The Role of HRM in Reducing Employee Turnover: A Boosts Plc Study

This dissertation examines the role of Human Resource Management (HRM) in mitigating high employee turnover rates within organizations, using Boosts Plc as a case study. The research begins with an introduction outlining the research aims, objectives, and questions, followed by a comprehensive literature review exploring factors contributing to employee turnover and their impact on organizational performance. The methodology section details the quantitative research approach, deductive reasoning, and positivism philosophy employed, alongside the use of questionnaires for primary data collection. Findings and analysis are presented, followed by conclusions and recommendations for reducing staff turnover. The study emphasizes the importance of HRM practices such as motivational strategies, effective recruitment, and training programs in fostering employee retention. Finally, the dissertation includes a reflection on the research process and potential alternative methodologies.

Dissertation

Executive Summary
Human resource management is the systematic process of managing people in an
organisation and it can involve recruiting, firing, training and motivating workers. Main purpose
of this dissertation is to identify the role of HRM in reducing high employee turnover. For
achieving this aim, different activities have to be completed by researcher. Introduction is a first
activity that have been done by developing aims and objectives of the research. Literature review
is consider another activity of study that have been completed by using number of secondary
sources such as books, journals, articles, publication research etc. These are more effective and
useful sources that supported researcher in collection of in-depth data about the topic. Research
methodology is consider another activity that have been done by using number of research
methods quantitative research, deductive approach, positivism philosophy etc. These are
consider main methods that helped investigator in collection of primary information regarding
the topic. Findings and interpretation are consider another main activity that was completed by
researcher by using questionnaire. As it is an important tool of primary data collection that help
researcher by providing reliable as well as valid information regarding the current study.
Conclusion and recommendations is consider last activity that helps reader in identification of
research objectives are achieved or not. At last reflection have been done by describing an
individual experience in conducting of this dissertation.

ACKNOWLEDGEMENT
Firstly, I want to give thank to God for encouraging me at all stage of life as well as
giving me more confidence to accomplish my goals and objectives. I also want to thank my
superior for their appropriate guidance and help throughout dissertation by giving information to
me with patience, solving my queries and help me at all stage of project.
In addition I want to thank worker of Boosts Plc who give their time to me for fulfilling
the questionnaire and support in completing each activities of my research in effective manner
with their aid. Without the assist of worker this research may not acquire done effectively.

Table of Contents
Executive Summary ........................................................................................................................2
ACKNOWLEDGEMENT...............................................................................................................3
Title: “To identify the role of human resource in maintaining the high employee turnover. A
study on Boosts Plc..........................................................................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1 Background to research topic.................................................................................................1
1.2 Background to research organisation.....................................................................................1
1.3 Research Rationale.................................................................................................................2
1.4 Research Question.................................................................................................................2
1.5 Research aims and objectives................................................................................................2
Chapter 2: Literature Review...........................................................................................................4
2.1 Introduction of literature review............................................................................................4
2.2 Themes of Literature Review.................................................................................................4
2.3 Conclusion of Literature Review...........................................................................................7
Chapter 3: Methodology .................................................................................................................8
Chapter 4: Findings and analysis ..................................................................................................13
Chapter 5: Conclusion and Recommendations .............................................................................21
Chapter 6: Reflection and alternative research methodology .......................................................23
REFERENES.................................................................................................................................24
.......................................................................................................................................................25

Title: “To identify the role of human resource in maintaining the high
employee turnover. A study on Boosts Plc.
Chapter 1: Introduction
1.1 Background to research topic
An organization today, in competitive business environment cannot survive for long
period, without effective workforce. For attainment of corporate goals, every firm requires to
retain employees who are highly skilled and loyal for giving best performance. In this regard, it
is essential for management to concern on retaining the valuable employees who their level best
for running business successfully (Baporikar, 2020). As workers that stay for longer duration in a
particular organization, used to get more familiar with organisational rules, guidelines as well as
business policies. Therefore, this would get advantage to employers to mould their abilities and
performance as per requirement of business, to achieve certain goals.
With this regard, to reduce labour turnover and retain workers within workers for longer
duration, human resource management performs a specific role (Armstrong and Taylor, 2020).
For this purpose, they conduct a number of activities like development of motivational practices,
hiring right employee at workplace, organising personal and organisational training to meet
needs of workers at per both personal and business level. To evaluate this concept, a research is
under present dissertation, by choosing one of the leading retailer of UK i.e. Boosts Plc. The
reason to choose this firm, is its competitive position and large workforce, where more than
56,000 workers are work in cooperation to achieve business objectives. Under this research, a
number of sources to collect primary and secondary data, with techniques to interpret same, are
used.
1.2 Background to research organisation
Boosts Plc Limited is one of the largest retailer of UK that offers health and beauty related
products, as well as run pharmacy chain in a number of countries. It is founded in 1849 by John
Boot and headquartered in Nottingham, UK. This retailer organisation is considered as one of the
largest firm, that has maintained its level of competencies from last 170 years. In order to sustain
its competitive position, HR management of this firm highly focuses on retaining the workers for
longer period. Taking this objective as main priority, managers of respective retailer also concern
on engaging workforce more in success of company, by giving them tough roles and
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responsibilities (Kehoe and Han, 2020). But due to entrance of global companies in the same
market area, this company has faced a high employee turnover rate, where to retain loyal
workers, HR managers concerns only on implementing the best practices, which are going to be
evaluated under this research, by taking both qualitative and quantitative approaches.
1.3 Research Rationale
Today, as business environment has become much complex, where each and every
organisation mainly seek to gain high competitive advantages. For this purpose, management of
such firms concerns more on developing effective workforce and retaining them for longer
period (Udemba and Ibeneme, 2020). Thus, conducting research on such a vast topic, will help
project team members in enhancing their knowledge about value of workers in an organisation,
including role of human resource management in retaining them at workplace. Doing research on
this selected topic also help project members to develop their abilities in terms of ICT skills (for
making a project), research skills, team-sharing abilities and more. This would develop effective
competencies under researchers, including their employability skills to gain adequate job in
future, as per their educational field. Furthermore, as this project is group based, so, it would
give opportunity to each member to identify own strengths and weaknesses, including ways to
overcome from the same. Working in group project also enhance management and leadership
skills under associated researchers of this project.
1.4 Research Question
To conduct a research, it is essential for project makers to have knowledge about problems
that they have to address, by proper case analysis. In context with present research, following
questions are going to be addressed –
 How increasing staff turnover rate impact on organisational performance?
 Why staff retention is vital for a firm for its business growth?
 How HR team of a company reduce the staff turnover in current and future of business?
1.5 Research aims and objectives
To make dissertation on any topic, proper aims and objectives need to be framed, that
provide guidance and clear instruction to researchers, about what they have to achieve. This
would help in increasing chance of obtaining proper and effective outcomes of research, by
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gathering and analysing information systematically. In this regard, aims and objectives of present
research topic are described as below –
Research aim:
“To determine role of human resource management in a firm in reducing staff
turnover rate. A case analysis on Boosts Plc”
Research objectives:
 To identify the factors that lead to increase staff turnover rate within an organisation
 To evaluate the impact of staff turnover rate on organisational performance
 To determine the role of human resource team of Boosts Plc in reducing its staff turnover
rate.
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Chapter 2: Literature Review
2.1 Introduction of literature review
Literature review are the scholarly sources that is founded from the books, journals,
articles, theses and many others data as well. This has been done on a specified topic or a
question of research in order to relate the research to the existing knowledge. It is more often
written as the research paper or the dissertation that includes the brief and current knowledge on
a particular topic. It has been done as the theoretical and the methodological contribution of a
specified topic. It could be written to generate the brief cognition about the certain topic that has
been generated to emphasis more and more knowledge.
2.2 Themes of Literature Review
First Theme - Factors behind increasing staff turnover rate within an organisation:
As per the viewpoint of Katie Martinelli, 2017, employee turnover rate defines the
percentage of workers that leave the company after the certain period of time and that all will be
replaced by the new employees. There is nothing new in joining and leaving of the employees
from the company and in that some of the reasons are very much foolish that must be avoidable
by the company. On the other hand if employee leave the company because of unhappiness then
it is the major issue that has been resolved by the company. High turnover ratio takes the lot of
time and money of the company as they spend the large amount to provide the required training
to the employees. It could tarnished the reputation of the company and people start assuming that
particular company doesn't have good working culture and start avoiding the company. That is
generated because of lack of growth and progression if company doesn't measure growth on
timely manner then employees losses their hope and look forward to the other company. If
company puts extra work load to the employees that brings more pressure on them and then
employees start leaving the company due to more frustration. If employees doesn't get accurate
feedback then they get bored and doesn't found any path to measure the success and
development. Employees also start leaving the company if they didn't get the exact recognition
from the higher level authority and if there work doesn't get recognised by any other then it was
just the wastage of time. If employees doesn't have any authority to take several decision then it
affects the self esteem of the employees and they start feeling outside and that all contributes to
the higher turnover ratio.
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As per the viewpoint of Rise Staff, 2019, the ability to retain the employees for the longer
period of time has create the good place to work in. top performer and company always linked
with each other as there need will be satisfied by collective efforts and both gain equal
opportunity to measure the success and growth. The growth is the only factor that is very much
natural as performance and ability get increased as per the change and development of time. All
the employees wants success and growth in their life in every aspect no one wants to be like on
same position for a decade . Employee turnover is very much costly for the company as company
spends the lot of time to enhance the skills and ability of the employees. It has been resolved
when flexibility has been imparted in the work schedule as people get start there work as per the
time and requirement. As almost 1.7 million people perform their their as from the home as per
the latest Statistics Canada report. Company must provide health and wellness benefits to the
employees that build the loyalty and trust between both the parties
Second Theme – Impact of staff turnover rate on organisational performance
As per the viewpoint of Irina palesciuc, 2019, companies invest and make the large
investments on the employee to enhance and improvise their skills and abilities and has that
desire to retain the employee for the longer period of time. It has been showed that employee
turnover of one employee has $8 per hour and it cost approx $3,500 to the company. Thus
company must provide accurate and continuous learning by providing required training and
development to measure the growth and development. Company must generate indirect cost as
like bonus, perks, appraisal and many other activities to keep gain the interest of the employee
for the longer period of time. Low turnover ration reflects the performance of the company in
which employee keep retain in the company for the longer period of time and higher turnover
ratios reflects that company doesn't provide require atmosphere to the employees to measure the
growth and development. Low process performance reflects that employees doesn't work
properly within the company and they keep changing their job to satisfy the basic need and
demand. While high process performance reflects the condition in which employee is satisfied
with the job as they get the opportunity on timely basis to measure more and more growth.
As per the viewpoint of Miki Markovich, 2019, high turnover rate has the negative
impact on the success of the company in various ways. By constant hiring and firing of employee
company might loose their objective that they want to achieve after the specific period of time.
Retaining of employee boost the higher energy in the employees and has positive impact on the
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performance of the company. Company can take over from the retention by providing appraisal
and rewards as per the performance of the company. Employee turnover has direct impact on the
profitability and revenue generation of the company. As revenue has the higher impact on the
performance of the company because company might get huge loss of less revenue has been
generated. It reduces the morale and motivation level of the employees as if employee get more
pressure and work load they start finding new job where they get quite relentless. It also reduces
the return on the investments as the quality of the products and services that is offered by the
company get retaliate and it also bring the negative image of brand in the market.
Third Theme – Role of Human Resource in decreasing staff turnover rate
As per the viewpoint of Michelle Reynolds, 2020, human resource department plays the
vital role in the success and development of the company and employee as well by providing
equal opportunity to all to measure more growth and development. Thus HR must apply different
tools and techniques to enhance the turnover ratio and productivity of the employees. HR spend
the lot of time to enhance the profit and development of each employee by which company
attains there goals in an effective and efficient manner. HR must perform recruitment and
selection thus select those candidates that have strong personality and calibre to work with the
company for the longer period of time. HR try to attract those candidates who have better skills
and more stability in there work experience. The process of interview is very much important as
first interaction is the last interaction thus a lot of information has been carried away while
talking with the candidates for the very first time. HR also ensures that all the individual get
proper and required training that improves the performance of the company and give the
satisfaction to the employees as well to measure the success and development in an efficacious
manner. HR must look forward for each and every activities that has been performed by the
company to gain the competitive advantage and record all the performance and provide appraisal
and rewards as per the involvement and performance of the company.
As per the viewpoint of Priya chetty, 2019, employee turnover is he voluntary exit of the
employee to leave the company. Senior managers are the key factor of the organisation to
measure the success and development as they provide leadership, active support, continuous
improvement. The unfavourable conditions motivates the employees to leave the office or the
company otherwise everyone wants to measure the success and growth in their own life. It has
been generated when there is no relativeness of employee towards the company and if they didn't
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have opportunity to improvise their own skills and abilities or it has been counted as career
development opportunities. If company didn't manage the performance of an employee then they
didn't know about what they did and that create more negativity within the company. Thus HR is
the one who performs different functions as per the requirement and demand of the employee
and try to resolve the different issues of the employees on time. HR provide and creates balanced
conditions to al to measure growth and development in an effective manner.
2.3 Conclusion of Literature Review
It has been concluded from the above literature review that employee turnover is the
biggest issue that has been generated with the lack of opportunities and involvement of higher
level authority of an organisation. Employee turnover has high cost to the company as they
invest a lot of time and money to enhance the ability and skills of an employee. This issues has
been resolved by different strategies that has been applied by the HR manager of the company in
which they provide accurate rewards and appreciation as per the performance of the employees.
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Chapter 3: Methodology
A suitable research model helps a researcher in order to collect appropriate data required
regarding research. In this part of research methodology researcher is helped to accumulate
authentic information about all its competitors in today's competitive scenario. It also in one or
other way helps to complete work in a given deadline (Flick, 2015). It is also considered as an
effective section of research where all methods, techniques used and activities of research are
showcased. Below mentioned are some methods suitable for such research:
Research Philosophy: Every research contains of two different type of philosophies.
These philosophies are widely adopted by a researcher. Positivism and interpretivisim are the
two philosophies. In the following project researcher is using interpretivisim. The reason behind
using this philosophy is that this philosophy helps in examining views of every individual and it
also provides a transparent and whole understanding about topic and research. In this case
philosophy of positivism cannot be used effectively. It will require lot of time of researcher. Due
to this work cannot be completed on time (Gioia, Corley and Hamilton, 2013).
Research Approach: there are two broad categories of research approach. These are
deductive and inductive approaches. When researches are to be conducted investigator goes for
inductive approach because it helps in properly examining each wide concept of report. This
approach helps in obtaining a positive result of an research. When talking about global market
most of results a re conducted using this approach because this helps in assembling authenticated
details about regarding topic. On the other hand deductive approach a researcher never uses
deductive approach in their findings because it does not provides reliable data (Green, Camilli
and Elmore, 2012).
Sampling: Sampling is used a s an probabilistic method in primary research. There are
two broad categorization of sampling techniques namely probability and non-probability
sampling techniques. There are also many other types of sampling namely stratified, systematic,
judgemental and random sampling. When looking for designed aims and objectives a researcher
follows stratified and judgemental sampling in order to get correct sample size which might be
required for research. These methods guarantee that equal respondents have been analysed from
all segments of market available for research. For following research judgemental sampling have
also been used. This method ensures that resources as well as time have been saved while
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