Increasing Turnover of Non-Except Staff in XYZ Company Dissertation

This dissertation investigates the significant issue of increasing staff turnover among non-except staff within XYZ Company, a manufacturing entity. The research delves into the impact of this turnover on the company's overall performance, specifically focusing on the factors contributing to employee dissatisfaction and departures. Data was collected through primary sources, including interviews with XYZ Company employees, to ascertain their perspectives on the issue. The study explores the conceptual framework of manufacturing operator turnover rates, overtime wage standards, and the relationship between turnover and manufacturing operations. It identifies key factors such as inadequate overtime pay, leading to reduced employee motivation and job dissatisfaction. The dissertation also outlines the relationship between increasing turnover and manufacturing operations. The research concludes with recommendations aimed at mitigating turnover, improving employee satisfaction, and enhancing the company's productivity and profitability.

DISSERTATION
(A STUDY ON THE INCREASING TURNOVER OF NON- EXCEPT STAFF’S
IN XYZ COMPANY (MANUFACTURING SECTOR)

DECLARATIONS
I declare that all material which is used in the dissertation is written by me, it has not been copied
from any site. The word count of this dissertation is 10257. I agree that this study can be
submitted for plagiarism checking. I have read demand of client and has read ethics properly. All
these terms and conditions have been followed by me while working on this dissertation.
Signed:
Date

ABSTRACT
Increasing staff turnover of non-except staff is the biggest issue in the organization, it is because
people are not satisfied with the incentive scale of entity. The study examines the impact of
increasing staff turnover on company's performance. Furthermore, factors that increases turnover
rates of non-except staff in manufacturing unit. Data is being collected from primary sources
through interview. Researcher focuses on employees of XYZ company, they state their belief
about impact of increasing staff turnover of non-except employees on business performance.
Research concluded main factors that increases dissatisfaction among workers and that force
them to leave their jobs and according recommendations is being presented.

ACKNOWLEDGEMENT
I would like to present my deepest gratitude toward my dissertation tutor without whose proper g
uidance and continuous support the making of this report was not possible. with the given deadl
ines and set meeting provide me the opportunity to reflect on my work and also help me to contin
ue my work in well organised manner.
I would also like to acknowledge my parents for there unconditional moral support ad patience th
roughout the dissertation process. They encourage me to do my best .
I would also like to thank my colleague and friend for her honest criticism and throughout suppo
rt.
At last i pour my gratitude to case study organisation for my primary research and arranging the
needed data.

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................1
Background of the study.........................................................................................................1
Aim and Objectives................................................................................................................1
Research questions.................................................................................................................2
Rationale.................................................................................................................................2
Significance............................................................................................................................3
Research plan..........................................................................................................................3
Chapter structure....................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................5
Introduction............................................................................................................................5
Conceptual framework of manufacturing operators turnover rates and over time wages
standards.................................................................................................................................5
Factors that increases turnover rates of non-except staff in the manufacturing unit..............7
Relationship between increasing turnover of non-except staff and manufacturing operations8
Impact of high turnover of non-except on manufacturing business operations.....................9
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................12
Introduction..........................................................................................................................12
Research philosophy.............................................................................................................12
Research design....................................................................................................................13
Research approach................................................................................................................13
Research Technique..............................................................................................................14
Sampling...............................................................................................................................15
Data collection......................................................................................................................15
Data Analysis........................................................................................................................16
Ethical consideration............................................................................................................16
Research limitation...............................................................................................................17
CHAPTER 4: DATA ANALYSIS................................................................................................18
4.1 Introduction....................................................................................................................18
4.2 Discussion.......................................................................................................................18
CHAPTER 5: CONCLUSION AND RECOMMENDATION.......................................................3

Conclusion .............................................................................................................................3
Recommendation....................................................................................................................4
REFERENCES................................................................................................................................6

CHAPTER 1: INTRODUCTION
Background of the study
Employee turnover is the serious issue in most of the organizations. Employees are assets
of the organization they put their hard efforts in order to accomplish goal of the companies.
Many firm invest time and amount in order to identify the cause of increasing turnover rate. Thee
are many reasons which influence them to leave their jobs such as low pay scale, low
engagement, poor management etc (Chiedu, Long and Ashar, 2017). Non-exempt staff are those
workers which work overtime in the organizations in order to get extra benefit. Companies have
to give them pay as per the fair labour standard act. As per the guideline of the act employers are
required to pay its employees one and half times of their regular rate of pay. This policy applies
when any of the staff members in working for the organization for more than 40 hours in a week.
The main issue create in the corporations when miscalculation of overtime done. That
decreases trust of employees and they think to leave their jobs. It demotivate them and reduce
their motivation level as well (Li, Kim and Zhao, 2017). For the present study XYZ company
(Renewable energy corporation) is being taken into account. It is one of the leading solar panel
and solar energy firm which manufactures wafers, cells, silicon etc. The cited firm is popular for
its quality products and low warranty claims rate. Company is working effectively in searching
for new solar panels and investing for gaining high profit. But due to increasing rate of turnover
it is very difficult for the cited firm to accomplish its goal (Is a higher salary the only way
business can boost staff loyalty?, 2017).
Present dissertation will discuss the impact of increasing turnover of non-except staff in
the XYZ company manufacturing firm Singapore. Furthermore, study will describe the factors
that increase turnover rates and influence the mind of employees. In addition, relationship
between increasing turnover of non-except staff and manufacturing operations.
Aim and Objectives
Aim:
“To identify the impact of increasing turnover of non-except staff in the organization: A study on
XYZ company”.
Objectives:
 To understand the conceptual framework of manufacturing operators turnover rates and
over time wages standards.
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 To identify factors that increases turnover rates of non-except staff in the manufacturing
unit.
 To determine relationship between increasing turnover of non-except staff and
manufacturing operations
 To analysis impact of high turnover of non-except on manufacturing business operations.
 To suggest ways in reduce turnover rate of non-except employees in the XYZ company
Singapore.
Research questions
 What is the conceptual framework of manufacturing operators turnover rates and over
time pay standards?
 What are the main factors that increases turnover rates of non-except staff in the
manufacturing unit?
 What is the relationship between increasing turnover of non-except staff and
manufacturing operations.
 What are the ways that support in reducing turnover rate of non-except employees in the
XYZ company Singapore?
Rationale
Competition is high and companies offer high wages to their skilled employees. It
influences the staff members and they move to other brands easily. Most of the people in the
manufacturing units work extra in order to get good pay. But when they do not get the amount as
per their expectation then they feel demotivated and move towards other firm. XYZ company is
facing this issue in which its non-except staff members are leaving their job frequently. That is
creating problem in the manufacturing unit of solar plan in Singapore. Cited firm is planning to
minimize this issue so that it can run its operation well (Wong and Wong, 2017). Furthermore,
decreased employees satisfaction is another cause of conducting this study. Due to poor overtime
wages and amount people feel dissatisfied and leave their job. That create burden on the entity
and overall industry as well because due to absence of skilled employees firms fail to produce
solar power as per the demand (Tessema and et.al, 2017). These issues impact on the profitability
of the organization and overall industry as well. These are the main causes of carry out this
investigation.
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Significance
Increasing turnover of non-except staff members is the serious issue because that impact
on portability and sustainability of the organization. With the help of this study researcher will be
able to identify standard of over time pay. That will support in decreasing the turnover rate in the
workplace that will support in improving profit and productivity of the business units to great
extent (Nahar, Islam and Ullah, 2017). The main issue in the solar plant manufacturing firms is
that people who give their additional time in the plant so that production can meet with the
demand, they do not get sufficient amount for their extra work that decreases their confident and
demotivate them. That is why they leave the job (Cil, 2016). Through this investigation scholar
will be able to suggest ways through which companies will be able to reduce their turnover rate.
Research plan
Activities 1th
Week
2nd
Week
3rd
Week
4th
Week
5th
Week
6th
Week
7th
Week
8th
Week
9th
Week
10th
Week
Selection of
research topic
and framing of
aims and
objectives
Review of
previous
literatures
Mapping up of
research
methodology
Completion of
proposal
Preparation of
questionnaire
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for data
collection
Recording
research and
carrying out
the same
Data analysis
Discussion
and conclusion
Chapter structure
Chapter 1 Introduction: In the first chapter researcher will give overview of the increasing
turnover rate of non-except staff in the manufacturing firm. Research plan, rational and
significance will be described in this chapter.
Chapter 2 Literature Review: It would be the next session in which scholar will review the
literatures of other authors. That will support in getting overview about the study.
Chapter 3 Research Methodology: It is third part of the dissertation in which investigator take
support of tools and techniques in order to gather in-depth detail about the subject matter.
Chapter 4 Data Analysis: This would be next part in which researcher will analysis the data and
will get results on the same.
Chapter 5 Conclusion and Recommendation: This would be last chapter in which researcher
will conclude overall study and will give necessary recommendation so that issue can be
resolved.
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CHAPTER 2: LITERATURE REVIEW
Introduction
Literature Review is considered as one of the essential part of dissertation in which
scholar has to review the previous literatures on the topic. This chapter will describe the staff
turnover rate in the manufacturing company. Furthermore, it will discus factors that influence the
non-except employees to leave their jobs.
Conceptual framework of manufacturing operators turnover rates and over time wages standards
According to Bayraktar and et.al, (2017) the performance of an organisation is affected
by many factors some of which are internal and some are external. Turnover rates is defined as a
rate at which the number of employees leave the organisation. This affects the productivity and
output of the organisation to a great extent. In solar panel manufacturing company which
manufactures solar panels for generation of renewable sources of energy manufacturing operator
turnover rates are very crucial data for the top level of management of a company. They are the
ones who operate the panels and without whom the product purpose comes to a standstill.
Manufacturing operator turnover rates leads to uncertainty in daily operation of the solar power
plant industries. It also creates cost for the company in terms of interviewing, hiring new staff,
training, loss in terms of productivity, overtime of other staff etc.
Samson, (2017) has argued that there can be various reasons for turnover which may
include work life imbalance, lack of proper working condition, lack of incentives, unsatisfactory
work etc. Among these one of the important and common reason for turnover is lack of proper
recruitment and incentive. Non-exempt workers in renewable source of energy industry also
faces a similar problem in their industry. They are promised overtime for any extra work served
by them to the company. The company fails to keep up to its commitment which enforces the
employees to leave the organisation. According to a law in Singapore any worker working above
40 hours of labour is entitled to be paid one and half times of his daily wage rate. The non-
exempt workers in the solar panels manufacturing industries were promised to be paid this
hourly overtime but after attaining the desired level of production by making them work
overtime they were refused to be paid which resulted in high turnover rates for this industry. This
has negatively affected the manufacturing process to a great extent (Fadda-Conrey, 2014).
Considering the negative effect of the turnover on manufacturing industries it has both financial
and non financial losses. In financial terms it affects the productivity, profitability, quality and
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deadlines of the organisation. In non financial terms it has negative impact on the morale of the
employees. Old staff has to compensate for the loss in productivity which increases pressure on
them. These losses although they are not measured in terms of money cause huge losses to the
solar manufacturing industry. As per the view of Chan, Ngai and Moon, (2017) who states that
although the main reason for the leaving of the non exempt workers is the solar panel industry
itself but the workers are themselves also responsible to some extent for this cause. They should
have organised themselves into labor unions or other legal groups and demand their need from
the industry. This is one of the ways by which non exempt workers can attain their objective of
earning desired recruitment promised by them from the company. The consequences of the
manufacturing operator turnover rates has to be faced by the solar industry itself. A close study
reveals that labor turnover creates hurdle in implementing Total Quality management in
manufacturing companies. This implementation is very much essential in the solar energy
manufacturing companies because this strategy leads to the implementation of the new and latest
technology in the manufacturing process of solar panels.
According to Chiedu, Long and Ashar, (2017) Due to high turnover rates the industry is
unable to employ its resources in exploring the latest technology which is very much essential in
renewable power generation industry. In order to implement the improvement practices such as
TQM, TPM and JIT stress is laid down on having well trained, committed and stable staff so that
they can effectively implement these strategies to the best of advantage of the solar
manufacturing companies. The problem may be resolved by requiring efforts from both non
exempt workers and the solar manufacturing industry (Takawira, Coetzee and Schreuder, 2014).
From industry perspective it should fulfil its commitments to reduce the rate of turnover in the
industry as a whole and from non-exempt workers point of view they should form trade unions
and other legal groups to oppose the policy of the industry rather leaving the industry which
results in the loss for the industry as well as for them.
The author Bayraktar and et.al, (2017) said that the organisation should work on the
strategies to minimize employee turnover confronted with the problems of employees to manage
several policy options. Employee turnover attributable to poor selection procedures, for example,
is unlikely to improve were the policy modification to focus exclusively on the induction
process. However, the author Takawira, Coetzee and Schreuder, (2014), stated that Non-exempt
workers in renewable source of energy industry also faces a similar problem in their industry
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