BM631 Research Proposal: High Employee Turnover Impact on Deloitte

This research proposal aims to identify the impact of high employee turnover on the productivity and performance of Deloitte, a multinational accounting and professional services firm. The proposal outlines the research background, highlighting the increasing relevance of employee turnover due to employee dissatisfaction. The research objectives include gaining knowledge about the concept and reasons for high turnover, analyzing its impact on Deloitte's productivity, and examining strategies used by Deloitte to decline employee turnover. The research questions delve into the concept of employee turnover, its impact on Deloitte, and the strategies employed to mitigate it. The literature review explores the definition of employee turnover, reasons for its occurrence, its impact on productivity and performance, and strategies used by Deloitte to address it. The research methodology adopts a positivism philosophy, a deductive approach, quantitative research, a survey strategy, and a descriptive design. Probability sampling will be used to select 20 Deloitte employees as respondents, and primary data will be collected through questionnaires. Frequency distribution will be used for data analysis.

Dissertation Proposal
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Table of Contents
Research title...................................................................................................................................3
Introduction.....................................................................................................................................3
Literature review..............................................................................................................................4
Research methodology ...................................................................................................................6
References.......................................................................................................................................8
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Research title
Impact of high employment turnover on productivity of an organisation
Introduction
Research background:
Employment turnover is referred to as the practice of staff leaving an organisation due to
a range of reasons. The concept of employment turnover is emerging as a relevant practice in
companies due to growing dissatisfaction among employees regarding working conditions and
other aspects (Ji-Hyland and Allen, 2022). The present study is based upon Deloitte, which is a
leading multinational organisation dealing in provision of accounting and professional services.
It is one of the most renowned and reputed company which provides employment to
approximately 3,45,374 people within its number of locations.
Research aim: "To identify the impact of high employment turnover on the productivity and
performance of an organization”. A Study on Deloitte.
Research objectives:
 To gain knowledge about the concept and reasons of high employment turnover in
context to organization.
 To analyse the impact of high employment turnover on the productivity and performance
of Deloitte.
 To examine the strategies used by Deloitte to decline employee turnover within the
organization.
Research questions:
 What is the concept of employment turnover in an organisation and reasons associated
with it?
 What is the impact of high employment turnover on the productivity and performance of
Deloitte?
 What are the strategies used by Deloitte to decline employee turnover within the
organisation?
Research significance:
The main purpose of this research is to explore the impact of employment turnover on
performance and productivity of Deloitte. The significance of the research is that it would help in
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solving the business problem through analysing the reasons and implications of employment
turnover (Van Linden, Vandenhaute and Zimmerman, 2021). This research would be helpful in
determining causes of high rate of employment turnover and thus it will help in exploring
effective strategies adopted by the company to control turnover and ensure retention of
employees.
Literature review
What is the concept of employment turnover in an organisation and reasons associated with it?
According to Marc Holliday, Employment turnover refers to the loss of employees in a
certain period of time within an organisation, which includes those who left the enterprise
willingly or are fired due to some reason. Employment turnover is categorised majorly into two
categories voluntary and involuntary turnover. Voluntary turnover implies an employee leaving a
company due to personal reasons and a range of issues causing dissatisfaction. Whereas
involuntary turnover implies that employees are fired due to their misconduct or some major
action resulting in harm to the organisation (What Is Employee Turnover, 2021). Employee
turnover is an emerging concept which impact the overall performance and productivity of an
enterprise.
As per the view of Nicole Roder, 2019, there are several reasons responsible for the
increasing rate of employment turnover which cause dissatisfaction among staff and imply them
to leave the organisation (What Is Employee Turnover, 2019). An employee takes the action of
quitting a job role due to various causes such as too much burden and stressful situations, low
level of pay, weak interpersonal relations, poor working conditions, lack of motivation etc.
Moreover many times an employee is satisfied at the workplace but due to personal reasons he is
obliged to leave a company.
What is the impact of high employment turnover on the productivity and performance of
Deloitte?
As per the view of Jason Bramwell, there are various implications of employees leaving
an organisation as it affect overall productivity and performance of Deloitte. The high rate of
employment turnover results in opportunity costs and decline overall revenues of the company
(Turnover at Deloitte Must Be Pretty Bad, 2022). Being a major multinational professional
company, it requires high level of expertise among employees which is acquired through proper
training. Employment turnover results in chaotic situations and interrupts the flow of operations
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within the company. Moreover, the turnover of highly trained and experienced staff leads to
downfall of performance and it implies incurring of opportunity costs of training new personnel.
As per the view of Miki Markovich, 2019, employment turnover is emerging as a major
issue and concern of worry which is declining overall efficiency of the organisation through
interrupting their commercial activities. Opportunity costs refers to the income which the
organisation has lost due to employees leaving the company and training new personnel in their
replacement (The Negative Impacts of a High Turnover Rate, 2019). In addition to this,
Employment turnover also leads to declination of social image and goodwill in the business
environment. Thus employment turnover is likely to have various implications on the
performance of company as it has to bear losses because of interruption in operations of the
organisation.
What are the strategies used by Deloitte to decline employee turnover within the organisation?
According to David Luther, employment turnover is a constant issue which is causing
various negative outcomes for the company and it is required to control the issue through
implementing and devising effective strategies (15 Tips to Reduce Employee Turnover, 2021).
Deloitte is facing turnover due to its long working hours and the management of the company
tries to encourage employees through various motivation techniques including monetary and
non-monetary methods. Employment turnover is attempt to minimised by the Human resource
management of the organisation through ensuring competent replacement of staff which is
leaving the organisation. The company tries to retain their employees through considering their
issues and providing effective solutions.
As per the view of Mike Kappel, 2017, the organisation attempts to control the rate of
employment turnover through devising strategies helpful in minimising the negative impact of
employees leaving the organisation. The corporation tries to provide employees with an
inclusive environment where everyone is provided with same opportunities and not judged on
the grounds of caste, creed, and gender (5 Ways To Reduce Employee Turnover, 2017). The
company organise events to support fun activities in order to increase satisfaction of employees
and allow them to enhance interaction with fellow employees. The company offers competitive
salaries and performs appraisals for ensuring retention of the staff in the organisation.
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Research methodology
It refers to the tools and techniques adopted by the researcher in order to conduct the
study. Research methods are explained in relation the current study with the help of onion
framework which is discussed below:
Research philosophy: It refers to the basic fundamentals which define the approach used for
conducting the study. It is mainly of two types that is interpretivism and positivism. For the
current study, positivism is chosen by the investigator as it takes into account observation and
conduct study on factual basis (Psomas, 2021). It helps in analysis of data ensuring unbiased
outcomes which are free from individual perspectives.
Research approach: It refers to the aspects on the basis of which procedures of data collection
are defined and is mainly categorised into inductive and deductive approach. As per the current
study, deductive approach is considered by the investigator as it consumers less time in data
collection. The main motive of selecting this approach is that it use a existing theory and analyse
results on the basis of that.
Research choice: It is one of the very crucial component of research methodology and is
classified into two categories namely qualitative and quantitative. As per the specifications of
recent study, quantitative research is taken into account. The purpose of this choice is to ensure
collection of more reliable and accurate data as it obtain information in terms of numerics and
statistical data.
Research strategy: There are numerous categories of strategies which can be used by the
investigator to conduct the research but as per this study, survey is selected as the research
strategy (Lassonde and Galman, 2019). The purpose of this strategy is to ensure better outcomes
of study through obtaining information by analysing viewpoints of individuals ensuring better
understanding on the chosen topic.
Research design: It is defined as the framework adopted by the investigator in developing
understanding on the subject and is divided into two types; exploratory and descriptive.
According to this study, descriptive design is considered by the researcher as it helps in focusing
upon quantitative variants and it allows the investigator in conducting detailed study.
Sampling: It refers to the activity where samples are selected from a total population and it
includes mainly two techniques that is probability and non-probability. As per this study,
probability sampling is considered by the investigator where 20 employees of Deloitte will be
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chosen as respondents. Employees are selected as participants as it will help in knowing their
opinions on the topic of research.
Data collection: It refers to the methods used for collecting data and is divided into two parts
mainly primary and secondary data. As per the specifications of this study, primary research is
chosen by the investigator (Barnes, 2018). Primary research facilitate collection of first hand
information which further helps in making the study more authentic and sophisticated.
Instruments: These are defined as the mechanisms used in conducting research and are
classified in various types such as questionnaires, interviews etc. As per the specifications of this
study, questionnaire will be framed as it will allow the investigator in discovering viewpoints of
employees of Deloitte.
Analysis: It refers to the function of drawing conclusions and conduct analysis based on that and
is divided into frequency distribution and thematic analysis. For the current study, frequency
distribution is used in order to better interpretation of data through use of graphical presentation.
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References
Books and journal
Barnes, B.R., 2018. Decolonising research methodologies: Opportunity and caution. South
African Journal of Psychology, 48(3), pp.379-387.
Ji-Hyland, C. and Allen, D., 2022. What do professional drivers think about their profession? An
examination of factors contributing to the driver shortage. International Journal of
Logistics Research and Applications, 25(3), pp.231-246.
Lassonde, C.A. and Galman, S., 2019. Self-study research methodologies for teacher educators.
BRILL.
Psomas, E., 2021. Future research methodologies of lean manufacturing: a systematic literature
review. International Journal of Lean Six Sigma.
Van Linden, C., Vandenhaute, M.L. and Zimmerman, A., 2021. Audit Firm Employee Turnover
and Audit Quality. Available at SSRN 3775116.
Online
What Is Employee Turnover, 2021. [Online]. Available through:
<https://www.netsuite.com/portal/resource/articles/human-resources/employee-
turnover.shtml>
What Is Employee Turnover, 2019. [Online]. Available through:
<https://www.zenefits.com/workest/what-is-employee-turnover-and-why-it-matters/>
Turnover at Deloitte Must Be Pretty Bad, 2022. [Online]. Available through:
<https://www.goingconcern.com/turnover-deloitte-pretty-bad-recruit-people-laid-off-
last-year/>
The Negative Impacts of a High Turnover Rate, 2019. [Online]. Available through:
<https://smallbusiness.chron.com/negative-impacts-high-turnover-rate-20269.html>
15 Tips to Reduce Employee Turnover, 2021. [Online]. Available
through:<https://www.netsuite.com/portal/resource/articles/human-resources/reduce-
employee-turnover.shtml>
5 Ways To Reduce Employee Turnover, 2017. [Online]. Available through:
<https://www.forbes.com/sites/mikekappel/2017/08/09/5-ways-to-reduce-employee-
turnover/?sh=3812c3fe5001>
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