An Examination of Staff Retention Strategies at Gallowglass Security

This research project investigates staff retention challenges at Gallowglass Security, focusing on the effectiveness of training programs. The study examines the correlation between training improvements and staff retention, analyzing data collected from 30 employees. The findings reveal that while staff satisfaction isn't directly linked to training improvements due to factors like salary and company culture, there is a significant relationship between enhanced training methods and employee retention. The report identifies current training issues, missing aspects of training, and required training components, offering recommendations for management to improve staff retention rates. Key areas of focus include linking training with individual performance goals, incorporating soft skills development, and utilizing digital and technological training methods. The methodology includes a research method to collect and analyze the data. The study aims to provide actionable insights for Gallowglass Security to improve its talent management strategies and reduce employee turnover.

Research Project
(Hospitality Management)
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ABSTRACT
In this research it has been described about current issues which is being faced by
Gallowglass Security in training programs in regard to staff retention. the purpose of doing this
study is to examine the factors surrounding the domains of ineffective talent management.
Also, for that primary data of 30 employees of company is collected and analysed. Besides, that
it is explained that if there is relationship between training improvement and staff retention or
not. From results it has been identified that that there is no relationship between staff satisfaction
and training improvement. This is because there are many other factors in it such as salary,
culture, policy, etc. But on contrary, there is relationship between improvement in training and
staff retention. Employees can be retained by making improvements in training methods. It
results in increasing their skills and abilities and efficiency in performing task.
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Table of Contents
ABSTRACT....................................................................................................................................2
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................5
METHODOLOGY..........................................................................................................................8
FINDINGS.....................................................................................................................................12
CONCLUSION..............................................................................................................................26
RECOMMENDATIONS...............................................................................................................27
REFERENCES..............................................................................................................................30
APPENDIX....................................................................................................................................31
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INTRODUCTION
Talent management is process of retention of staff by improving their skills and knowledge.
It is necessary to provide training and development to employees so that they are able to work in
effective way. With that, it enhances their skills and abilities and increases their efficiency. For
providing training the manager identify weak areas and then prepare a training plan (Gallardo-
Gallardo, Thunnissen, and Scullion, 2020). Moreover, by training employee morale is boosted
and they are able to work in more effective way. But there are many challenges and issues that is
faced related to staff training. These issues highly impact on entire training process as well as
employee performance. therefore, it is necessary to find out those issues so that it can be
resolved. If issues are not resolved then it results in ineffective training programs. In present
times, effective training is required to develop employee. So, when capability is improved it
leads to bring in creativity in team work. It means that highly skilled and productive teams are
formed. also, employee turnover is reduced when effective training is provided.
Along with that, T&D is one of the most important factors in retaining employees in these
organizations. By knowing the factors of retention or the effect of training and development on
retention this study can help those organizations to retain their employees which has high
turnover rate. It is important for organisation to retain staff so that a positive culture is
maintained (Meyers, van Woerkom, and Dries, 2020). Also, it builds a positive image in industry
and boost morale of new employees as well. If staff is not retained then it reflects that
organisation culture is negative and also it is impacted in negative way. besides, training is
provided on several aspect which is related to skills, levels, performance, roles, etc. of staff.
Thus, training is provided according to these aspects. furthermore, talent management provide a
framework on how to retain staff and continuous enhance their abilities. It is also useful in hiring
and recruiting of employees on basis of their capabilities and roles. henceforth, goals and
objectives are attained through talent management. furthermore, employee motivation is
increased as well as they learn new skills and knowledge. Then, it is applied in performing tasks
and activities. In this way, goals are accomplished in effective way. This also enhances their
efficiency. the main purpose of TM is to increase performance. There are different strategies
which are followed in TM. It is evaluated that there is vital role of training in retaining of staff.
Here, HR is highly engaged in analysing entire T&D. They develop strategies on how to provide
training to staff.
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Rationale
This study will aim to examine the current issues in regards with staff retention at
Gallowglass Security. The researcher has chosen this topic and company because this was
the company, she worked for six years, therefore, there is a personal interest in finding out
the issues she experienced herself hence the opportunity to examine the factors surrounding
the domains of ineffective talent management. The retention of talented staff is crucial and
all the organizations are facing problems in building a good team and maintaining it or
replacing someone in that team (Scullion, and Mullholland, , 2020 ).
Aim:
The aim of this paper is to examine the current training issues G.S. is facing in regards with
staff retention
Objectives:
To assess the current training issues related with retention of staff
To identify the missing aspects of staff training (i.e. weaknesses in training)
To identify the required aspects of training (desirable aspects and level of training)
To recommend to the management of G.S.
Hypothesis
Improving staff training leads to higher retention rates of personnel at G.S.
LITERATURE REVIEW
Current training issues related with retention of staff
As per Dudley, Chapman and Spetz, (2018) training has a direct relation with retention of
staff. Training is very important for retention of employees. Training ensures that employees are
able to complete the task they have been provided in the organisation. Training also aids in job
satisfaction of the employees. Job satisfaction ensures retention of employees in the organisation.
This is how the elements for retention of employees are connected with each other. Training also
create pathway for advancement in organisation, this means that training equip employees with
right kind of knowledge and skills that lead them to perform better and followed by this they are
provided with opportunities to advance in the organisation. This means promotion and
recognition. Training issues related to retention of staff includes identifying skill gap and proper
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evaluation of performance. This means that one of the most important task and element of
training is that identifying gap that exists in existing skills and required skills. This is most
important issue that can affect the success of the training and this subsequently affect the
retention of staff in G.S. Security. another issue related to training and retention of staff is
adequate and proper evaluation of the training and its result. This means that on the basis of
correctly identified training needs training is provided to employees and later the result are
properly identified. In this situation accurate analysis of the training results and its impact on the
performance allows to know improvement in the training. When results are properly evaluated
and employees are given recognised for improvement in their performance it contribute and
motivate them to remain in the G.S. Security.
Missing aspects of staff training
As per the view of Belyaeva and Rubtsova, (2020) for effectiveness of training it is
important that it covers all the aspects of the training. Missing aspects refers to those elements
that should be present in the training but they are not. Some of the aspects that are missing from
the training at G.S. Security are that the training is not in accordance with concept, vision and
message of the company. This means that when employees are provided with training that they
require and skills they are lacking their training should be in context of the organisation and its
concepts. This ensures that their training is completely useful for the organisation. In case this
element is missing in the training this will not be able to link their learning with the purpose of
the organisation. This will create barrier in their effective performance. Culture of the company,
its values and goals should be embedded in training and in G.S. Security these are missing.
Negative competition, this means that G.S. Security should ensure that feeling of negative
competition is not there in employees even in training. This means that coordination and
collaboration is missing and this creates competition rather than collaboration. Collaboration is
useful and more favourable for the G.S. Security. this will also remove fear of failure from the
mind of employees and will lead to more focus of the employees on their job.
Required aspects of Training
According to Lee and et.al., (2016) training is important aspect of successful completion
of the task by the employee. This means that training should be complete and cover all aspects.
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Some of the aspects of training that G.S. Security should involve in training. This means some of
the aspects of the training that should be added in the training so that G.S. Security is able to
achieve its objectives of retention of staff through training. Some of the aspects that are required
in training are linking training with individual performance goals of the employees. This
enhances their motivation and encourages them to take active participation in training. This will
enhance their performance through training. Improved performance has several benefits and this
is also one of the reason that employees retain in the organisation.
As per Levy, (2019) Teaching soft skills along with hard skills enhances quality of what has
been learned. This also improved sharing of knowledge and learning. G.S. Security should focus
on all aspects of learning, this will improve overall performance and will be more contributory in
their retention. This will improve level of learning and training in the organisation. Digital and
Technological Training should also be taught to employees as technology has become integrative
to all functions of the organisation. This means that technological training will improve their
performance and they will be able to perform with help of technology. This will improve their
performance and they will be able to perform with more accuracy and time consciously. This
will also make their work feasible so that they can encouraged to retain in organisation.
Recommendation to the management of G.S.
As per Biltner and et.al., (2017) there are several benefits associated with training and
this is why organisations should focus on the quality of training. This means that from its starting
to its end and after that they should focus on all aspects of the aspects. This means gap
identification and analysis should be very effective so that employee is trained in the area in
which they are lacking. This will make most effective use of time and efforts of organisation as
well as employee. This is because in case employee is trained in area in which they are already
are good there will no result of this. In case employees are trained in area that is not relevant with
their training this will also become meaningless. Periodic analysis of gap and linking with
performance appraisal of the employee so that unnecessary delays can be avoided and employees
do not get demotivated.
Having informal ways of training and learning is another recommendation for G.S. Security. this
means that training is a formal way of learning for employees but along with this management
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should ensure that employees are provided with adequate and required guidance and direction
which does not affect their performance negatively. Ensuring proper appraisal after training and
giving constructive feedback to the employees so that they try to improve performance at
individual level. Another recommendation is that employees should be encouraged to share their
difficulties in context of lack of knowledge and training. This is important for improving quality
and reducing efforts that are required to analyse the gap.
METHODOLOGY
Research methodology is the process used by the researcher in order to collect and
analyse information and data related to the topic of the research. This is the process which leads
researchers to the end of the research or to the result of the research they have carried out. The
methodology used for the purpose of this research is as follows-
Research Method:
Research type can be defined as the way which is used in order to interpret, analyse and
evaluate the information that has been collected by the researcher (ten Ham-Baloyi and Jordan,
2016). There are two types of research methods and these are classified as qualitative and
quantitative research. Quantitative research deals with data and numbers and this is why data and
information produced in this research is numerical and later they are analysed with help of
statistical methods. Qualitative research is based on words and languages and observation is also
used for qualitative research. This enables researcher to get in-depth detail of the research topics.
Qualitative research answers how and why of the situation and event in the research. This
research is based on qualitative research so that researcher is able to understand the in-depth
detail. This research is based on quantitative research which is based on data and involves
statistical and mathematical techniques. This research involves generating data and translating
data into usable information and result of research are based on the data.
Research design:
This is a set of methods which is used to collect and analyse the data and information in a
research so that researcher is able to effectively address research problem. Types of research
design are descriptive research design, experimental research design and diagnostic research
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design. Descriptive research design is limited to explaining situation case and event. Diagnostic
research design involves analysing underlying cause of a situation (Tobi and Kampen, 2018).
Experimental research design is used to establish relationship between cause and effect of a
situation. This has been used for the purpose of this research.
Data collection:
In relation with research this is one of the most important activities. This is used for
collecting the data that will be used for research purpose. There are two methods of collection of
data one is primary method of data collection and another is secondary method of data collection.
Primary method includes collection of data from the source and these are source from where data
already does not exist. Secondary method of data collection is the one in which data has been
collected earlier and later they used to collect data and analyse the data for further research. This
means that researchers already have collected data related to the topic. For the purpose of this
research secondary data collection methods will be used. Primary data will also be collected for
this research. This has been used because it provides feasibility in terms of time and efforts
required for the collection of data (Clark and Vealé, 2018). Another reason to use this is that
regarding talent management and topic used for hypothesis literature has been published.
Researcher has also used their observation and this states that primary method of data collection
has also been applied.
Sampling:
Sampling is the selection of individuals from and within a statistical population in order
to estimate characteristics of the whole population that is relevant with collection of data and
research topic. The samples are used to collect the data and information and the samples
represent complete population. They are responsible for giving information and data that is
Collection of data is based on secondary data collection method. Sampling in this is simple
random sampling that allowed for an observation.
Data analysis:
Data analysis is a activity through which research analyse the data that has been collected
by the researcher. Purpose of this activity is to get the result of the data that has been collected
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and establishing its relationship with the theme and topic of research. The data collected in this is
of qualitative nature and this is the reason that method used for the analysis of data is thematic
analysis. This is a method of analysing qualitative data (Etikan and Bala, 2017). This is applied
to a set of texts. This method of data analysis involves identifying common ideas and topics on
the basis of which they can be put under a theme. This method has helped researcher in
identifying and analysing data in best possible way based on the nature of data. Researcher also
became able to find the end result of the research.
Research approach:
Research approach can be considered as plan and procedure which is developed for
research. This involves all the steps of the research starting from assumption of the research, data
collection, analysis and interpretation. There are three types of research approach that are known
as deductive research approach, inductive research approach and abductive research approach.
This research is based in inductive research approach. This is because inductive research
involves collection of data to explore a phenomenon, identifying themes and patterns in order to
create a conceptual framework. Regarding theory, this is used to build and generate theory.
Ethical code of conduct:
Ethical code of conduct includes that all the information that has been collected and used
for the purpose f this research is ethically collected. In this regard it can be said that human
participation in this research was not harmed in any manner (Van den Berg and Struwig, 2017).
The data was collected from different literature. This research avoids all types of academic
misconduct. No use of any kind of personal data has been made in this research and information
and data included in this research is not aimed at harming any party regardless of their
involvement with the research. These are some of the measures that prove that research has been
made on the basis of ethical code of conduct.
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FINDINGS
Statistics
howlonghaveyou
beenworkinginG
allowglassSecuri
ty
satisfiedwiththet
ypeoftrainingpro
vided
issuesarebeingfa
cedbyemployees
intraining
Howmanytimestr
ainingprogramsc
heduleinmonth
duetolackoftraini
ngemployeeturn
overrateishigh
N Valid 30 30 30 30 30
Missing 0 0 0 0 0
Mean 2.2333 3.6333 2.5000 1.7667 2.7333
Median 2.0000 4.0000 2.0000 2.0000 2.0000
Mode 2.00 4.00a 2.00 2.00 1.00a
Std. Deviation .93526 1.40156 1.04221 .72793 1.48401
Variance .875 1.964 1.086 .530 2.202
Statistics
GallowglassSecurity
needsimprovementin
traininggiventostaff
Whataremissingaspe
ctoftrainingincompan
y
organisationconduct
effectivetrainingprogr
amsforstaff
Trainingimprovement
willhelpinreducingem
ployeeturnover
N Valid 30 30 30 30
Missing 0 0 0 0
Mean 2.4667 2.0667 3.3333 2.5667
Median 2.0000 2.0000 4.0000 2.0000
Mode 1.00 2.00a 5.00 2.00
Std. Deviation 1.38298 .69149 1.47001 1.47819
Variance 1.913 .478 2.161 2.185
a. Multiple modes exist. The smallest value is shown
Frequency Table
howlonghaveyoubeenworkinginGallowglassSecurity
Frequency Percent Valid Percent Cumulative
Percent
Valid 1.00 6 20.0 20.0 20.0
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