Research Proposal: Reducing Employee Turnover within Organizations

This report presents a research proposal aimed at reducing employee turnover within organizations, using Tesco as a case study. It begins with an overview of the project's aim and objectives, emphasizing the importance of employee retention and its impact on business performance. The literature review explores the factors contributing to high employee turnover, such as inadequate training, workplace culture issues, and the significance of employee retention for organizational success. The review also examines the negative effects of high turnover rates, including increased costs and decreased employee morale. The research methodology section outlines the qualitative research approach, including the use of deductive reasoning to gather and analyze data. The proposal aims to identify the reasons for increased employee turnover, evaluate the importance of employee retention, assess the effects of high turnover, and analyze ways to reduce turnover rates. The expected outcomes include a comprehensive understanding of employee turnover dynamics and actionable strategies for improvement.

Proposal
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Contents
Project Title.................................................................................................................................3
Aim and Objective.......................................................................................................................3
Literature Review........................................................................................................................4
Research Approach and Methodology.........................................................................................8
Expected outcome......................................................................................................................10
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Project Title
Reduce employee turnover rate within organization.
Aim and Objective
The importance of aim & objective is representing the concept of employee turnover
within organization. It encompasses with the different reason that will be increasing the staff
member’s turnover rata. In this research study. It will be focused on the importance of employee
retention rate within enterprise in which directly affecting on the overall business performance in
global marketplace. Through this way, it is basically supporting the employee in context of
facilities and services. Identifying the significance effect of employee turnover of entire
organization. Before conducting the research that will require to create or produce suitable aim
or objective regarding employee turnover.
Sometimes, it will be examined the preferences, demand of employee in organization so
that increases employee turnover in the organization. In this way, it will be developed the
understanding towards research topic related to the employee turnover within organization. It
became useful for researcher to construct the well-define, articulated objective that provide the
brief idea about the clear role of employee turnover in the enterprise. Therefore, aim and
objective will be considered the important aspects of employee turnover rate in the enterprise
which become minimised in proper manner.
Aim
To analyze ways in which employee turnover rate within an organization can be reduced a case
study of Tesco. Through this way, it is analyzing the concept of different procedure that will help
for measuring the employee turnover rate. In order to examine the positive and negative aspect of
retention rate where it will be completely effect on the organization in context of performance
and growth.
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Objective
 To identify reasons because of which employee turnover rate increases.
 To evaluate importance of increasing employee retention rate for organizations.
 To evaluate ways in which high employee turnover rate can affect an organization
 To analyse ways in which employee turnover rate can be reduced
Literature Review
In this case study, researcher will focus on the using referenced materials with different
key texts and also consider previous studies. This will help for proposing the research and
properly fit into existing body of academic knowledge or practice. Investigator will enhance their
own knowledge to gather or collect large amount of information from different sources.
Therefore, it contribute to gain new understanding within subject of employee retention rate that
will be minimised within organization.
In this study, it is mainly focused on the previous studies and gathering the relevant
information or data about employee retention turnover that will be reducing within organization.
The investigator will be developing the more depth knowledge towards employee retention rate
and enterprise success. It may support for creating a strong relation while providing various
kinds of benefits, advantage. Typically, LR will provide brief idea about the research topic and
identifying the different parameters to reduce the employee retention turnover in the
organization.
Theme: 1 Determine the reason due to which employee turnover rate increases
According to Al Mamun and Hasan (2017) High employee turnover is already existing
within global corporate world. It is cost effective or precious time or money. As a result, it has
chances to loss of employee morale value in the workplace. Reputation of enterprise could be
tarnished whenever many other people can assume enterprise which become as terrible place to
work. As per understanding the different reason behind high employee turnover which may
become preferable than conducting a proper exist session. Less training is one of the main reason
for increasing the high turnover because it can start with the process of hiring or recruiting
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through various steps. As a part of experience, it is mainly considered as on-boarding which can
help them to count as part of training. In case, company will hire the new candidate but without
training, they are not improving own skill or knowledge. Sometimes, they have a lack of
coordination or management so that it unable to understand the overall business processes.
Human resource management has been failed to understand even as outstanding on boarding
process. it will not be able to make staff member stay in the enterprise.
As per Cimbaljević and et.al. (2020) workplace cultural or environment problem is also
another reason for increasing employee turnover rate. There are various staff members leave
organization after experiencing mistreatment, unfairness regarding to their identity. In this way,
diversity is important part of enterprise that will help to support the overall business in term of
creating a healthy working environment or culture. But at certain point, manager of enterprise
will ignore the diversity in the workplace so that it will be increasing the cultural or
environmental problem within organization. Sometimes, it is directly affecting on the
performance of business activities in marketplace.
Theme: 2 Significance of increasing employee retention rate for enterprise
According to Sun, Lee and Sohn (2019) increasing the employee retention helps to
reduce or eliminate different kind of issue or problem. It is not only save on associated the price
or cost, preserve its own institutional knowledge. It is always keep to find out the greater
teamwork which keep valued staff member from moving to other competitors. Basically, it will
be increasing the employee retention due to lack of work environment, culture and other kind of
employee recognition.
The importance of employee retention is helping to increase greater productivity, increase
revenue, develop a strong employee engagement, and improve staff member satisfaction and
customer services. These are considered the different benefits or advantage that will support for
entire business in term of growth and development. Employee retention is consider as important
for enterprise cultural which will help for creating an effective environment to improve
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coordination between different staff members. Company will focus on providing the better
service so that reduce the rate of employee retention turnover in the workplace.
As per Casey and Sieber (2016) another importance of employee retention turnover is to
cost effective which are roughly estimating 20% of an employee’s salary to replace that
individual. Sometimes, an effective retention of positive which is always motivating or inspiring
the employee towards organizational success. High employee turnover will be increasing with
expenses, implementation of employee retention program which become consider as an effective
way to balance the performance and business productivity.
Theme: 3 identifying the high employee turnover which can affect on enterprise
According to Kim (2017) company with high employee turnover which has become
consider as high problem or issue. The primary root causes of turnover which must be discovered
to reduce the number of staff members leaving in the organization. If enterprise has worked hard
to recruit a good talent, last things it wants to do continue to pay price or cost for on-boarding,
training new individual people can replace others. High turnover effect on the organization in
term of employment. Large number of employees are feeling unhappy at workplace. The primary
reason for turnover which lies with advantage, benefits. Sometimes, Staff members need to make
enough money which provide a better lifestyle but it continuously increasing employee retention
rate. Thus, it will seek a place where their efforts are not taken for granted. On the other hand, a
high turnover is losing the opportunities to make a proper money. At workplace, it would be
increasing the stress level among employees in the organization. Another way, it also downwards
the spiral with great staff members leaving because they do not have longer handle the stress of
doing everything.
Mathieu, Fabi and Raymond (2016) said that company is experiencing a high turnover
rates, it needs to find out the causes and also affecting the business in term of standards or
adjustment. By increasing an employee turnover which will be developing compensation issue
and find a way to be competitive. Organization needs to be identified the way of make job
related satisfaction higher, creating as internal to recognise staff. Employee high turnover rate
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will increase the flexibility scheduling and train them to deal with positive or negative manner.
Sometimes, it is also inspiring team due to employee retention turnover which leads to develop a
positive corporate environment or culture.
Theme: 4 determine the different way in which staff turnover will reduce.
As per Aliyu and Nyadzayo (2018) employee turnover has a major impact on the
organization’s trajectory and then afterwards, it will increase so much trouble Even biggest
companies are facing struggle with turnover. There are consider the different methods to reduce
the employee turnover in marketplace. Hire the right people- it keep employee that must start
with hiring right candidate and likely to consider potential staff members who have a strong skill
to handle the entire complex situation. It is consider as important way to reduce high employee
turnover because each and every employee who are recognised the current organizational
condition and completely fits with in it. Another way, if in case staff members do not fit in with
work environment or culture. It may have increased conflict among staff members. That’s why,
hiring an efficient employee that will support for reducing the employee turnover rate in the
organization.
Ntenga and Awuor (2018) said that enterprise can Offer competitive pay and benefits- it
is another different way to reduce the employee high turnover in the organization. Many people
want to compensate in well-manner. it is important to cover all type of standard expenses such as
food, utilises. In this way, company will provide the best offer, discounts for their potential
employees so that they can do their task with effectively. It is good way to done market research
on wages. On the basis of research, it has been increasing the competitors level in marketplace so
that organization can provide a competitive salary range based on the different area or place. It
simply give an employee as pay check and provide various kind of opportunities. In this way, it
can achieve the desirable competitive benefits that meet expectation level of employees. An
effective offers will attract more potential members while encouraging or motivating towards
appreciation.
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Research Approach and Methodology
Research methodology is consider as one of the powerful concept in the research study that
will help for researcher to identify appropriate information about the employee retention
turnover. This study is mainly identifying the important approach that needs to be support for
generating a proper result (Basias and Pollalis, 2018). Afterwards, it help for investigator to
make a better decision. Typically, researcher will be gathering or collecting large amount of
information from authenticate sources. Therefore, it can easily evaluating the research validity as
well as reliability.
Research method- it is a type of method that can usually assume by investigator to collect
large amount information regarding the employee retention turnover. Research method is
consider the most important part of research study. it can be divided into different two types:
Qualitative and Quantitative. These are two different methods which is mainly used for
collecting large amount of information or data.
In this research study, investigator will use qualitative research method that help for
collecting large amount of information. This type of method is based on theoretical approach so
that consideration of all essential theories. It help them to researcher for identifying the valid data
and use within research analysis. Qualitative method is basically depend upon the different
parameters to examine the both positive and negative effects of employee retention turnover in
the organization. Another way, it help to the researcher for comparison between two or more
previous studies in proper manner.
Research approach- It is a type of method or technique which can totally depend upon the
assumption that used in the research study (Annosi and Brunetta, 2017). In detailed manner,
researcher will concern about the all kinds of interpretation, analysis of relevant data regarding
topic or subject. Research approach can be categorised into different groups: inductive, deductive
and Adductive
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Investigator will choose deductive approach with creating or developing assumption on
the basis of existing theories. It plays important role to design an effective research strategy in
best way to test hypothesis. Sometimes, Researcher will use an appropriate information in order
to establish a relationship with different theories. In order to review the brief idea about the
concept of employee retention turnover rates. This kind of phenomenon can use them to test
different elements within research study. in this way, investigator will use them deductive
approach to create a logical direction or path for finding appropriate result or outcome.
Data collection- it is based on the procedure to gather information in different ways for
purpose of analysing accurate solution. Data collection can be performed by two kind of methods
such as primary, secondary.
Researcher will select the primary research method to collect or gather relevant
information of employee turnover in the organization. This research study will help for
investigator to use primary method and investigate on the different observation and then tried to
use for specific reason (Annosi and Brunetta, 2017). On the basis of collecting information so as
require for researcher to implement questionnaires method and identifying opinion, view point of
different people.
Sampling- it refers to the plan with utilising accurate principle and then select participate
members within large population. Basically, investigator will select simple random technique to
the choosing best one and then analysing research in proper manner. In this study, The sample
size is 30 employees of Tesco.
Data Analysis- This process is using in research project while consideration of all
essential resources. Afterwards, it will be investigation on the qualitative data analysis by
thematic analysis. this study will move towards qualitative method so that research can focus on
existing descriptive information, previous studies theory, and also taking observation of different
respondent through questionnaires.
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Expected outcome
The present study found some different kinds of employee retention turnover effect on the
organization and consider as moderator of entire relation with performance of enterprise.
Through this study, it will focus on the both positive and negative aspect of increasing employee
turnover in the organization. Sometimes, researcher will use them as highest interpretable
relation which help to perform analysis. Afterwards, it will be generating a possibility of positive
relationship with employee retention turnover.
Investigator will use Literature review as important aspect of data collection while
analysing different studies for purpose of hypothesis tests. In order to identify the coordination,
relationship between organizational performance and employee turnover. Both are predicated as
correlated with each other (Annosi and Brunetta, 2017). Sometimes, performance of every
employee must depend on the current situation or condition of organizational culture,
environment. Whenever, it will be reducing the employee turnover to balance the entire
organizational profitability as well as productivity. The expected result, outcome of study depend
upon the different research method that will use by researcher. In this way, research method can
play important role to gather relevant information about the employee turnover in order to gain
more knowledge.
In this study, researcher will improve their own skills, knowledge while helping to create
an effective personality to understand the logical aspect and importance of increasing employee
retention turnover in the organization. Investigator will examine the condition of staff member in
the workplace in term of behavioural, psychological manner, identifying the different motivating
or inspiring parameters. Afterwards, it will easier for predicating the better result or outcome.
Research will utilise this study to improve own ability while managing and controlling the
significant role of high employee retention rate in the workplace.
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REFERENCES
Book and Journals
Al Mamun, C.A. and Hasan, M.N., 2017. Factors affecting employee turnover and sound
retention strategies in business organization: A conceptual view. Problems and
Perspectives in Management, (15, Iss. 1). pp.63-71.
Aliyu, O.A. and Nyadzayo, M.W., 2018. Reducing employee turnover intention: a customer
relationship management perspective. Journal of Strategic Marketing. 26(3). pp.241-257.
Annosi, M.C. and Brunetta, F., 2017. Linking Organizational Controls and Organizational
Learning: Research Approach and Methodology. In New Organizational Forms,
Controls, and Institutions (pp. 111-137). Palgrave Macmillan, Cham.
Basias, N. and Pollalis, Y., 2018. Quantitative and qualitative research in business & technology:
Justifying a suitable research methodology. Review of Integrative Business and
Economics Research. 7. pp.91-105.
Casey, D. and Sieber, S., 2016. Employees, sustainability and motivation: Increasing employee
engagement by addressing sustainability and corporate social responsibility. Research in
Hospitality Management. 6(1). pp.69-76.
Cimbaljević, M. and et.al., 2020. How do job-related constructs determine employee turnover?
Serbian hotels example. Journal of the Geographical Institute" Jovan Cvijic", SASA.
70(2). pp.129-143.
Kim, R.S., 2017. Mixed methods action research: Intervention strategies for employee turnover
in ethnic Asian enterprises in New Zealand (Doctoral dissertation, University of
Liverpool).
Mathieu, C., Fabi, B. and Raymond, L., 2016. The role of supervisory behavior, job satisfaction
and organizational commitment on employee turnover. Journal of Management and
Organization. 22(1). p.113.
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Ntenga, E.K. and Awuor, E., 2018. Leadership style and employee turnover intentions in
organizations in Kenya: A case of xyz company. Journal of Human Resource &
Leadership. 2(3). pp.87-109.
Sun, J., Lee, J.W. and Sohn, Y.W., 2019. Work context and turnover intention in social
enterprises: The mediating role of meaning of work. Journal of Managerial Psychology.
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