The Impact of HRM Practices on Employee Retention in NHS during Brexit

This dissertation investigates the impact of human resource management (HRM) practices on employee retention within the National Health Service (NHS) during the Brexit period. The study explores the challenges of employee turnover, particularly in the context of Brexit, and the importance of effective retention strategies. The research includes a literature review examining concepts of employee turnover, the significance of retaining employees, the impact of HRM on retention, the effects of Brexit on NHS HR, and effective HRM techniques. The methodology involves an interpretivism research philosophy, an inductive approach, and a combination of secondary and primary data collection methods, including questionnaires. The findings and analysis will address key themes, including the concept of employee turnover, the importance of retention, the impact of HRM, and the effects of Brexit. The conclusion will summarize the findings and provide recommendations for improving HRM practices and employee retention within the NHS. This dissertation aims to analyze the impact of human resource management practices in the NHS on employee retention during Brexit.

Dissertation
(The impact of human resource management practices in the NHS on
employee retention during Brexit)

Contents
INTRODUCTION...........................................................................................................................3
Overview of research..............................................................................................................3
Background of the organisation..............................................................................................4
Significance of research.........................................................................................................5
Rationale for the research.......................................................................................................5
Structure of report...................................................................................................................5
LITERATURE REVIEW................................................................................................................7
Theme 1: To understand the concept of employee’s turnover ratio.......................................8
Theme 2: To identify the need and importance of retaining employees in the organisation.10
Theme 3: To examine the impact of human resource management in respect of retaining
employees.............................................................................................................................11
Theme 4: To investigate the impact of Brexit on human resource of NHS and how they deal
with it....................................................................................................................................13
Theme 5: To determine effective techniques of HRM practices..........................................14
RESEARCH METHODOLOGY...................................................................................................16
Validity, reliability, and ethical considerations....................................................................21
FINDINGS and ANALYSIS.........................................................................................................27
Discussion......................................................................................................................................40
Theme 1: To understand the concept of employee’s turnover ratio.....................................40
Theme 2: To identify the need and importance of retaining employees in the organisation.41
Theme 3: To examine the impact of human resource management in respect of retaining
employees.............................................................................................................................41
Theme 4: To investigate the impact of Brexit on human resource of NHS and how they deal
with it....................................................................................................................................42
Theme 5: To determine effective techniques of HRM practices..........................................42
Conclusion and Recommendations................................................................................................43
REFERENCES..............................................................................................................................46

INTRODUCTION
Overview of research
Human resource are the asset for an organization that help business to gain growth and
success at marketplace. It is vital for an organization to ensure that its staff members are satisfied
at workplace as it directly influence on the implementation of activities and performance of a
company. Employee turnover ratio is one of the major challenge that is faced by organizations
and affect negatively on the overall productivity and performance (Ju and Li, 2019). For this,
many of the companies make use of employee retention strategies which is a part of human
resource practices in order to engage employees for longer time period. At the time of Brexit,
many of the company faced issue as its employees leave the organization continuously that affect
on the overall performance of organizations at marketplace. It is vital for an organization to
engage and retain its employees for longer time so that all the activities is implemented
effectively and the performance is maintained as well. There is negative impact of Brexit on the
human resource of organization and to deal with this company make use of different human
resources practices. The main objective of this study is to analyze the impact of human resource
management practices in the NHS on employee retention during Brexit. A literature review
pertaining to research topic will be conducted. Apart from this, the research method used in the
present study along with their justification is explained. In the last, some of the suggestions is
given to organization in order to retain employees and decline employee turnover ratio in an
effective manner.
Background of the organisation
For the present study, National Health Service is taken into consideration as a base
company. It is an umbrella term for the publicly funded healthcare system of UK. The
organization is founded in year 1948 and headquartered in UK. It provides the majority of health
care in England involving primary care, long term health care, in patient care and so on. The
company serve over more than 1,00,000 patients every day and is not just a health service but is
also the part of fabric of British life. The company continuously features among the top reason
people feel proud to be British and is leading to Broad consensus between political parties to
protect it. The service provide by company involves a comprehensive range of health services
and free at the point of use for people ordinarily resident in UK. The company is gaining growth

rapidly and has around 1.7 million staff which is the fifth biggest employer in the world. At the
time of Brexit, the higher authorities of NHS is facing major issues as its employees leave
organization that directly leads to increase in employee turnover ratio of company. Due to this
issue, the overall productivity and performance of organization is declined and the brand is
developed negatively on the mind-set of people at marketplace. Moreover, It has also arise issue
of providing service to large number of people .This is sturdy will help in analysing the impact of
human resource management practices on employee retention during Brexit.
Research aim:
“To study the impact of HR practices for reduction in employee’s turnover ratio in the
organisation.” A case study on NHS.
Research objectives:
 To understand the concept of employee’s turnover ratio.
 To identify the need and importance of retaining employees in the organisation.
 To examine the impact of human resource management in respect of retaining
employees.
 To investigate the impact of Brexit on human resource of NHS and how they deal with it.
 To determine effective techniques of HRM practices.
Research question:
 What is the concept of human resource management?
 What are the issues that faced by HR manager of NHS?
 What are the significance of retaining employees in organisation?
 How human resource management overcome with the impact of Brexit on NHS?
 How human resource management can deal with the issue of employee’s turnover ratio in
organisation.
Significance of research
The present investigation is based on the impact of human resource management practices
on employee retention during Brexit. This research is assistive in understanding the concept and
importance of employee turnover ratio. Apart from this, it help in identifying the issues faced by
organisations and how they deal with it (Kang and Sung, 2019). Additionally, it focuses on
towards using of human resource management practices that help in employee retention during
Brexit. With the execution of this study, investigator will be able to know about the impact of

Brexit on human resources of an organization and how it will affect on the overall growth during
Brexit. This study is highly significant for investigator as well as it help in analyzing the
influence of HRM practices in employee retention. Moreover, it further help scholars in
performing future study systematically and effectively on the related topic.
Rationale for the research
One of the main purpose of conducting this investigation is to analyze the impact of human
resource management practices in NHS on employee retention during Brexit. In addition to this,
it help researcher in identifying the significance of retaining employees within an organization
along with the impact of Brexit on HR practices. It also assist in gaining insight about how NHS
Deal with the issue of employee turnover and the techniques adopted by it in order to retain its
employees. This study is advantageous for investigator in both professional and personal context.
With reference to professional, it help in gaining knowledge about human resource practices
used by organization and how it help in declining employee turnover ratio at workplace which
further help investigator in future where it work or perform the job. In context to personal, it help
in learning as well as improving skills such as data collection, time management, decision-
making, data interpretation and so on. Furthermore, it will also help investigator to conduct
future studies effectively and systematically that leads to attainment of opportunities in future.
Structure of report
It is considered to be an important part of an investigation which represent the overall
structure of the report along with what information are specific sections includes. it help
researcher in getting an idea about the direction in which activities are needed to be performed
which further help in implementation of research activities timely and effectively. The section
consist within the present study is given below:
Chapter 1: Introduction
It is the first section of dissertation that provides a basic understanding about the research
topic selected for investigation which allow reader to have understanding within the area of
study. In addition to this, introduction section includes a detailed overview of the research,
background of the selected organization, research aim and objectives, reason of this study,
significance of study and so on. It is important for researcher to effectively implement this
section as the overall study is mainly depend on it.
Chapter 2: Literature review

It is the second section of research that focuses over performing in-depth knowledge and
analysis of information that is already being collected by different authors and scholars in the
related area. In addition to this, it help in determining the nature of studies and to get an overall
idea about what direction to choose in order to perform research and to achieve aim and
objectives. Here in, the data is mainly collected with different sources such as books, articles,
journals, online polls and many more. By the assistance of this section, primary data will be
developed by researchers and gap is identified in an effective manner.
Chapter 3: Methodology
This section mainly explain detailed information about the tools and methods used by the
researcher in order to conduct the present study in a proper manner. It is important part of
dissertation as it assist in getting idea about reliability and validity of studies. It is because the
method to this for collecting as well as analyzing the information ensure in getting idea about
accuracy of data presented within the study. The research methods used in the present study
along with their justifications or the reason behind selecting is explained in this section.
In the present study, interpretivism research philosophy Will be applied by researcher. In
addition to this, inductive approach is used as a research approach. Both the secondary and
primary data collection methods were applied and probabilistic sampling methods will be used to
select large sample size for investigation. A questionnaire will be developed in order to collect
primary information and is considered as a research instrument selected for the study.
Chapter 4: Data analysis and interpretation
In this section, the information which is collected from the primary as well as secondary
sources will be examined by investigator for presenting the actual finding of research conducted.
In addition to this, in this section the secondary data will be evaluated with the assistance of
thematic analysis that categorized information in subsections. Moreover, primary information
will be assessed by frequency distribution analysis due to which an effective outcome can be
drawn.
Chapter 5: conclusion and recommendations
It is the last part of dissertation and in this part the finding extracted from data analysis
section will be summarized in order to provide a source conclusions of the overall understanding
gained through collection and examination of data. It is an important section as it assist in
identifying whether the aim and objective of research get accomplished or not. Moreover, it also

involved recommendation section that mainly presents suggestions for the improvement of
current work and future practices to be adopted by organization for retaining its employees for
longer time period.
LITERATURE REVIEW
Literature review is one of the important part of investigation that emphasize in analyzing
and evaluating the data which is already gathered in order to extract out meaningful information.
In addition to this, it is considered as Vital aspect of a dissertation as it help investigator in gather
secondary information in an appropriate and systematic manner. There are different sources that
is beneficial and advantages for investigator in gathering secondary information regarding the
impact of human resource management practices in the employer retention during Brexit (Xiao,
2021). Along with this, literature review consist of viewpoint of different authors associated to
research question. One of the main objective of this section is it properly identify research gaps
within the previous studies. It is analyzed that by collecting data from the viewpoint of different
authors are critically reviewed for developing better understanding associated with the nature of
topic which leads to development of further actions and attainment of valid conclusion. In the
previous studies, the data were available about employee turnover ratio along with the
importance of retaining employees within an organization. In addition to this, the information
available about HR practices and its impact on the productivity and performance of an
organization but has insufficient data about then human resource practices used for reduction in
employees turnover ratio within an organization. It also does not consist employee retention
during Brexit. This is the main gap and in order to overcome with this gap, researcher will need
to follow all the research questions properly. This will support in attainment of research
objective and also help in fulfillment of missing data gap. Literature review help researcher in
determining the further pathway to be followed in order to perform primary investigation that is
based on understanding and evidence of secondary data. The research question of present
investigation is mentioned below:
Theme 1: To understand the concept of employee’s turnover ratio.
As per the view point of Christina pavlou, (2018), employee turnover rate is basically the
measurement of number of employees who leave a company within a specified time. In addition
to this, the loss of talent mainly for a period of one year in the workforce is also known as

employee turnover rate. The loss may involve the departure of employees due to terminations,
resignations, transfers, retirements and so. In context to human resource management, employee
turnover or staff turnover is the rate at which an employer loses employees. It is stated that
measuring employee turnover can be helpful to company that want to examine the reasons for
turnover or also know about the cost estimation to hire for budget purposes. Employee turnover
basically reflects how stable the workforce is in a manner that what percentage of staff members
depart during a given time frame (Employee Turnover Ratio, 2019). It is important to keep in
mind about ratio so that human resource management will describe the past effectively. It is
determined that it does not predict the future as it can decrease or increase without any early
warning. There are mainly two types of employee turnover that is voluntary and involuntary. The
voluntary employee turnover measures employees who dominated the employment relationship
within the company whereas in voluntary measure the rate for employees who were asked to
depart. In the present time, it is analyzed that modern business is about to continuous change and
stability. It mainly indicates how people management practices as well as procedures work
within the organization, and human resources practices perform and vice versa. It is determined
that employee turnover ratio is one of the significant concept for a company as it has negative
influence on the overall performance and image of an organization it is mainly a challenge for a
business entity and to be deal with this is vital in order to remain competitive at workplace and to
gain growth. It is determined that it is normal when staff member leave office during the long run
but the major issue arise when they are living company day by day as it developed a negative
working culture and also generate dissatisfaction within the staff member. Every organization
want that they have less turnover rate so that they can grow more at marketplace. If a company
has low rate of employee turnover ratio then it is effective and also impact positively on its brand
image. It is important for every organization that they should take corrective measures for
retaining its staff members for longer time period as it not only help in saving the cost of hiring
new employees but also improve the performance of an organization. It is important for higher
authorities of respective company that they should focus on gaining knowledge about the reasons
why its employees leave the organization and resolve it rapidly. It assist in finding the solution to
resolve the problem and retain employees for longer time period.
It is determined that there are various factors that arise employee turnover ratio or there are
various reasons why staff members leave organization. One of the main reason is lack of growth

and opportunities for career development as in the present time period most of the employees
focus on gaining higher growth in both personal and professional context. Another reason is
employer disengagement as it has been observed that employees are less likely to look for the
new job opportunity elsewhere if they are genuinely engaged with the company. Lack of
technological updation is also considered as an issue as the demand and approach of employees
is now different when it comes to technology (Employee Turnover, 2018). It is analyze that
technology plays vital role in improving the potential of employees to put in minimum efforts for
the most appropriate outcome. Therefore, if an employee equipped with the new technology and
its implementation then an organization is able to make employee retain at workplace. Another
reason is undesired work life balance as there are some companies whose workload is not
manageable enough that satisfy employee and make them balance to their both personal and
professional lives. Providing a platform for the staff members to develop a balance between for
personal and professional life is vital in order to ensure retention of employees. It is determined
that happy and satisfied staff member mean they are engaged with the company and did not leave
it for the longer time period. Apart from this, there are also other reasons such as uninspiring
company culture, lack of appreciation, lack of flexible work arrangement, lack of rewards and
recognition, lack of new opportunities, negative feelings towards management and boss,
competitive offer, internal transfer and promotion, feeling overworked and so on. It is important
for higher authorities of respective organization to understand the cause of employee turnover as
it helps company to make necessary changes in order to maintain their workforce at the desired
level. Sometimes it is vital for business entity to take individual factors into consideration as they
are the pinpoint which target turnover rate. Decrease in the employee turnover rate is one of the
major challenge that require full involvement of human resource management and leaders who
take initiative for the employee satisfaction and retention. It is important for human resource
department of an organization to focus on resolving issues of employees rapidly so that they did
not think to leave the organization and the employee turnover ratio is not increased. This directly
affect on the overall brand image, productivity, market share and performance in a negative
manner.
Therefore, it is important for an organization the first identify the reason of employee
leaving and then develop effective strategies in order to retain them. Moreover, offer competitive

compensation, rewards for their achievements also help in employee attention and reducing
turnover ratio in an effective manner.
Theme 2: To identify the need and importance of retaining employees in the organisation.
According to Guest Author, 2020 by long term retaining the employees of an
organisation they are able to achieve higher growth and success. It was analysis that long term
retention will very beneficial for company. As maintain employees as long as they are a good fit
for the company is crucial for the success of company. A low employee retention rate will hurt
the organisation. it was analysis that company will adopt various strategies for long term
retention of their employees such as they will keep communication open as lack of
communication is the biggest reason due to which employees will leave the company. Other than
this they will create a positive work relationship which assist them in creating a better
organisation environment and motivate their employees to successfully perform their job in
organisation. It was analysis that retaining employees is very beneficial for company. Various
importance of long term retention of employees are discussed below: (Need & Importance of
employee retention, 2021)
Hiring is not an easy process- It was analysis that hiring a new employee will include
various steps such as HR manger will require to select best candidates from the pool of
application, conduct an effective preliminary interview and forward it to the respective line
manager who further check whether the candidate will appropriate for the vacant job of not. It
will define that recruiting the right candidate is a very time consuming process. But retaining the
best employees for long period of time will help company to save their important time and cost.
Training and development- It was analysis that company will invest their time and cost
on developing the knowledge and skills of their employee and if they will leave the company it
will a complete wastage of time and money and the HR of company will require to again start the
recruitment process and again investment money on the new employee for their training. By
retaining employees for long period company will achieve long term efficiency of their talented
and skilled employees. Which help them in successfully achieve the organisation goal.
Increase the reputation of company- Long term retention of employees will also
beneficial in enhancing the reputation of company. As it was analysis that long term retention
will of employees will reduce the employee turnover rate which is help an organisation to create
an effective image in the market. It will also help them in attracting new candidates towards

company and also increase the efficiency and productivity of their employees. It was analysis
that long term retention of their employees will reduce the cases of absenteeism which enhance
the profitability and productivity of company.
In context of selected company, it was analysis that long term retention of their
employees will help company to achieve higher growth and efficiency. It will save the cost and
time for company and crate a good reputation in the market. It was analysis that company will
adopt various strategies which help them in long term retention of their employees.
Theme 3: To examine the impact of human resource management in respect of retaining
employees.
As already discussed, human resource management is an essential aspect within a
company and can help it in attracting as well as retaining the best employees within the
workplace for a longer period of time (Altyar, Habeeb and Sedeeq, 2020). Every organization
has some employees that are qualified, experienced as well as high-performing. Hence, it is
important for the organization to retain them as they can help the company grow as well as attain
its goals and objectives in an effective manner. Human resource management can have a
significant impact on the overall business operations as well as the performance of an
organization. The different human resource management activities include recruitment and
selection, performance appraisal, training and development, job description, employee
participation, compensation etc. Apart from this, employee retention is also one of the most
important aspects within a firm that can contribute to the overall growth and also, help it in
attaining organizational goals as well as objectives. NHS is a publicly funded organization in the
United Kingdom that provides health care services to the people of the country. The company is
focused on making sure that the employees are satisfied with their jobs and are committed to it.
Employees within the workplace can be retained for a longer period of time by
implementing effective strategies (Berber and Leković, 2020). Employees who are motivated
and committed with their jobs, put in their best efforts to complete the tasks that are assigned to
them. Another impact of human resource management is that it helps the HR managers to
develop as well as implement effective strategies such as providing rewards as well as benefits to
the employees, promoting a healthy and positive work environment, providing effective training
as well as development opportunity etc. These strategies help an organization in retaining their
employees so that they stay with the organization for a longer period of time. The managers as

well as leaders within the respective organization, NHS, take into account the learning as well as
training needs of the employees and provide them with various growth opportunities. This
ensures that the employees are committed to their jobs and work effectively to deliver the
intended outcomes. The effective execution as well as implementation of HR practices within the
organization can said to be one of the positive impacts on employee retention. Therefore, it can
be said that many organizations implement effective human resource practices so that the
employees work in a productive manner.
When employees receive effective opportunities of growth and development, they get a
sense of being valued and hence, they stay with the company for an increased time period. In
order to ensure this, it is important to promote a high level of engagement among the employees.
This can be done by providing mentoring as well as coaching to the employees so that they have
the right support with anything that they might need with their respective jobs (Ghezelbash and
et.al., 2020). Apart from this, a team work culture should be promoted within the workplace
because it helps in ensuring that all the employees within the workplace are comfortable in
working with each other. Human resource management comprises of different activities and it is
the responsibility of the HR manager to ensure that these are not only implemented in an
effective manner, but also that the company is able to enhance the existing morale of its
employees to a great extent. The management of NHS focuses on the recruitment as well as
selection strategies. The various trainings that are conducted within the organization are
monitored as well as supervised in order to make sure that the employees benefit the most from
the same.
Therefore, it can be stated that human resource management can have a significant
impact on the retention of employees within the workplace for a long period of time. This is
because it allows the managers as well as leaders to develop as well as implement effective
strategies to make sure that the employees are committed to their respective jobs and hence want
to stay with the company for a longer period of time (Gyurák Babeľová and et.al., 2020). As a
result, the company is able to retain them for a longer period of time and achieve its goals as well
as objectives in an effective manner. The top management as well as leaders in the workplace
should promote a healthy and positive atmosphere to make sure that the employees are
committed and engaged to their jobs as well as are comfortable in working with each other. And
if the employees consider staying with the organization for a longer period of time, they will

significantly contribute to the company achieving its goals as well as objectives and making sure
that the staff members that are hired by the organization, are qualified and have enough
experience of carrying out the job in a responsible manner.
Theme 4: To investigate the impact of Brexit on human resource of NHS and how they deal with
it.
Brexit has impacted the human resource of the respective organization, NHS to a great
extent and that too within different areas. It can be said that there has been a shortage or limited
availability of talent in the market (Kimseng and et.al., 2020). This has impacted the recruitment
as well. as selection processes of the company and hence, the job descriptions that will be
developed have to be more specific. Brexit is a major event that has taken place in the country
and has not only impacted the human resource of the different organizations across various
industries, but also their day-to-day business operations to a great extent. Because of Brexit,
there has been a change in the policies as well as legislations. Due to this, the organizations
operating within the United Kingdom, have to comply with different employee rights
legislations. Human resource is an important component of an organization that can help them in
developing as well as implementing effective strategies so as to ensure a high level of
productivity as well as performance. In context of the respective organization, NHS, there has
been a great impact on the overall human resource management of the firm.
The organization has been facing difficulties with hiring talented employees to carry out
different jobs. Since there has also been a change in the policies of the organizations within the
industry, it is important for the management of the firm to ensure that it complies with the same
in an effective manner. But there are certain ways in which the company is dealing with the
impact that Brexit has had on it (Paillé, Valéau and Renwick, 2020). For instance, the
organization should review its existing policies and this can include carrying out an audit
wherein the existing, policies are reviewed so that any gaps can be identified and new strategies
or policies can be developed. Apart from this, the organization should also check if there are any
license requirements that the company has to adhere to. This will help it in analyzing as well as
identifying the different regulations that have to be adhered to in order to ensure that motivated,
qualified as well as experienced individuals are hired for carrying out different jobs. Also, it is
important that the company should be familiar with the various obligations because Brexit has
led to a lot of changes in the same. The management of NHS should also keep a watch on the

employment rights within the United Kingdom. This is because it will help the organization to
develop as well as implement effective human resource policies and thus, carry out the different
processes in an effective manner.
Brexit has led to a shortage of workforce in the country and due to this, it has become
difficult for the organizations to hire new staff members. Human resource plays an important
role for any organization and Brexit has created some implications for the human resource
management of the firm. One of the ways in which company can deal with the impact of Brexit
is to develop a positive mindset and focus on developing effective strategies that can help it in
not only gaining a competitive advantage, but also ensuring that the goals as well as objectives
are met. The issues that have been raised because of Brexit, must be addressed in as much
efficiency as possible so that there are no problems raised in the future (Pradhan, 2020). The
organization should also focus on developing plans as well as strategies for the long-term. This is
very important and can help the company in reaching its goals as well as objectives in an
effective manner. Not only this, it will be able to attract fresh and qualified talent to work for it.
The main focus on the company should be on making sure that the human resource management
of the firm is not affected because it can have an impact on the overall performance of the
organization as well as the services delivered by it to a great extent. Thus, this is the impact that
Brexit has on the human resources of an organization and the ways in which NHS can deal with
it. These measures will allow it to make sure that the negative impact is eliminated or reduced
and the different activities of the human resource management are also not affected.
Theme 5: To determine effective techniques of HRM practices.
As per the view point of Mark Tarallo, (2018), Employee turnover is one of the major issues
faced by organization and is important to be deal in order to maintain the performance and
productivity in an effective manner. For dealing with this, there are various human resource
techniques and strategies used by companies. One of the technique is reward and recognition as
help in motivating staff members to work with full potential and attain organizational objectives
timely. It is determined that if the employees get the output as per the input they put then they
will retain at workplace for longer time period and did not leave the organization. In addition to
this, another HR practices is offer competitive benefits and pay. It is analyzed that employees
require to cover standard expenses such as utilities, food and housing and if an organization did
not pay employees accordingly then they shift to other company who fulfilled their requirements.

Employees want good benefits along with the compensation so that they can fulfill their needs
easily and properly. It is determined that “give praise” to the employees assist in encouraging
and retaining them for longer time period. It is vital for an organization to appreciate its staff
members when they do something right and complete the difficult project within given
timeframe. This makes them feel valued, respected, motivated and desired due to which the
positive mindset is developed towards the organization and employed turnover issue is declined.
Another strategy is show employees the career path. If a staff member stay stagnant in one job
for too long then they might search for another job where they can learn advance (How to
Reduce Employee Turnover Through Robust Retention Strategies, 2018). Most of the staff
members want to raise their knowledge as well as skills and focus on their career path. The HRM
department of company assist employees advance along with their career path by providing them
coaching or by recommending different ways to advance. This help employees to gain both
personal and professional growth because of which they prefer to stay at work place for longer
time period. In the present time, most of the employees want flexible work schedules so that they
can adjust worktime along with their personal time. It is determined that when employees are
freely work without any other issues then they will be more satisfied as well as less restricted
within the organization due to which they put their full zeal for the implementation of activities.
Providing positive working culture to employees is also important for the human resource
management department of an organization has it help in acquiring, retaining and improving
talent in an effective manner (White, 2019). Apart from this, there are also various human
resource management techniques that help respective organization to deal with the issue of
employee turnover ratio such as mentoring and providing training to employees, listen to them
deeply, make work fun, allow participation in decision making, celebrate success, provide on
time bonus and so on. All this techniques of human resource management allow NHS to deal
with the issue of employees turnover and retain it’s staff members during Brexit for longer time
period.
RESEARCH METHODOLOGY
Research methodology is an important part of an investigation that represent data about the
set of tools as well as methods which are taken into consideration for performing the research
activities. In addition to this, it allow reader to know about the validity as well as reliability of
data presented as it gives justification about the tools used for conducting the research which

further help in performing the investigation in rightful manner (Ronen, 2020. The combination of
methods allowed investigator in attaining the research properly without any risk. It is important
for researcher to make use of effective measures so that valid and reliable conclusion can be
drawn. Research methodology allow to perform the activities of investigation in systematic
manner along with it has been performing the theoretical evaluation of various approaches apply
to area of investigation which results into proper finding of research problem over which this
study is based upon. For this, research onion framework is going to be considered by researcher
(Gabrielova and Buchko, 2021). This framework include various layers and determines
associated research methods along with reason. Therefore, it is said that research methodology is
basically the consolidation of various methods, techniques as well as approaches which assist
scholar to perform study in a systematic and proper manner. The methods used in the present
study is given below:
Research philosophy: It is define as beliefs that consider by investigator about the way
information is gather, evaluate and analyze towards the direction of aims and objectives of the
study. In addition to this, herein investigator select the philosophy that is used to conduct the
present study or to perform the investigation. There are mainly two types of research philosophy
that does interpretivism and positivism.
 Positivism: As per this, the knowledge within the investigation is believe to be
independent about the area of research which is to be conducted (Thompson Burdine,
Thorne and Sandhu, 2021). In addition to this, it is stated that under this philosophy
research question or hypothesis are developed for collecting understanding about the
research topic in a proper manner.
 Interpretivism: This type of philosophy is mainly used to perform investigation over the
perception of human about the phenomena which further combines with Individual
interest for analyzing aims and objectives. Apart from this, research philosophy allows
investigator to observe the perception of humans for collecting data about the area of
research topic.
For the present study, interpretivism research philosophy is used as it help in finding solution and
provide more realistic information as well. In addition to this, it also based on the perception of
humans which make an appropriate philosophy for this specific study (Singh Dubey, Paul and
Tewari, 2021). Moreover, it help researcher to gather as well as analyze data within cost

effective and timely manner. On the other hand, positivism philosophy is not helpful in
presenting the fact that are based on numerical figures and did not provide relevant information.
Research approach: It is defined as one of the important part of research methodology as it
allow investigator in evaluating as well as analyzing the collected data within an effective
manner. In addition to this, it also help in converting the collected data into meaningful
information. It is stated that the method used with investigation is mainly based on the type of
method adopted in order to perform the investigation. There are mainly two types of research
approaches that is deductive and inductive approach.
 Inductive approach: In this approach, the qualitative data is mainly analyzed and
reviewed for gaining in-depth information about the topic which further help in formation
of theory for better understanding of study. In addition to this, it is stated that inductive
approach is suitable for qualitative research and also support in formation of new theory
that is associated with collected data.
 Deductive approach: It is said that this approach is mainly belong to the specific
research where the existing theory is mainly evaluated by development of research
question or hypothesis which present with the appropriate information (Silverman, 2020).
Along with this, it is considered to be more helpful in order to evaluate analyze data
which is the form of numerical that means it is more suitable for quantitative type of
research.
In context to the present investigation, inductive research approach is applied by
investigator as it help in observing the situation first and then come to the conclusion. In addition
to this, inductive research approach provide real results within less time and cost. Moreover, it is
also based on qualitative information which is helpful in developing theory which understands
the study more effectively (Ali and et.al, 2021). On the other side, deductive approach is not used
by researcher. It is not appropriate for the present investigation as it sometimes not developed
accurate data.
Research choice: This section of research methodology shows the type of information which is
required to be gathered for the dissertation and to conduct the study in more effective manner. In
addition to this, it help in presenting all the facts and data required to answer the research
question. There are mainly two types of research choices that is quantitative and qualitative.

 Quantitative: In this type of research, the numerical fact as well as figures about specific
phenomenon is taken into consideration that further assist in categorizing and measuring
data to represent an appropriate justification of study. Along with this, it help researcher
in determining the relationship as well as pattern present between the variables in order to
represent the data to answer the research question.
 Qualitative: It involves information in more detailed manner through making use of
different theories as well as concepts that allow researcher to gain understanding about
the behavior, experience and emotion that are connected with the specific phenomenon
(Caine, Estefan and Clandinin, 2019). Along with this, qualitative research choice help in
developing better understanding about the different kind of concepts related with the
present study due to which an appropriate outcome can be gained. Moreover, qualitative
research support researcher in exploring how and why about a phenomenon that further
assist in describing about the event.
In context to the present investigation, qualitative research choice has been adopted by
researcher as it help in evaluating data that is non-numeric and based on the observations (Lew,
Yang and Harklau, 2018). In addition to this, it support researcher in gaining validity of specific
factor by representing data with more accuracy level (Behnke, Rispens and Demerouti, 2021).
Furthermore, it also allow investigator to gain in-depth understanding about the behavior that is
connected with the specific study which leads to development of valid conclusion. On the other
hand, the reason of not choosing quantitative investigation is it is based on numerical
information which sometimes not accurate and reliable as compared to qualitative investigation.
Data collection method: It is referred as the medium through which researcher collect
information for a specific study associated to research topic with an objective to gain valid
conclusion. It is important for researcher to choose appropriate data collection method as it help
in ensuring the maintenance of reliability and validity of data by investigator. Along with this,
there are mainly two types of data collection methods that is primary and secondary.
 Primary data collection method: It is defined as a source of investigation where the
data is mainly collected for the first time and is original in nature. In addition to this, the
information which is not yet been collected and used by other person is known as primary
data. It is stated that primary information is basically collected by the interaction of
researcher with the people who are connected with the area of study. There are various

sources of collecting primary information such as questionnaire, focus group,
observation, interview and so on. This method is mainly used by researcher when they
want new information about the topic and there remains not any form of time constraint
to the researcher.
 Secondary data collection method: it is a form of data collection that involve
information which is already being investigating by other person previously associated
with the current topic. In addition to this, it is basically the information which is collected
previously through experts and professionals and involve perception of various scholars
(Leake, 2019). It help researcher to evaluate both positive as well as negative aspect of
research area and gain better understanding in this regard. It is analyzed that secondary
information support researcher in determining the nature of study that in turn further
gives direction to perform primary research by undertaking the findings of secondary
information. The various sources of collecting secondary information are blogs, articles,
web pages, newspaper, journals and so on.
For the present study, both the data collection methods is taken into consideration by
researcher. The secondary information is performed with the assistance of online sources such as
web pages, journals and so on (McNaughton and Sembhi, 2021). It help in gaining information
about the impact of human resource practices in reducing employee turnover ratio within the
organization (Quinlan and Griffin, 2019). On the other side, primary information is collected
with the assistance of questionnaire that allow investigator in collecting fresh information from
the participants who are working within the organization. It help researcher to gain in-depth
knowledge about topic and attain research objectives timely and effectively. Furthermore, it also
allow researcher to develop valid end reliable conclusion that take place by using authentic
sources for collecting data.
Sampling: It is defined as the process of selecting respective sample size in order to conduct
study and gather information about the research topic. In addition to this, it allow investigator in
selecting the group of people in a manner which then provides scholar with appropriate data
regarding current area of study on behalf of whole population that is affected with the issue
which is being covered with the assistance of research. There are mainly two types of research
sampling that this probabilistic and non probabilistic sampling method. It is important for
researcher to select an appropriate sampling method so that data is collected effectively and

properly (Fryer, Larson-Hall and Stewart, 2018). It is stated that an appropriate sampling method
help in gathering exact data about research topic due to which valid and reliable conclusion will
be drawn and also the positive outcome can be achieved by researcher. For the present study,
probability sampling method is taken into consideration by researcher. One of the main reason to
select probability sampling is it help researcher to select respondents for presenting information
about research topic. Along with this, it choose the people by adopting random selection method
where every individual give equal chance of being chosen by researcher without any favorability
and pattern. This in turn support in declining bias behavior in choosing participants for the study.
With the help of probabilistic sampling method, 50 respondents are chosen on random basis. It is
analyzed that when investigator conduct a research with specifies aims and objective then they
always prefer for probabilistic sampling method for deciding the sample size (Grežo, 2018).
Data analysis: it is undertaken as one of the important part of research methodology as it
help in analyzing the important information needed for conducting the investigation. Along with
this, it is basically a process of systematically execute techniques in order to evaluate data in an
appropriate and effective manner. It is important for researcher to select an effective data
analysis method as the overall conclusion and the results is based on it. There are different
methods of data analysis such as frequency distribution, thematic analysis and many more.
 Frequency distribution analysis: It is a representation either in tabular or graphical form
which display the number of observations within given interval. In addition to this, it is
basically an overall view of distinct values in some variable as well as the number of
times they arise.
 Thematic analysis: It is defined as the procedure of analyzing the row information
collected by the procedure of qualitative research in an attempt to identify the required
information from the collected data. In addition to this, it is a popular method for
analyzing qualitative information that address research questions.
For analyzing the gathered information in the present study, researcher make use of
frequency distribution analysis. By the help of this, the researcher represents findings in the form
of graphs that is easy to understand and interpret. It also help investigator to draw valid results in
an effective and appropriate manner. Moreover, it help researcher to understand the range of
information that can be determined easily and help in gaining valid outcomes.

Research instruments: It is defined as an instrument which is used to collect, obtain
information, analyze and measure data which is relevant to the subject of an investigation. It is
analyzed that an effective research instrument is one which has been validated and has reliability
as well. It is important for researcher to select an appropriate research instrument as it help in
answering the research objectives, aims and question as well. There are different types of
research instruments that is interview, focus groups, questionnaire, observation and many more
(Aldehayyat, 2021). All these instruments is effective and important but as per the topic of
research, questionnaire is useful and valuable. It is basically a set of questions that is develop by
researcher in order to obtain data about the research topic. One of the main reason to select
questionnaire as a research instrument is it help in gaining in-depth knowledge about topic due to
which valid and reliable conclusion can be drawn. Moreover, it also help researcher to collect
data from different participants and gain the viewpoint of various people on a particular topic. It
is determined that questionnaire is one of the effective instrument as it consume less time and
cost of investigator and gather reliable information as well.
Validity, reliability, and ethical considerations
Reliability as well as validity can be referred to as two concepts that are used the quality
of a research. In simple words, validity and reliability indicate how well a method or techniques
are able to measure a certain thing (Santhanam and et.al., 2021). While reliability is mainly about
the consistency of a measure, validity is more about its accuracy. It is important for the
researcher to take into account the reliability as well as validity while deciding on the design of
the research, planning different methods as well as presenting the results. It can be said that in
context to this research, the researcher has only used reliable as well as authentic sources of data
in order to make sure that the results are valid and accurate. There is no compromise on the
methods that have been used for completing this research, whatsoever. The reliability of a
research can be assessed by analyzing the consistency of results across the different parts of the
research. Whereas in order to assess the validity of the research, it is important to check how
well the results of the study correspond to established methods and theories relating to the same
concept. Both validity as well as reliability help the readers in making sure that the information
which they read is authentic and accurate.
While undertaking a research project, it is also important to take into account the various
ethical considerations. Taking these ethical considerations into account helps the researcher in

conducting the research in an effective manner and also making sure that the results or findings
of the study are accurate and reliable . In context to this research, the researcher has obtained
written informed consent from the participants and also, the participants were briefed about the
topic of the research as well as the different methods used in the study to help them develop a
clarity about the same (Vincent and et.al., 2020). Apart from this, the researcher has also ensured
the confidentiality as well as anonymity of the information that was gathered from the
respondents in order to eliminate any issues or problems in the future. Communication plays a
very important role while carrying out a research and in context to this study, the researcher
updated the participants about the research from time to time. Various sources of data were
referred to in order to make sure only reliable as well as authentic information was included in
the study. The researcher has made sure that the people whose work has been referred to and
used in the project were cited in the project. Thus, it can be said that by complying with different
ethical considerations, the researcher was able to make sure that the results and findings of the
research were valid as well as reliable and that the readers would be able to develop an effective
understanding of the results as well.
Questionnaire:
Q1. Are you aware about the concept of employee turnover ratio?
a) Yes
b) No
Q2. As per your view point, what is the impact of employee turnover ration on the productivity
of an organisation?
a) Positive impact
b) Negative impact
c) Neutral
Q3. What are the main reason of raising high turnover ratio within an organisation?
a) No career opportunities
b) Negative working culture
c) Ineffective leadership
d) No impressive salaries
Q4. According to you, What is the importance of employee retention within an organisation?
a) Save cost and time

b) proper implementation of activities
c) Enhance productivity
d) Reduce employee turnover
Q5. As per your view point, Is Brexit affect on the employees of National health service?
a) Yes
b) No
Q6. What are the main reason of focusing on employee retention and satisfaction by NHS in
organisation?
a) Decline employee turnover ratio
b) Maintain performance level
c) Increase productivity and efficiency
Q7. According to you, Is HRM can assist NHS in dealing with the issues that are faced due to
Brexit?
a) Yes
b) No
Q8. What is the impact of Brexit on National health service?
a) Shortage or limited availability of talent
b) Compliance with legal issues
c) Ineffective execution of activities
d) Development of Negative mindset of staff members
Q9. As per your view point, how human resource management can resolve the problems of
national health service?
a) Focus on employee retention
b) Acquisition of talent
c) Development of employee benefit schemes
d) Training and development
Q10. According to you, is above factors help NHS to decline the impact of Brexit within the
organisation?
a) Yes
b) No
Q11. What can be the human resource management practices used by NHS to decline

employee turnover ratio?
a) Provide training and development session
b) offering impressive salaries
c) Focusing on resolving employee issues rapidly
d) Provide positive working culture
Q12. Is efficient human resource management practices can assist to effectively manage &
solve issues of the human resource?
a) Yes
b) No
Q13. What are the tools as well as technique of efficient human resource management
practices that use by National health service?
a) Conduct a Detailed Job Analysis
b) Analyse activities and operations
c) Providing mentorship programs
d) Continuous assessment of employee performance
Q14. Are you agree with the point that identification of employee requirement hep in retaining
them for longer time period?
a) Yes
b) No
Q15. Provide some recommendations to the higher authorities of NHS to retain and satisfy its
employees for long run?
Frequency table
Q1. Are you aware about the concept of employee turnover ratio? Frequency
a) Yes 44
b) No 6
Q2. As per your view point, what is the impact of employee turnover ratio
on the productivity of an organisation?
Frequency
a) Positive impact 5
b) Negative impact 39
c) Neutral 6

Q3. What are the main reason of raising high turnover ratio within an
organisation?
Frequency
a) No career opportunities 10
b) Negative working culture 15
c) Ineffective leadership 10
d) No impressive salaries 15
Q4. According to you, What is the importance of employee retention within
an organisation?
Frequency
a) Save cost and time 12
b) proper implementation of activities 13
c) Enhance productivity 12
d) Reduce employee turnover 13
Q5. As per your view point, Is Brexit affect on the employees of National
health service?
Frequency
a) Yes 40
b) No 10
Q6. What are the main reason of focusing on employee retention and
satisfaction by NHS in organisation?
Frequency
a) Decline employee turnover ratio 20
b) Maintain performance level 15
c) Increase productivity and efficiency 15
Q7. According to you, Is HRM can assist NHS in dealing with the issues
that are faced due to Brexit?
Frequency
a) Yes 42
b) No 8
Q8. What is the impact of Brexit on National health service? Frequency
a) Shortage or limited availability of talent 18
b) Compliance with legal issues 10
c) Ineffective execution of activities 12
d) Development of Negative mindset of staff members 10
Q9. As per your view point, how human resource management can resolve Frequency

the problems of national health service?
a) Focus on employee retention 10
b) Acquisition of talent 20
c) Development of employee benefit schemes 5
d) Training and development 15
Q10. According to you, is above factors help NHS to decline the impact of
Brexit within the organisation?
Frequency
a) Yes 39
b) No 11
Q11. What can be the human resource management practices used by NHS
to decline employee turnover ratio?
Frequency
a) Provide training and development session 13
b) offering impressive salaries 15
c) Focusing on resolving employee issues rapidly 14
d) Provide positive working culture 8
Q12. Is efficient human resource management practices can assist to
effectively manage & solve issues of the human resource?
Frequency
a) Yes 38
b) No 12
Q13. What are the tools as well as technique of efficient human resource
management practices that use by National health service?
Frequency
a) Conduct a Detailed Job Analysis 10
b) Analyse activities and operations 12
c) Providing mentorship programs 10
d) Continuous assessment of employee performance 8
Q14. Are you agree with the point that identification of employee
requirement hep in retaining them for longer time period?
Frequency
a) Yes 42
b) No 8

FINDINGS and ANALYSIS
Theme 1: Concept of employee turnover ratio
Q1. Are you aware about the concept of employee turnover ratio? Frequency
a) Yes 44
b) No 6
a) Yes b) No
0
5
10
15
20
25
30
35
40
45
50
44
6
Interpretation: From the above graph, it has been interpreted that out of total 50
respondents, 44 participants have knowledge about employee turnover ratio. On the other hand,
six participants have no knowledge about such concept. it is important for respective
organization to provide awareness about this concept to staff members as it is one of the
important factor that prevails at workplace and is also the reason of company success as well as
growth. Moreover, providing knowledge help company to develop positive mindset of staff
members and decline such ratio in an effective manner.
Theme 2: Impact of employee turnover ratio on the productivity of an organisation
Q2. As per your view point, what is the impact of employee turnover ratio
on the productivity of an organisation?
Frequency
a) Positive impact 5
b) Negative impact 39
c) Neutral 6

a) Positive impact b) Negative impact c) Neutral
0
5
10
15
20
25
30
35
40
45
5
39
6
Interpretation: By interpreting the above graph, it is said that employee turnover ratio
has effect on the productivity of an organization. The 5 participants out of total 50 respondents
perceive that there is positive impact of employee turnover ratio on the productivity of company.
Along with this, 39 respondent said that there is negative influence of employee turnover ratio
whereas 6 participants perceive that there is no impact of employee turnover issue on the
performance of an organization. By analyzing the study, it is determined that employee turnover
ratio affect adversely on the performance and productivity of company and for this it is important
to retain and acquired talent for long term within the organization as it help in maintaining
performance as well as efficiency at marketplace.
Theme 3: Reason of increasing employee turnover ratio
Q3. What are the main reason of raising high turnover ratio within an
organisation?
Frequency
a) No career opportunities 10
b) Negative working culture 15
c) Ineffective leadership 10
d) No impressive salaries 15

a) No career
opportunities b) Negative working
culture c) Ineffective
leadership d) No impressive
salaries
0
2
4
6
8
10
12
14
16
10
15
10
15
Interpretation: There are various reasons of increasing high turnover ratio at a
workplace. One of the major reason is no impressive salaries offered by company due to which
employees leave the organization and switch to other companies who provide high salaries as it
is one of the important factor for an employee, which is said by 15 participants out of total 50
respondents. Along with this, negative working culture at workplace is also the reason of
increasing in employee turnover ratio and is perceived by 15 respondents. Moreover, it is analyze
that is employees did not find any career opportunities then they leave company, which is said by
10 participants. The remaining 10 respondents said that ineffective leadership is also the reason
of increasing employee turnover ratio. It is important for a business entity to find an appropriate
reason of increasing employee turnover ratio so that an effective strategy is developed in order to
decline it properly.
Theme 4: Significance of employee retention within an organisation
Q4. According to you, What is the importance of employee retention within
an organisation?
Frequency
a) Save cost and time 12
b) proper implementation of activities 13
c) Enhance productivity 12
d) Reduce employee turnover 13

a) Save cost and
time b) proper
implementation of
activities
c) Enhance
productivity d) Reduce employee
turnover
11.4
11.6
11.8
12
12.2
12.4
12.6
12.8
13
13.2
12
13
12
13
Interpretation: Employee retention is one of the important aspect for an organization in order to
maintain performance, productivity and profitability. The above graph state that employee
retention decline employee turnover ratio and is said by 13 respondents out of total 50
participants. In addition to this, employee retention save cost and time of company to provide
training the new staff member and dispersive by 13 participants. On the other hand, there is
proper implementation of activities and enhancement in productivity of an organazation due to
employee tension and is said by 13 and 12 respondents respectively.
Theme 5: Affect on the employees of NHS
Q5. As per your view point, Is Brexit affect on the employees of National
health service?
Frequency
a) Yes 40
b) No 10

a) Yes b) No
0
5
10
15
20
25
30
35
40
45
40
10
Interpretation: From the above graph, it is interpreted that Brexit has impact on the staff
members of respective organization. The 40 respondents out of total 50 participants is agree with
the point whereas the remaining 10 respondents perceive that there is no impact of Brexit on the
employees of NHS. It is determined from the overall study that Brexit has affected employees as
the policies have changed and their productivity is also declined. Along with this, there is
negative mindset of employees towards organization and also they have the fear of losing their
jobs. This has impact on the employees negatively and the organization as well.
Theme 6: Reason to focus on employee retention
Q6. What are the main reason of focusing on employee retention and
satisfaction by NHS in organisation?
Frequency
a) Decline employee turnover ratio 20
b) Maintain performance level 15
c) Increase productivity and efficiency 15

a) Decline employee
turnover ratio b) Maintain performance
level c) Increase productivity and
efficiency
0
5
10
15
20
25
20
15 15
Interpretation: There are various reasons for an organization to emphasize on retention
and satisfaction of employees. One of the main reason of focusing is to reduce employee
turnover issue which is said by 20 participants. In addition to this, 15 respondent said that in
order to maintain the performance level, the company is required to focus on employee
satisfaction and retention. The remaining 15 respondents perceive that to increase productivity
and efficiency is one of the vital reason of emphasizing on employee tension and satisfaction. It
is important for an organization to ensure that requirements of its employees is fulfilled as it help
in maintaining performance, reduce employee turnover ratio and enhance productivity in an
effective manner.
Theme 7: HRM help in dealing with issue of Brexit
Q7. According to you, Is HRM can assist NHS in dealing with the issues
that are faced due to Brexit?
Frequency
a) Yes 42
b) No 8

a) Yes b) No
0
5
10
15
20
25
30
35
40
45 42
8
Interpretation: By analyzing the above graph, it is said that human resource
management help respective organization to deal with the problem which are faced due to Brexit
and is said by 42 respondents out of total 50 participants. On the other hand, the 8 participants
said that human resource management cannot help organazation in dealing with problems on
Brexit. The human resource management of an organization developed effective strategies in
order to maintain the performance of employees and also motivate them to work with full zeal
and retain at work place for longer time. This help company to build with the problem of Brexit
in an appropriate and effective manner.
Theme 8: Impact of Brexit on NHS
Q8. What is the impact of Brexit on National health service? Frequency
a) Shortage or limited availability of talent 18
b) Compliance with legal issues 10
c) Ineffective execution of activities 12
d) Development of Negative mindset of staff members 10

a) Shortage or
limited availability of
talent
b) Compliance with
legal issues c) Ineffective
execution of
activities
d) Development of
Negative mindset of
staff members
0
2
4
6
8
10
12
14
16
18
20
18
10
12
10
Interpretation: By conducting the overall study, it is interpreted that Brexit has impact
on national health service. It is analyze from the above graph that there is shortage of talent at
workplace due to Brexit, and is said by 18 respondents out of total 50 participants. Along with
this, there is ineffective execution of activities and the company faces some legal issues because
of Brexit and is perceived by 10 and 12 respondents respectively. Due to Brexit, there is negative
development of mindset of employees towards the organization and is said by 10 respondents.
Therefore, it is determined that there is mainly a negative impact of Brexit on National Health
Service.
Theme 9: How HRM solve issues of NHS
Q9. As per your view point, how human resource management can resolve
the problems of national health service?
Frequency
a) Focus on employee retention 10
b) Acquisition of talent 20
c) Development of employee benefit schemes 5
d) Training and development 15

a) Focus on
employee retention b) Acquisition of
talent c) Development of
employee benefit
schemes
d) Training and
development
0
5
10
15
20
25
10
20
5
15
Interpretation: By analyzing the above graph, it is analyzed that human resource
management plays an important role in resolving the issues of respective organization. The
human resource management assist in acquisition of talent at workplace and is said by 20
respondents. In addition to this, it focus on employee retention due to which the overall
productivity and performance is maintained and is perceived by 10 respondents. The 5
respondents state that there is development of employee benefit schemes by human resource
management of an organization which help in resolving the issues. The remaining 15
respondents perceive that human resource management provide training and development
session to staff members that help in clarifying the roles and responsibilities to employees and
also develop positive mindset of staff members towards brand. All this will help National Health
Service to resolve the problems in an appropriate and effective manner.
Theme 10: Is above factors help NHS to decline the impact of Brexit
Q10. According to you, is above factors help NHS to decline the impact of
Brexit within the organisation?
Frequency
a) Yes 39
b) No 11

a) Yes b) No
0
5
10
15
20
25
30
35
40
45
39
11
Interpretation: From the above graph, it is interpreted that the given factors assist
National Health Service to reduce the influence of Brexit within the organization, which is said
by 39 respondents out of total 50 participants. The remaining 11 participants said that the above
given factors did not assist company to reduce same part of Brexit. It is analyze that the factors
associated to human resource management help organization to decline the impact of Brexit and
resolving the issue effectively and properly.
Theme 11: Human resource management practices used by NHS to decline employee turnover
ratio
Q11. What can be the human resource management practices used by NHS
to decline employee turnover ratio?
Frequency
a) Provide training and development session 13
b) offering impressive salaries 15
c) Focusing on resolving employee issues rapidly 14
d) Provide positive working culture 8

a) Provide training
and development
session
b) offering
impressive salaries c) Focusing on
resolving employee
issues rapidly
d) Provide positive
working culture
0
2
4
6
8
10
12
14
16
13
15
14
8
Interpretation: The above graph state that there are various human resource
management practices adopted by respective organization in order to reduce employee turnover
ratio. One of the effective human resource management practices providing impressive salaries
to staff members as it help in retaining them for longer time period and is said by 15 respondents
out of total 50 participants. Along with this, the 13 respondents said that provide training and
development session to employees is the human resource management practices that decline
employee turnover ratio. The 14 participants perceive that focusing on resolving issues of
employees rapidly help in engaging staff members for longer time period. The remaining 8
participants said that provide positive working culture to employees is one of the effective
human resource management practices adopted by respective organization in order to decline
employee turnover ratio. It is important for respective company to focus on requirements of
customer and solve their issues effectively as it help in satisfying and retaining them for longer
time period which directly leads to reduce in employee turnover ratio of an organization.
Theme 12: Is HRM practices help in managing employees
Q12. Is efficient human resource management practices can assist to
effectively manage & solve issues of the human resource?
Frequency
a) Yes 38
b) No 12

a) Yes b) No
0
5
10
15
20
25
30
35
40 38
12
Interpretation: It is interpreted from the above graph that human resource management
practices can help in managing and resolving issues on human resources effectively. The 38
participants is agree with the point that HRM help in effectively managing and resolving issues.
The remaining 12 participants out of total 50 respondents is not agree with the point. Therefore,
it is analyzed that it is vital for organization to make use of human resource management
practices so that it can manage, retain and resolve issues of staff members in an appropriate
manner.
Theme 13: Tools as well as technique of efficient human resource management practices
Q13. What are the tools as well as technique of efficient human resource
management practices that use by National health service?
Frequency
a) Conduct a Detailed Job Analysis 10
b) Analyse activities and operations 12
c) Providing mentorship programs 10
d) Continuous assessment of employee performance 8

a) Conduct a Detailed
Job Analysis b) Analyse activities
and operations c) Providing
mentorship
programs
d) Continuous
assessment of
employee
performance
0
2
4
6
8
10
12
14
10
12
10
8
Interpretation: There are various tools and techniques of efficient human resource
management practices which is used by respective organization. One of the technique is conduct
a detailed job analysis, which is perceived by 10 respondents. The 12 participants said that
analyze activities as well as operations is a technique whereas the 10 respondents said that
providing mentorship program is an effective technique of human resource management used by
respective company. The remaining 8 participant perceive that continuous assessment of
employee performance is the tool as well as technique of efficient human resource management
practices which is used by respective company. Therefore, it is analyzed that human resource
management tools and techniques help an organization to resolve the issues that quickly and
manage its staff members in an appropriate manner.
Theme 14: Importance of identification of employee requirement for retention
Q14. Are you agree with the point that identification of employee
requirement help in retaining them for longer time period?
Frequency
a) Yes 42
b) No 8

a) Yes b) No
0
5
10
15
20
25
30
35
40
45 42
8
Interpretation: By analyzing the above graph, it is analyzed that it is important for an
organization to identify the requirements of staff members as it help in retaining employees for
long run and is said by 42 participants out of total 50 respondents. The remaining 8 respondents
is not agree with the point and said that employee identification did not help in retention of staff
members. It is important for an organization to focus on requirement of staff members as it help
in developing effective strategies due to which employees feel satisfied at workplace and remain
with them for longer time period.
Discussion
Theme 1: To understand the concept of employee’s turnover ratio.
It is analyzed by conducting secondary research that employee turnover ratio is basically
the loss of talent within a period of time. In addition to this, it is basically the rate at which an
employer loses employees. It is analyze that it is important for an organization to measure
employee turnover ratio as it help in examine the reasons and also help in making a cost
estimation for recruitment of other people. It is determined that there are basically two forms of
employee turnover that is involuntary and voluntary (McIlroy, Parker and McKimmie, 2021).
The voluntary turnover measures staff member who dominated the employment relationship
whereas involuntary measures rate of staff members who were asked to depart. In the present
time, employee turnover ratio is one of the important concept for an organization as it negatively
impact on the overall productivity performance and also image of an organization at
marketplace. It is important for every organization to decline the employee turnover ratio so that

it can gain growth and success at marketplace. For this, it is significant for a business entity to
take effective measures for employee satisfaction and retention for longer run. There are various
reasons of increase in employee turnover ratio such as lack of career and development
opportunities, negative working culture, lack of technological updating, undesired work life
balance of its staff member, no rewards and recognition and many more. Decline in the
employee turnover ratio is one of the major issue faced by organization which require full
involvement of managers and leaders to take initiative for employee tension and satisfaction.
Theme 2: To identify the need and importance of retaining employees in the organisation.
It is analyzed that employees are the asset for an organization and is one of the important
aspect for the company to gain higher growth and success at marketplace. It is important for
every business entity to focus on identifying the requirements of its staff members as it help in
developing positive mindset of staff members towards brand, increasing productivity, increasing
performance, effective implementation of activities and many more ( Agars and Kottke, 2021).
It is determined that identification of employee requirement not only help in employee
satisfaction but it also help in developing effective strategies due to which staff member will
remain at work place for longer time period. Employee retention is important as it help in saving
the cost of hiring new employees and providing them training and development session
accordingly. Apart from this, it is analyze that reducing employee turnover ratio and focus on
employee retention help in maintaining brand image of organization at marketplace. Moreover,
employee retention help a company to execute all the operations without any delays and
discrepancies which leads to increase in profitability and productivity of a company in an
appropriate and effective manner.
Theme 3: To examine the impact of human resource management in respect of retaining
employees.
From the above study, it is analyzed that human resource management is an important
aspect as at help in retaining and attracting talent and competent workforce all longer time frame.
Along with this, it is significant for a company to retain employees as it help in achieving
objectives within stipulated time period. It is determined that staff members at workplace can be
retained for longer time by developing effective strategies. The impact of human resource
management is it help in providing training and development session to staff members,
promoting positive and healthy work environment, provide benefits to staff and so on. Also

strategies allow an organization to satisfy and retain its employees for longer time period.
Moreover, it is analyzed that when employees gain growth and development opportunities and is
being valued at workplace then they will remain for longer time. Thus, it is said that human
resource management has an important influence on retention of influence as it allow leaders and
managers to develop and execute effective strategies and also ensure employee satisfaction.
Theme 4: To investigate the impact of Brexit on human resource of NHS and how they deal with
it.
It is analyzed that Brexit has influence the employees of respective organization to a great
extent. Due to Brexit, there are various issues faced such as shortage on limited availability of
talent, compliance with legal issues, ineffective execution of activities and many more. Along
with this, due to Brexit there is changing legislations and policies that impact on the overall
functioning of company. It is analyzed that facing a great influence on the overall human
resource management of company (Gupta and et.al, 2021). It is determined that company has
been facing difficulties in recruiting talented employees but there are various ways by which
organization is dealing with the impact of Brexit. For example, to review the policies and to
conduct it make company able to develop effective strategies and to deal with the situation.
Moreover, it is also significant for managers to be familiar with obligations and the changes take
place due to Brexit as it will help in implementing activities and operations properly and
effectively.
Theme 5: To determine effective techniques of HRM practices.
By conducting the secondary research, It is determine that there are various human
resource management practices that help organization to deal with the issue of employee
turnover ratio. one of the practice is providing reward and recognition to employees as it help in
motivating them to work with people zeal and achieve organizational objectives as well. In
addition to this, providing training and development session to staff members help them to gain
both personal and professional growth. By the assistance of providing positive working culture
to staff members is also one of the effective human resource management techniques that assist
company to acquire, manage and retain talent for longer time frame. It is determined that
providing flexibility and compliance with employee benefits law by human resource
management also assist in dealing with the issue faced by organization in an appropriate manner
(Lafuente and et.al, 2021). Furthermore, there are also various techniques such as providing

mentorship programs, continuous assessment of employee performance, analyze activities and
operations, focus on resolving employee issues, offering impressive salaries and so on.
Therefore, it can be said that the aims and objectives of present study is accomplished as
this is effective in analyzing the impact of human resource management practices of national
health service on employer retention during Brexit. In addition to this, it also state the strategies
and techniques of human resource management used by organization to deal with the issue. The
overall aim and objective of present investigation are accomplished in a timely and effective
manner.
Conclusion and Recommendations
From the above discussion, it has been concluded that it is important for an organization to
focus on employee retention in order to maintain performance, productivity and effectiveness
within the organization. in addition to this, it is determined that human resources are the asset for
an organization which help in gaining higher growth as well as success at marketplace and for
this it is important for companies to focus on requirements and needs of employees and fulfill
them rapidly. This help company to retain competent workforce within the organization for
longer timeframe. It is analyzed that at the time of Brexit, there are various organization which
are impacted. The Brexit impact on the human resource management practices of organization
and in employee attention as well. Human resource management is one of the important aspect
within an organization and help in retaining as well as attracting talented employees at the
workplace. The various human resource management activities such as training and
development, recruitment and selection, employee participation, performance appraisal and
many more help in retention of staff members. It is important for human resource management to
develop effective strategies such as offering impressive salaries, rewards and recognition,
promoting positive working environment and so on as it help in developing positive mindset of
staff members towards the company due to which they did not thing to leave the organization. It
is analyzed that when staff members receive opportunities of development and growth then they
get a sense of being valued and stay with organization for long time period. It is stated that
human resource management has high impact on employee retention as it allow leaders and
managers to develop and execute effective strategies which ensure employees commitment and
loyalty towards their job. Moreover, it is determined that Brexit has influence human resources
of respective organization. There are various issues arise such as shortage of talent, ineffective

implementation of activities, changing policies, decline in productivity and so on. At this time, it
is difficult for organization to recruit employees but with the help of effective human resource
management the company is able to the retain talent and achieve its objectives as well.
Furthermore, it has been identified that there are various human resource management practices
and techniques that help in organization to decline the level of employee turnover ratio and deal
with the issue in an effective manner. These techniques are allow participation of staff members
and decision-making, providing coaching and mentorship program, rewards and recognition,
development of employee benefit schemes, focusing on resolving employees issues and so on.
Apart from this, it is analyzed that efficient human resource management practices which are
adopted by respective organization to deal with the issue is analyze activities and operations,
conduct detailed job analysis, continuous assessment of employee performance and many more.
It is important for researcher to make use of an appropriate method to collect data as the overall
conclusion is depend on it. By the assistance of questionnaire, which is a research instrument the
researcher is able to gather in-depth information and knowledge about topic due to which there is
development of valid and reliable conclusion. It is determined that using of both primary and
secondary data within an investigation help in attaining valid results or outcomes. It is vital for
researcher to follow an undertake all the ethical considerations while implementing research
activities such as confidentiality, anonymity, informed consent and so on. It help in execution of
activities without any issues and discrepancies. In the last, It is concluded that there is direct
impact of Brexit on human resource of National Health Service on employee retention and to
deal with this is important for organization in order to maintain performance, implement
activities and gain success as well.
Recommendations
By analyzing the above study, some of the suggestion to managers and leaders of NHS is
given below in order to deal with the situation that arise due to Brexit and to retain employees:
 Monitor performance: It is suggested to higher authorities of NHS to monitor the
performance of staff members continuously as it help in gaining knowledge about
employees and make improvements effectively and timely ( Vendrell-Herrero, Bustinza
and Opazo-Basaez, 2021). Along with this, it also aid in improving abilities as well as
efficiency of staff members that help in attaining both professional and personal growth.

This help company to develop positive mindset of employees towards organization and
remain them for longer time frame.
 Provide rewards for effective performance: It is recommended to respective
organization to give rewards to its staff members of their good performance so that they
can feel valued and motivated at a workplace. Along with this, it also help in satisfying
and retaining staff members that is important in order to gain growth and success at
marketplace.
 Compliance with employee benefit laws: it is important for NHS to follow all the legal
rules and legislations that is beneficial for staff members (Lee, 2021). It helping
encouraging employees and develop positive mindset due to which they work with full
potential and meet with the organizational objectives timely and effectively.
Apart from this, it is suggested to higher authorities of NHS to focus on fulfilling the
requirements of employees and ensure that their needs are fulfilled at a workplace as it will help
in retaining them for longer time period.
Limitations and future direction of the research
Every research is associated with some kind of limitations such as cost issue, lack of
previous studies on particular topic, time constraints, limited access to data and many more. It is
determined that all such limitations has negative impact on investigator at the time of conducting
research (Brewer, 2021). Furthermore, these limitations has negative influence on results of
research that impact on the completion of dissertation within given timeframe.
The present study will help in resolving the issue of employee retention in an organization.
In addition to this, it help company to know about the practices used to satisfy and retain staff
members for longer time period. Moreover, the study will help in developing positive working
environment at the workplace which is one of the main reason of effective implementation of
activities and is also the reason of growth and success of an organization in future.

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