Research Report: International Business and Employee Turnover

This report delves into the realm of international business research, specifically examining the critical issue of employee turnover. The research utilizes a simple research model to analyze an article concerning employee turnover and skill retention within Australian organizations. The report addresses the current state of employee turnover, the desired objectives of businesses in this context, the methods employed to achieve those objectives, and how to assess the outcomes. It also highlights the challenges encountered during the research process, such as employee reluctance to share information and difficulties in data collection and organization. The report concludes by emphasizing the importance of employee retention for business growth and development, highlighting the significance of international business in a globalized market. The research underscores the need for businesses to focus on creating a positive work environment to retain skilled employees and reduce turnover rates, suggesting that total quality management and lean management approaches can be beneficial in this regard.

International Business
Research

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Apply the simple research model to the research article listed below by answering the
following four questions:........................................................................................................1
2. Challenges experienced in undertaking this activity?........................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES ...........................................................................................................................5

INTRODUCTION
International business can be considered as the most essential element of market place.
This described as the all commercial activities which take place to creating awareness about the
transfer of goods, services, people, resources, ideas, thoughts and technologies among the
multiple countries. International business includes oversees transactions that are taking place
among two or more countries in respect to gaining more growth and profit (ABS (Australian
Bureau of Statistics) 2004). The present research is based on “International Business Research”
which evolves on an article of “To have and to hold: modelling the drivers of employee turnover
and skill retention in Australian organisations”. Employment turnover can be consisting as an
essential issue of business and organisations are concern on applying some techniques which are
effective in retaining work forces.
1. Apply the simple research model to the research article listed below by answering the
following four questions:
Stages Description
Where are we
now?
Employee Turnover is a very important and decisive factor in any
organization which have various negative effect on various organizations. It
is also true that management policies and practises which promote the job
satisfaction, diversity, organisational commitment and procedural justice in
the firms are very crucial and they can play a very important part in making
up the mind-set of individual employees whether to leave or retain in the
firm. Human resource practises is important to sort out all the
dissatisfaction among workforce, and management should ensure that
Human resource of the organization is satisfied so that they will retain with
company for longer period of time and there would be no additional burden
on company with regards to cost of training and development of new
employees (Allen, Shore and Griffeth, 2003). There is a high need that the
rate of employee turnover should be reduced going forward and this can be
achieved only by making employees and overall workforce of organization
happy and prosperous, so that they would be able to relate themselves with
company and a sense of belonging can be achieved. The firms in Australia
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are having a high to moderate labour turnover rate because employees are
seeking job roles somewhere else as the opportunity is higher there.
Where are we
going?
This is the second and most important stage which asks about the final
destination of the research. This section helps in describing the major
motive of firm. As per the description of enlisted article employee’s
turnover is an essential element for business and organisations are concern
on resolving all issues in regard to employment as to sustaining employees
for long run of business activities. The growth of firm is based on the
success of their motive, so each small as well as large business
organisations are concern on applying several methods and techniques in
order to retaining workers at work place (Appelbaum, Bailey, Berg and
Kalleberg, 2000). The major objective of firm is to reduce employees
turnover and engage more and more talented people at work place in
regards to attaining more growth and profitability. There are various ways
through which employee turnover can be reduced, these are proposing
incentive plans, promotions, employee motivation programmes etc.
How do we get
there?
Once the main causes of Employee Turnover are ascertained, there is a
need that such causes should be properly addressed to get at a position
where there will be negligible level of employee turnover. It is because
only when the turnover of staff is less, the organizations can work on
improving its business, no organization would want employees who are
having short term vision and do not want to stick with one organization
over longer period of time. For the purpose of getting knowledge about the
topic, Data were collected on two variables these are Employee Turnover
and The necessity of retaining employees for employer (Doz, 2011). In
different categories of work data were selected these are Construction
workers, Employees in IT organizations, Staff members of manufacturing
Facility etc. when analysis regarding these data were made it was quite
clear that employees in these industries were not as such satisfied and are
ready to switch with any organization who are willing to pay them well as
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well as providing any extra facilities. For the purpose of taking opinions of
employee a sample is selected, as the whole community of employees
cannot be reached and only a sample of employees can be interviewed
regarding the subject (Batt, 2002). A sample of 150 organizations was
taken, which belonged to above mentioned sectors and the status of
employees and their contentment regarding their job was analysed by
asking questions from them and then results were arrived. The specific
efforts made by organizations to reach at desired targets involves proper
training and development of employees, consistent check on the quality of
work place so that they do not get demotivated to work.
How do we know
when we have
finished?
This is the final stage of the report and it refers to building up an action
plan in respect to taking step towards effective outcome. As per the given
details in the article organisations are focused on rendering effective and
comfortable platform in order to providing satisfaction to their employees.
After conducting the market survey organisations are able to go on next
level as survey helps in analysing the strength and weakness of firm which
are needs to be modified in respect to attaining growth (Batt and Valcour,
2003). This stage plays essential role in analysing the data and information
which are helpful in providing appropriate solution to the issues that are
having impact on organisational growth and performance. Through
analysing the proper solution organisations are able to retain highly
qualified and skilled employees at work place and reduce higher
employment turnover. Total quality management and lean management
approaches provide aid in reducing the turnover of employment and
influence retaining of employees for log run of business activities.
2. Challenges experienced in undertaking this activity?
There were various challenges that has been experienced during the conduction of this
report as employees were not ready to open up with researchers on the expectation that the
employer will come to know about their opinion regarding Working in company. Also there
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were not one but many reasons for Employee Turnover (Welch, Piekkari, Plakoyiannaki &
Paavilainen-Mäntymäki, 2011). The cost to reach these individuals in various organization was
also high as the researchers have to travel in various state of the country so that a generalised
viewpoint of workforce can be acquired and better results can be obtained. There was problems
faced by researchers in obtaining data from all these organisations as they were reluctant to
disclose such facts about their company, also there were problems with organising data as it was
scattered when it arrived from different organizations which belongs to different sectors and
hence their collection and arrangement in proper way was also a key challenge in performing this
research.
CONCLUSION
As per the above mentioned report it has been concluded that international business is a
vast concept which plays effective role in growth and development of economy. It refers to the
trade which taking place in between two or more nations. Employees are the most essential
element of each business enterprises as the growth of firm are based on the contribution of
people at work place. In the recent era each small as well as large business enterprises are
concern on expanding their business or its activities globally in respect to attaining competitive
edge at market place.
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REFERENCES
Books and Journals
ABS (Australian Bureau of Statistics) (2004), Australian Labour Market Statistics, April, cat no.
6105.0, Canberra: AGPS.
Allen, D.G., Shore, L.M., and Griffeth, R.W. (2003), ‘The Role of Perceived Organizational
Support and Supportive Human Resource Practices in the Turnover Process,’ Journal of
Management, 29, 1, 99 – 118.
Appelbaum, E., Bailey, T., Berg, P., and Kalleberg, A. (2000), Manufacturing Advantage: Why
High Performance Work Systems Pay Off, Ithaca, NY: ILR Press.
Batt, R. (2002), ‘Managing Customer Services: Human Resource Practices, Quit Rates, and Sales
Growth,’ Academy of Management Journal, 45, 3, 587– 597.
Batt, R., and Valcour, P.M. (2003), ‘Human Resource Policies as Predictors of Work –Family
Conflicts and Employee Turnover,’ Industrial Relations, 42, 2, 189– 220.
Welch, C., Piekkari, R., Plakoyiannaki, E., & Paavilainen-Mäntymäki, E. (2011). Theorising
from case studies: Towards a pluralist future for international business research.
Journal of International Business Studies, 42(5), 740-762.
Doz, Y. (2011). Qualitative research for international business. Journal of International Business
Studies, 42(5), 582-590.
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