HR Report: Analysis of Employee Turnover and Decision Making

This report analyzes employee turnover within the OMNI organization's HR department, focusing on recruitment efficiency, training, and development. The investigation examines the employee turnover rate and management's measures to address it. The report utilizes qualitative data collection techniques to gather information on various aspects, opinions, and reasons related to employee turnover. Findings are presented through data analysis, including responses from managers regarding the issue's impact on the business, potential solutions like reward systems and motivational theories, and the increasing turnover rate over the past few years. The report concludes with references to relevant academic sources. The analysis aims to inform decision-making and provide insights into improving employee retention strategies within the organization.

RECORDING ANALYSIS
AND USING HR

TABLE OF CONTENTS
Introduction to the HR area being investigated ........................................................................................................2
Explanation of analysed and interpret the data .........................................................................................................2
Findings which helps in decision making ................................................................................................................2
1

Introduction to the HR area being investigated
In the the stated organisation OMNI there is an investigation made on the areas of HR
department in which there are different types of activities are carried out by the HR manager
which includes to increase the level of efficiency of the recruitment along with the sessions of
training and development. In this, the investigation made on the issue of employee turnover rate
in the organisation (Wong and et.al., 2016). There are some of the measures are taken by the
management for the rate of employee turnover.
The department of HR which is selected for the investigation in which there are different
number of candidates are hired by the company. On the basis of findings there are various
number of efficient employees are hired in a particular time frame. Further, the organisation is
required to collect the HR data due to some of the reasons such as management of performance
along with meeting the legal requirements of the organisation (Li and et.al., 2016).
Explanation of analysed and interpret the data
In this, the company uses the qualitative techniques of collecting data which helps for
getting information of the different aspects along with the opinions and reasons. It assists in
giving depth knowledge of the different types of issue and also creates ideas for collecting
approaches research.
Findings which helps in decision making
Do you think that increasing rate of
employee turnover is issue for business
Number of respondents
Yes 8
No 2
2

From the above collected information from the different number of managers in which
from the 10 respondents 8 stated that in the favour of increase in the rate of employee turnover is
considered to be a bug issue for the growth of the business.
what can be done to overcome the Hr issue
related to increasing employee turnover
Number of respondents
Implementing reward system 2
using motivational theories 2
Open communication 1
all of the above 5
3

From the above mentioned graph it can be stated that there are different types of
techniques which can be followed by the organisation in order to overcome the issues of
employee turnover where out of the 10 respondents 2 stated that organisation must implement
the system of rewarding to retain the employees (Rubenstein and et.al., 2017). Further, other 2
respondents give their opinion about using the motivational theories for the employees. Others
stated that open communication is helpful for the company in order to overcome the issues.
Over the past few years the rate of turnover
has increased in your organization
Number of respondents
yes 9
no 1
4

From the above graph it can be stated in the few years there is increase in the rate of
employee turnover which created issues for the top level of management as it is difficult for them
to train new employees at all of the stages at workplace. Further, in this there are 9 respondents
agree on the rate of the employee turnover while 1 respondents is not in the favour of this
statement (Raza, Khan and Mujtaba, 2017).
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REFERENCES
Books and journals
Wong, M. and et.al., 2016. The Influence of Employee Perceptions of Training on Turnover
Intention. International Information Institute (Tokyo). Information. 19(8A). p.3197.
Li, J.J. and et.al., 2016. The effects of proximal withdrawal states on job attitudes, job searching,
intent to leave, and employee turnover. Journal of Applied Psychology. 101(10). p.1436.
Rubenstein, A.L. and et.al., 2017. Surveying the forest: A meta‐analysis, moderator
investigation, and future‐oriented discussion of the antecedents of voluntary employee
turnover. Personnel Psychology.
Dale-Olsen, H., 2016. 2. Employee turnover. Research Handbook on Employee Turnover,.p.5.
Raza, M.A., Khan, M.M. and Mujtaba, B.G., 2017. The Impact of Organizational Change on
Employee Turnover Intention: Does Stress Play a Mediating Role?. Public Organization
Review, pp.1-15.
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