Project Plan: McDonald's - Employee Turnover and Business Performance

This project plan investigates the impact of high employee turnover on the business performance and productivity of McDonald's. The project begins with an overview, defining the research aim to identify this impact and sets specific objectives, such as determining the reasons behind high turnover, its negative effects, and the strategies used by McDonald's to mitigate it. A problem statement highlights the issue's impact on employee morale, productivity, and performance. The plan includes a literature review exploring reasons for turnover like lack of training and freedom, and the negative effects on growth and productivity. It also examines McDonald's retention strategies, such as training and healthcare benefits. The project outlines secondary data sources and concludes that high employee turnover negatively affects business growth, emphasizing the use of retention strategies. The assessment type involves an introduction, literature review, research methodology, data analysis, conclusion, and recommendations, with a Gantt chart for project timeline management. References to relevant academic sources are also provided.

Project Plan Assessment one
An overview of project idea.
This project is based on the impact of high employee turnover on business performance
and productivity of company (Mohammed and et. al., 2016). Turnover rate introduces to
the percentage of employees within a workforce that leave in a certain period of time.
For this project, McDonald is a chosen multinational fast food organisation because they
faced issue of high employee turnover at workplace.
Project aims and objectives
Research Aim:
“To identify the impact of high employee turnover over business performance and
growth of an organisation”. A secondary research on McDonalds.
Research Objectives
 To identify the main reason behind increasing high employee turnover at
workplace of McDonalds.
 To determine the negative effects of high employee turnover on growth and
productivity of McDonalds.
 To determine the ways used by McDonalds for overcoming the impact of high
employee turnover at workplace.
Problem Statement
A high employee turnover is a biggest issue for an organisation because it reduces the
employee morale towards job. This may stem from overworked workers who have had
increased responsibilities and workloads due to a lack of an active as well as trained
workforce. Along with this, High employee turnover is a major issue at workplace of
McDonalds that resulted in low productivity and performance ( Al Mamun and Hasan,
2017).

Related literature and secondary data
Literature review
What are the main reasons behind increasing high employee turnover at workplace of
McDonalds?
According to the Boon and Biron, (2016), There are many reasons that resulted into
occurrence of high employee turnover within McDonald which are defined below:
Lack of training: The presence of on the job training facilities is less at McDonald.
This resulted into no skill and personality development. Also, employees have the
perception that without personality development not able to get efficient growth in
profession. In last, this increases employee turnover.
Lack of freedom: The employees do not have the freedom to provide their views about
improving creativity in business processes. This demotivates where they only have to
follow directions of higher authorities.
What are the negative effects of high employee turnover on growth and productivity of
McDonalds?
As per the view point of Sun and Wang, (2017), There is huge negative effect of
employee turnover on growth and productivity. This will be understood from the points
mentioned below:
Growth: High employee turnover does not allow the expansion of business with rapid
rate because not able to implement the strategies without the support of talented
employees.
Productivity: High employee turnover not allows the optimum utilization of available
resources because new one is not able to get the effective results from the current level
of knowledge.
What are the effective ways used by McDonalds for overcoming impact of high
employee turnover at workplace?
According to the Oosthuizen, Coetzee and Munro, (2016), McDonalds gives high levels
of training to their employees working in different positions at the restaurants. This will
supports company in decreasing staff turnover as well as lowers the turnover costs.
Company also provided medical insurance and many other offers related to the health
care.
Secondary data:
For collecting secondary about the existing topic, different number of sources will be
used such as books, journals, publication study, McDonald’s websites etc. All these are

effective sources for researcher because these will help them in gathering of secondary
and detailed information about the topic.
Conclusion and assessment type
From the above mentioned information, it has been concluded that high employee
turnover is a biggest issue that have negative impact over business performance and
growth of company. In order to handle this issue company used retention strategy. For
this they provided training and many other financial and non-financial benefits to the
employees.
Assessment type
In order to complete full project, there is need of following some chapters or activities
which are introduction, literature review, research methodology, data analysis and
interpretation, conclusion and recommendation. These are main activities that will be
used for completing full project systematically. Gantt chart will be used for identifying
starting and ending data of each activity. These are shown as below:

References
Mohammed, A. M., Lai, Y., Daskalaki, M. and Saridakis, G., 2016. Employee turnover
as a cost factor of organizations. In Research Handbook on Employee
Turnover. Edward Elgar Publishing.
Al Mamun, C. A. and Hasan, M. N., 2017. Factors affecting employee turnover and
sound retention strategies in business organization: a conceptual
view. Problems and Perspectives in Management. (15, Iss. 1). pp.63-71.
Boon, C. and Biron, M., 2016. Temporal issues in person–organization fit, person–job
fit and turnover: The role of leader–member exchange. Human
relations. 69(12). pp.2177-2200.
Sun, R. and Wang, W., 2017. Transformational leadership, employee turnover intention,
and actual voluntary turnover in public organizations. Public Management
Review. 19(8). pp.1124-1141.
Oosthuizen, R. M., Coetzee, M. and Munro, Z., 2016. Work-life balance, job
satisfaction and turnover intention amongst information technology
employees. Southern African Business Review. 20(1). pp.446-467.