

Table of Contents
Research Proposal............................................................................................................................1
1. Introduction........................................................................................................................1
2.Background..........................................................................................................................1
Rationale.................................................................................................................................1
3.Research question................................................................................................................2
4. Research Methodology .....................................................................................................2
5. Data collection method ......................................................................................................3
6. Sampling strategy...............................................................................................................3
7. Sample size.........................................................................................................................3
8. Ethical considerations ........................................................................................................3
Literature review....................................................................................................................4
Research methodology...........................................................................................................7
Data Analysis..........................................................................................................................9
Reflection.............................................................................................................................16
Conclusion............................................................................................................................16
Recommendations................................................................................................................17
REFERENCES..............................................................................................................................18
Appendix........................................................................................................................................20

Topic: An investigation into the challenged of staff retention in the Asian Food Industry: A
case study on Maharaja London Ltd.
Research Proposal
1. Introduction
Talent Management touches all the key areas of HR such that from hiring to employees
on boarding and from the performance management to retention. Moreover, the main purpose of
talent management is to increase the performance and retaining employees as well. On the other
hand, talent management is an important aspect of broader human capital management which
actually encompasses hiring the right people and also manage them in effective manner by
developing strong management policies by HR (Ramachandra, 2019). The current report is
based upon to describe the challenges faced by Asian Food industry in order to retaining the
staff. Further, the research study uses different books, articles and journals for conducting
secondary research and also uses primary method that helps to identify the views of different
respondents who assist researcher to meet the defined aim and objectives.
2.Background
There has been many studies and investigation are carried out. For example, competitive
era, every company's HR develop new strategy that helps to enhance their employee performance
in better manner. For that, they also recruit the talented employees who actually perform the best
and assist company to meet their defined aim and objectives (Ansari, 2019). The current study
provides deep research related to impact of talent management with regards to staff retention in
Asian food industry in which researcher provide in depth knowledge related to importance of
talent management. Through this report, different strategies are suggested which are used by the
companies in order to retain employees who may help to meet the defined aim and objectives of
the firm as well.
Rationale
The rationale behind choosing the current topic is such that it helps to enhance current
knowledge related to talent management for HR in Asian industry. Moreover, by study on this
particular topic will helps the researcher to learn solutions which are used by the HR in order to
retaining staff. Such that by recruiting and implementing policies within the food industry will
help to meet the success criteria of a business and also, establishing a high performance
1

workforce as well. The current study also describe the importance of talent in the success of a
business and also retaining staff for better success.
The aim of this study is to determine the challenges faced by talent management on the in Asian
Food industry.
3.Research question
• What are the challenges faced by HR of food industry during talent management?
Research objectives:
 To identify the challenges face by HR at the time of staff retention.
 To determine the solutions to minimize the issue faced by the company while retaining
staff.
4. Research Methodology
Quantitative research: It is define as a systematic investigation which is used to collect
the quantifiable data through statistical data and computational techniques. This is used used to
quantify attitudes, opinions, behaviors, and other defined variable, also, used to verbalise results
from a larger sample population
Pros: The results are clear and are harder to misinterpret. The survey can also be easily repeated
and you can reliably track changes over time (Witell, Holmlund and Gustafsson, 2020).
Cons: Quantitative experiments do not take place in natural settings. It also requires a large
sample to deliver reliable results (Quinlan and et.al., 2019). Also, easy to analyse, due to numeric
responses, easy to apply statistical analysis
Qualitative research : It is data collection methods which are much more structured as
compared to quantitative. Thus the common methods are online surveys, face-to-face surveys,
online polls, Systematic observations
Pros: This method assist to determine the changing attitude within a target group i.e. consumer
of a product and service. It also provide the detail and depth analysis to researcher.
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Cons : It did not present statistical representation of the data and that is why sometimes it leads
to delay the results.
Among all the above mention types, researcher will chooses qualitative research method
because it will assist to analyse the results which helps to determine the challenges faced by HR
in food industry.
5. Data collection method
Data collection is the method of collecting data and measuring information on variable in
order to answer the question. There are different methods for the data collection such that survey,
interviews, focus groups or secondary. For this research report, researcher will use questionnaire
under survey method i.e. qualitative method that will help to determine the view of selected
sample and this in turn assist to determine the overall challenges faced by HR department with
regards to talent management in Asian food industry.
6. Sampling strategy
For this research, researcher used simple random sampling method which is used when
researcher have to selected the sample from the range of people. Thus, under this method, each
individual is chosen entirely by chance and each member of a population has also an equal
chance to be involve within a sample.
7. Sample size
For the current research, researcher will chooses 30 HR manager of the Asian food
industry as a sample size that assist to determine their views with regards to topic.
8. Ethical considerations
It is one of the most important element of the research methodology section in which
researcher have to take full consent of the sample prior to the study. Further, researcher should
make adequate level of confidentiality of the research data and make sure that it should not be
misused by the third party. Moreover, any type of miscommunication and misleading the
information should be avoided so that it will lead to generate best outcomes and also assist to
answer all question of research as well. In addition to this, researcher should also make sure that
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they comply with Data Protection Act so that it will not affect the overall research in opposite
manner.
Research project
Literature review
Literature review is the scholarly source that is used by books, journals articles and these
for specific topic. Through this method, researcher easily gain enough knowledge that assist to
determine the exact answer of research questions. This current research report will describe the
challenges face by the HR at the time of staff retention and also provide range of solutions that
assist to minimize the issue and retaining staff as well.
Challenges face by HR at the time of staff retention
According to Azeez (2017) HR of the company keep making different policies and
strategies that assist the provide the positive working environment to the employees. Thus, they
play an important role in the success of a company and through this effective policies,
sometimes, they also faces numerous challenges that create negative impact upon the success of
a business. In the same way, HR of the Asian Food industry faces issue with regards to staff
retention and this creates wrong impact upon the performance of a business.
Brooker (2019) stated that in this current era, every organization deal to major challenges
with regards to talent management. Such that monetary dissatisfaction is consider one of the
major challenges for an employee that assist an employee look for a change. Pouransari, Al-
Karaghouli and Dey (2016) explain that firm has a salary budget for every firm which must be
raised to some extent but it cannot cross the certain limit. Therefore, at that time, retention
become major problem for HR because employees expect high figure which is beyond their
budget. In the same way, Gharib, Kahwaji and Elrasheed (2017) argues that a company need to
take care of the interest of other employees and they cannot afford when they get angry.
Therefore, a high potential employee is always consider as a centre of attention at each
workplace but in the same time, employees should also make understand and do not take any
undue advantage as well.
As per the opinion of Sethi (2018) job opportunities are high among employees and that
is why, it is consider as a challenge for the HR of Asian food industry. Though, there is a strong
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competition in market and that is why, all the HR of the firm also tries to attract the best talent in
market. But on the other side, employees have high expectation and that is why, due to
availability of profitable offers make it difficult for HR to hire good employees. Maphisa, Zwane
and Nyide (2017) stated that hiring a wrong candidate is also consider another challenge for HR,
as recruitment plays an important role in company. That is why, hiring the best employee leads a
business towards success, while wrong candidate gives a bad future. Ibrahim and Mayende
(2018) explain that candidate speak all types of lies at the time of interviews in order to getting
the job but after recruiting employees, company determine whether they are mismatch for the
firm or not.
In the view of Kain (2019) no job rotation is also consider as a challenge for HR because
every employee gets bored If they do same job regularly. That is why, they all need a change, for
that HR should make a job interesting that will assist to keep retaining employees towards them.
On contrary, Jha and Ahirrao (2020) argues that if there is no job rotation, employee will
definitely look towards other avenues. Thus, it is analysed that management should take steps
and provide enough opportunities which will further assist to encourage employees to do
something good. According to Moses and Sharma (2020) unrealistic expectation of an
employees is also consider another key challenge that affect the overall HR manager strategy. It
is so because it is not possible for any firm to meet all the expectation of employees. Thus, an
employee should be mature enough and able to understand that they cannot get all the comforts
at their workplace. Ashurst (2020) support that sometimes when these unrealistic expectation of
an employee are not met then they will definitely look for a change.
According to culture is also consider another challenges for HR while retaining staff. It
is so because great workplace with a great corporate culture are more financially successful. So
there must be a strong relationship between culture and hiring which comes into play with
employee sourcing. Gaikwad and Mistri (2020) argues that most of the time, company have to
pay extra attention to culture despite its importance and thus, it is prove it affect strategy made
by HR to manage employee retention.
Solutions to minimize the issue faced by the company while retaining staff
In the opinion of Sherman (2020) HR of Asian food industry must provide or offer good
competitive pay and benefits to their employees so that they will easily attract range of right
people for their seats. Or else, HR should also know strategies of their competitor in order to
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select the best outcomes. Further, Shiyamli and Kamala (2020) explain that HR may also allow
the flexible work schedule to their employees so that they may easily adjust their work
accordingly and also take care of their family too. Though this option is not possible for all
business but it assist employees to maintain long term relationship with a firm. Taylor (2018)
support the author point of view and stated that flexible working facilities allow employees to
adjust the work from their home and this will lead to employees more satisfied and also meet the
define aim and objectives.
Taylor (2018) present their view that by foster development is also assist HR to keep
retaining employees and this will assist to keep employees satisfied and also lead to raise the
overall profit too. Moreover, Thornton (2018) argued that by providing effective training session
to their employees will allow employees to keep maintaining longer term relationship with a
firm. On the other side, manager of the firm may also provide one to one coaching session to the
employees in order to learn new skills which further assist to enhance the overall performance of
a company. Ghuikhedkar and Khairnar (2020) stated that encourage communication and taking
regularly feedback from the customers will also assist to keep retaining employees at workplace.
During feedback session, HR may easily determine their strength and weakness that will help to
determine the area of improvement. That is why, it is necessary for the company to keep asking
whether employees are comfortable within a workplace or not.
Pouransari, Al-Karaghouli and Dey (2016) reflect their opinion that reward and recognize
is another key solution which may be used by the Asian food industry that will assist to
understand the importance of employees within a workplace. Additionally, company may also
celebrate the success of an employee so that feel special and also rewarded with the loyalty.
Chhikara, Agrawal and Garg (2020) stated that by developing the performance review will also
assist to determine the actual performance of the employee. Through this method, HR of the firm
come to know about any improvement needed in performance plan. Zehir, Karaboğa and Başar
(2020)argued that HR or manager of company should engage with the employees so that they
feel valued and never think about leaving the job. Thus, through this strategy, they will come to
know that what is good within a firm or wrong. Further, they will also set the future plan for the
company as well.
On contrary, Daniels (2020) stated that by involving employee within the decision
making process will also assist to retaining employees for the firm. Such that it is also analysed
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that by understanding about company's mission and vision, they may easily know about the goals
of a firm and this will assist to let them explore their ideas and knowledge within a firm. Trost,
(2020) share their views that through this, HR of the firm may easily recognize excellent
performance and also reduce the employee turnover as well. This, in turn leads a business
towards success direction too.
Research methodology
Research methodology is the specific process which is used to determine the identify and
select, process and determine the data about the relevant topic. Through this section, scholar also
critically evaluate the study's validity as well as reliability that may help to generate the positive
outcome as well. This section consist of research type, philosophy, data collection, sampling,
ethical consideration etc which are as mention below:
Research type: For this research, qualitative research type is used that will assist to
provide in depth detail. This method assist selected respondents to expand their responses and
present their views (Kumar, 2019). Therefore, through this method, researcher may easily
determine the key challenges while retaining staff in Asian food industry.
Research Philosophy: It is the notion through which information about the phenomenon
Is collected and gathered. It is of four types, Interpretivism, Realism, Pragmatism and Positivism.
Among all, Interpretivism research philosophy is used that will assist to interpret the data and
this theory is directly integrate the study and generate accurate results as well (De Costa,
Crowther and Maloney, 2019). Hence, opting this methodology help researcher to answer the
research question i.e. to determine the key challenges which HR of Asian Food industry may
face while retaining staff.
Research Approach: It is the process or plan which is consist to different assumption into
detailed manner so that data can be interpreted in better manner. There are three types of
research approach i.e. Deductive, inductive and Abductive. Among all, inductive research
approach is used that will assist to move all the general content into specific. Further, this
method also assist research to generate better outcomes so that researcher come to know its
research question as well (Quinlan and et.al., 2019).
Data Collection: It is the process of collecting and analysing the information in order to
meet the research aim. There are two types of data collection method i.e. primary and secondary.
Researcher chooses both the method such that under primary data collection method, which is
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the first handed sources in which questionnaire is prepared under survey. Further, in secondary
data collection method, researcher uses all the books, articles, journals related to HR challenges
with regards to talent management that will assist to answer the research question. Therefore, this
method will assist scholar to meet their aim and objectives so that it will lead a research towards
right direction.
Data Analysis: It is the process of inspecting, cleansing, transforming the useful
information so that it get conclusion. There are two type of data collection method, in which
researcher chooses Thematic data analysis method. This method helps to present the views of
each and every respondents through graphs, charts and pictures so that it may lead to get accurate
results (Holmlund, Witell and Gustafsson, 2020). Further, using thematic data analysis,
researcher reflect views of selected sample and this in turn assist to meet the define aim i.e. to
determine the key challenges face by HR in staff retention in Asian food industry.
Sampling: It is the process which is actually utilized to determine the number of
observation that are selected from large group of population. There are two types of sampling
method i.e. Probability and non- probability sampling method. So between these, simple random
sampling method under probability method is opted in which 30 HR manager of the Asian food
industry are selected who share their views related to topic i.e. key challenges faced by the HR
with regard to Staff retention.
Ethical Consideration: It state some principles which must be comply by researcher so
that it will not affect the study progress. Such that researcher should take prior consent from
participants and respect for the dignity of research participants as well. Further, make sure that
proper and effective level of confidentiality is also maintain and make sure about the protection
of privacy of a research participants (Witell, Holmlund and Gustafsson, 2020). Moreover,
research should also make sure that there must be proper flow of communication with relation to
research and it must be done with proper honesty and transparency.
Cost: Another element that assist to determine how much amount is spent during the
whole research. Further, for this current study, researcher require £250 which consist of
traveling expenses, internet expenses etc.
Accessibility: For the current research, sometimes researcher faces issue with regards to
some sites which are access denied and this will further leads to delay the overall project. On the
8

other side, not availability of some technological resources also leads to creates negative impact
upon the project.
Research limitation: In this present study, researcher face issue related to time because
researcher did not have enough time and this affect the overall project and leads towards delay.
Moreover, it is also analyzed that due to not having enough resources, the scholar face issue and
this in turn leads a project towards delay. Thus, on the other side, if researcher have enough time
then they undergo in- depth research which in turn assist to generate accurate answer too.
Data Analysis
Theme 1: Large number of employees has been working for more than 10 years but less than
15 years in Asian Food industry.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
Less than 5 years 10% 3
More than 5 but less than 10
years
30% 9
More than 10 years but less
than 15 years
40% 12
More than 15 years 20% 6
TOTAL 100% 30
9

10.00%
30.00%
40.00%
20.00%
Less than 5 years
More than 5 but less than 10
years
More than 10 years but less
than 15 years
More than 15 years
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 40% sought to analyse that, large number of employees has been working
for more than 10 years but less than 15 years in Asian Food industry. They tend to have high
degree of knowledge regarding the operations of the business. They have complete knowledge
about the business environment which in turn influence the working of the business. They know
what is good and what is bad for the company as a whole.
Theme 2: The key roles associated with talent management are strategic employee planning,
retention, career and succession planning.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
Strategic employee planning 13.33% 4
Retention and talent
acquisition
23.33% 7
Career development and
succession planning
16.67% 5
All of the above 46.67% 14
TOTAL 100% 30
10

13.33%
23.33%
16.67%
46.67% Strategic employee planning
Retention and talent
acquisition
Career development and
succession planning
All of the above
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 46.67% sought to analyse that, talent management within the organization
in turn is considered to be very useful because they tend to focus on keeping employees engaged
and motivated to achieve higher company goal. They in turn must focus on increasing the
satisfaction of employees through strategic employee planning, retention, career and succession
planning. This way it leads to higher business performance.
Theme 3: Highly agreed, staff retention helps in improving the performance and productivity
of the company.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
Agreed 23.33% 7
Highly agreed 30% 10
Disagreed 13.33% 4
Highly disagreed 10% 3
Neutral 20% 6
TOTAL 100% 30
11

23.33%
30.00% 13.33%
10.00%
20.00%
Agreed
Highly agreed
Disagreed
Highly disagreed
Neutral
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 53.33% (23.33% + 30%) sought to analyse that, staff retention in turn is
very crucial because it is very useful in increasing the productivity and profitability of the
business. Retention of highly experienced and productive employees in turn eventually leads to
higher growth and success to employees. This in turn tends to help in creating motivated and
positive environment within organization. It tends to increase productivity because it reduces
cost and training time.
Theme 4: Employee training is an effective way to increase staff retention within organization.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
Internal promotion
opportunities
26.67% 8
Employee training 53.33% 16
Improvement in workplace
policies and procedures
20% 6
12

TOTAL 100% 30
26.67%
53.33%
20.00%
Internal promotion
opportunities
Employee training
Improvement in workplace
policies and procedures
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 53.33% sought to analyse that, giving training to employees on a timely
and continuous basis in turn helps in increasing the retention of employees within the
organization. It helps in building up there capabilities which in turn boost up the productivity and
motivation of the employees within organisation. On the other hand, 26.67% states that,
providing internal promotion opportunities helps in retaining employees by providing them with
better career growth opportunities.
Theme 5: Better career opportunities is the challenge faced by HR at the time of staff
retention.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
Employee turnover 23.33% 7
Better career opportunities 46.67% 14
Low employee morale 13.33% 4
Salary dissatisfaction 16.67% 5
13

TOTAL 100% 30
23.33%
46.67%
13.33%
16.67%
Employee turnover
Better career opportunities
Low employee morale
Salary dissatisfaction
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 46.67% sought to analyse that, large number of companies in turn
offering better career path and opportunities in turn is considered to be one of the major
challenge faced by HR at the time of staff retention. Other 16.67% said that, retaining highly
talented employees is one of the biggest challenges because of salary dissatisfaction and lower
morale of the employees.
Theme 6: The organization identify talent by its potential capabilities.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
By potential 43.33% 13
By competencies 30% 9
By results 26.67% 8
TOTAL 100% 30
14

By potential By competencies By results
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45 43.33%
30.00%
26.67%
% OF RESPONDENTS
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 43.33% sought to analyse that, organisation in turn tends to focus on
effectively identifying the talent by the degree of the potential capability within the employee.
The organization in turn tends to effectively focus on identifying the key skills and capability of
the employees in order to carry out task and activities within the organization setting.
Theme 7: Highly agreed, implementation of three R's i.e., recognition, reward and respect will
be helpful in increasing employee retention.
PARTICULARS % OF RESPONDENTS NUMBER OF
RESPONDENTS
Agreed 16.67% 5
Highly agreed 40% 12
Disagreed 10% 3
Highly disagreed 13.33% 4
Neutral 20% 6
TOTAL 100% 30
15

16.67%
40.00% 10.00%
13.33%
20.00%
Agreed
Highly agreed
Disagreed
Highly disagreed
Neutral
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Out of which 56.67% sought to analyse that, implementation of three R's i.e.,
recognition, reward and respect will be helpful in increasing employee retention. These 3 R's in
turn are considered to be very beneficial because it helps in enhancing the performance and
employee engagement. This results in higher satisfaction and improved productivity. This is very
beneficial in retaining top talent and building positive work environment.
Theme 8: Effective recommendation strategies to minimize the issue faced by the company
while retaining staff.
Interpretation: From the above carried out study from 30 human resource of Asian food
industry. Maximum number of participants sought to analyse that, providing proper training to
the employees and hiring the skilled employees in turn helps in improving the employee
performance. Creating the right culture in turn is considered to be very effective recommendation
which helps in retaining prospective employees within the organization. Motivating employees,
offering effective services and providing higher career opportunities through promotion, etc. in
turn helps in minimizing the issue faced by the company while retaining staff.
Reflection
It was very interesting to carry out this research study, because it has helped me grasp wider
degree of knowledge related to the specific subject matter. I have broadened my knowledge by
16

critically evaluating the research topic by various scholars. It was very interesting for me to
select the right research methodology in order to attain the aims and objectives of the subject
matter. I was very excited to carry out the data analysis as this in turn has helped me analyse
various set of data and gain high degree of knowledge by asking relevant questions from 30 HR
of the Asian food industry. This in turn has helped me understand the relevance of the employee
retention within the company. This study in turn has also helped me analyse the various
challenges which in turn has been faced by the organization at the time of retaining talented
employees. I have critically analysed each data which in turn has eventually helped me in
gaining effective recommendation strategies in order to retain highly talented professionals
within the organization. The major challenge faced by me is to coordinate each activities and in
turn focus on solving various research problems in a reliable and relevant manner. I have
effective academic skills and communication skills because it helps in attaining better results and
outcomes related with the research study. I have developed a Gantt chart and proper time line in
order to effectively carry out several business activities. This way it helped me to complete all
the task within the stipulated time frame in order to carry out several activities and accomplish
project within given time frame.
Conclusion
By summing up above, it has been concluded that HR plays an important role in the
success of a business but they also face issue with regards to staff retention. Thus, through
literature review, researcher concluded that there are different challenges faced by HR such that
hiring wrong candidate, no job rotation, unrealistic expectation etc. While on the other side, this
section also provide different solution which a company must follow such that effective training
session, provide flexible working hours, compensation and reward package that will leads to
create positive working environment. Moreover, it is also concluded that using qualitative
research methodology, researcher concluded accurate results and this will also assist to meet the
defined aim and objectives as well.
Further, from data analysis section, it is also concluded that HR of Asian food industry
also faces the issue of employee turnover and this will affect the overall performance of
employee in adverse manner. Even majority of the employees are highly agreed that
implementing 3 R will also assist the company to employee retention. Overall, it is concluded
that HR plays an important role in success of a company and there is a need to overall different
17

challenges that will assist to keep hire best and suitable candidate for the company so that they
will assist to take a business at further level of success too.
Recommendations
From the above carried out study, it has been recommended that, retention of employees
in turn is considered to be very beneficial and crucial because it helps in increasing the level of
performance within the workplace. It has been recommended that, the talent management of the
organization must focus on giving continuous training to the human resource of the organization
because this in turn helps in raising the productivity and performance of the employees. Staff
retention helps in effectively carrying out the task with utmost accuracy and efficiency. It has
been established that, internal promotion to the employees within organisation helps in boosting
up the morale and motivation level of the employees within the organization. The talent
management must in turn also focus on improving the workplace culture, policies and procedures
which in turn helps in creating a positive work environment. This in turn helps in improving the
morale and productivity of the employees by retaining talented and prospective customers. It has
been recommended that the employees within the organization in turn must be given proper
recognition, respect and reward (10 Ways to Improve Employee Retention, 2020). This way it
helps in increasing the performance by retaining talented employees. Engaging employees in the
decision making process makes employees feel motivated. Creating the right culture in turn is
considered to be very effective recommendation which helps in retaining prospective employees
within the organizational setting. Offering clear career path and growth success for the
opportunities in turn helps in retaining employees.
18

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Appendix
QUESTIONNAIRE
1. For how long you have been working in Asian Food industry?
 Less than 5 years
 More than 5 but less than 10 years
 More than 10 years but less than 15 years
 More than 15 years
2. According to you what are the key roles associated with talent management?
 Strategic employee planning
 Retention and talent acquisition
 Career development and succession planning
 All of the above
3. Do you agree, staff retention helps in improving the performance and productivity of the
company?
 Agreed
 Highly agreed
 Disagreed
 Highly disagreed
 Neutral
4. What is an effective way to increase staff retention within organization?
 Internal promotion opportunities
 Employee training
 Improvement in workplace policies and procedures
5. According to you what are the challenges face by HR at the time of staff retention?
 Employee turnover
 Better career opportunities
 Low employee morale
 Salary dissatisfaction
6. According to you, how does the organization identify talent?
 By potential
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 By competencies
 By results
7. Do you agree, implementation of three R's i.e., recognition, reward and respect will be
helpful in increasing employee retention?
 Agreed
 Highly agreed
 Disagreed
 Highly disagreed
 Neutral
8. What are effective recommendation strategies to minimize the issue faced by the company
while retaining staff?
22