MSBP 1: Staff Retention Report: A Case Study of Wilton House Care Home

This report, focusing on a case study of Wilton House Care Home, investigates staff retention within the organization. The research aims to evaluate employee retention, identifying factors that boost functional goals. It includes an introduction, literature review, methodology, results, conclusion, recommendations, and reflection. The report analyzes the evolution of staff retention, challenges faced, and ethical considerations. It presents a GANT chart, work breakdown structure, and risk register to outline the project's scope and limitations. The study recommends innovative strategies to enhance staff retention and overcome challenges, providing valuable insights into talent management and workforce motivation within the care home environment.

MSBP
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TABLE OF CONTENTS
TASK 1............................................................................................................................................4
Research topic:.............................................................................................................................4
AIM..................................................................................................................................................4
Objectives:...................................................................................................................................4
Scope and limitations of research................................................................................................4
Resources and cost considerations of research............................................................................4
GANT CHART............................................................................................................................5
WORK BRAKDOWN STRUCTURE........................................................................................7
Risk register.................................................................................................................................7
Ethical issues...............................................................................................................................8
CHAPTER 1: INTRODUCTION....................................................................................................9
CHAPTER 2:LITERATURE REVIEW........................................................................................11
CHAPTER 3: METHODOLOGY................................................................................................14
CHAPTER 4: RESULTS...............................................................................................................17
COCNCLUSION...........................................................................................................................19
RECCOMENDATIONS................................................................................................................20
CHAPTER 6- REFLECTION.......................................................................................................22
REFERENCES..............................................................................................................................25
Appendix....................................................................................................................................27
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TASK 1
Research topic:
The research will be done on care home and staff retention Basel on staff interviews at Wilton
House Care Home for identifying how it is understood as widely crucial for gaining stronger
work synergy which enhances overall growth and motivation standards. This topic of research
has been taken for identifying company future potentialities, larger vision oriented growth and
also for governing new functional goals identified in longer run for enhanced goodwill among
consumers. It can be understood as one of the more technical aspect where there has been wide
productivity analysed, keen growth worked on for more innovative working scenarios among
organisations (Alhmoud. and Rjoub, 2019).
AIM
To evaluate employees retention within staff within organisation , for acknowledging
various factors which boost overall functional goals within diversified parameters. A case study
on Wilton House Care Home
Objectives:
 To analyse evolving concept of staff retention.
 To evaluate various methods to enhance and boost staff retention at Wilton House Care
Home
 To identify challenges which needs to be overcome within procedures
 To recommend new innovative strategies to boost staff retention
Scope and limitations of research
The scope of Wilton House care can be understood to be limited within Wilton House
Care only, where research will be done only on this topic and also productively there is limited
research goal identified within business. There is also keenly less progression due to limited time
factor and resources, where there are varied aspects of larger vision lacking which makes
research also less defined within purposive goal.
Resources and cost considerations of research
The resources used within research of the topic will be based on overall use of new
advanced technical resources such as skilled humans, new working aspects and skills pertaining
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to varied parameters developing focus towards wider goals within business avenues (Bake,
2019). The cost considerations are based on the fact that main aim is to keep budget limited in
use, keep efficacy strong and also be productively focused on bringing new functional innovation
within working goals in future. It can be identified that cost and resources within resources will
be aimed to effectively be communicated among varied aspects and departments within
functional scenarios, so as to keep objective highly organised.
GANT CHART
Task
Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled
selecting the topic and framing
aim and objective 4 days Mon
11/23/20
Thu
11/26/20
Auto
Scheduled making project management plan 6 days Fri 11/27/20 Fri 12/4/20 1
Auto
Scheduled review of different literature 8 days Mon
12/7/20
Wed
12/16/20 2
Auto
Scheduled listing out methods of research 10 days Thu
12/17/20
Wed
12/30/20 3
Auto
Scheduled framing of the questionnaire 5 days Thu
12/31/20 Wed 1/6/21 4
Auto
Scheduled
providing questionnaire to
respondent 6 days Thu 1/7/21 Thu 1/14/21 3,5
Auto
Scheduled collecting the data 10 days Fri 1/15/21 Thu 1/28/21 6
Auto
Scheduled interpreting the collected data 15 days Fri 1/29/21 Thu 2/18/21 7
Auto
Scheduled concluding and recommending 4 days Fri 2/19/21 Wed
2/24/21 8
Auto
Scheduled doing formatting 5 days Thu 2/25/21 Wed 3/3/21 9
Auto
Scheduled Feedback 6 days Thu 3/4/21 Thu 3/11/21 10
Auto
Scheduled
making changes as per given
feedback 3 days Fri 3/12/21 Tue 3/16/21 11
Auto
Scheduled submitting final research 1 day Wed
3/17/21
Wed
3/17/21 12
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WORK BRAKDOWN STRUCTURE
Risk register
The risk register will be widely focused on keeping end targets at high focus for effective
usage of all resources, new functional goal diversification of various paradigms and also for
gaining larger vision of various risks which may be impacting within longer run. Risk register
will be widely focusing on keeping active working scenarios based on varied resources at
structural domains, which will measure risks and also keep mitigation active within varied
aspects.
Risk description Likelihood of the
risk
Impact of the risk Mitigation of the
risk
Financial risk LOW High, resulting in
project failure
Financial risk s can
be mitigated by
taking high focus on
stringent larger focus
on keeping effective
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resources at
structural usage.
Project schedule
risk
High High due to
dynamic changes
and varied time
evolving avenues
Mitigation of the
project schedule risk
will be done by
keeping the
resources analysed
within regular time
periods, for ensuring
efficiency at projects
Project design
failure
High Highly reducing
overall productive
functional goal
verification
Mitigation will be
based on keeping
alternative
innovative ideas
ready, and also
widely focusing on
new varied aspects.
Human resource
failure
LOW High Strategic planning
and also maintaining
focus on keeping
retained human staff
members within
contingency
departments.
Ethical issues
The ethical issues such working productive business goals shall be kept at focus for
reaching at appropriate usage of research goals within varied horizons where there shall be wide
focus towards bringing on new aspects of working synergy among larger vision oriented growth.
All employees will be asked questions based on their personal approvals so at their sentiments
are not hurt and also there is no biases within project which will ensure results to be accurate
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within functional domains. Research goals will be also making sure that the addressing of all
resources will be done widely only on new keen growth paradigms, focusing towards keeping
ethical parameters at focus while communication (Degbey, Rodgers, and Weber, 2020).
CHAPTER 1: INTRODUCTION
In recent scenario, there are number of challenges that are faced by business sector
related to talent management that have adversely impacted on operation of enterprise. Talent
management is a process of hiring or selecting and retaining talented and highly skilled Staff
within organisation. Company by retaining maximum number of individuals can easily served
large number of people that are living in society and quickly attain its respective objectives. The
research is about Wilton House Care Home, that is nursing and resident care home in London
with highly trained staff and safe surroundings. Organisation main motivate is to provide a pace
to live for older people so that they can better qualitative life and perform their respective day to
day activities. The main aim of research is to understand several key challenges or issue that are
faced by management in retaining highly talented and skilled staff. At the same time find
recommendation or suggestion the way manager can handle diverse individuals so that several
operation of firm can be completed within limited time frame and cost. The study is important as
it will helps other organisation to know the way they can retained maximum individuals within
firm and attain their respective objectives. So, overall the study mainly focus on talent
management or the way large number of staff can be handle and motivate to give their best. The
report has included research methodology, literature review, data collection and analysis or
results and at last reflection. There is separate chapters have been made for better research and
outcome like research methodology helps in understanding several method that have been used
by scholar to pursue the project. Literature review as include point of view of several authors
regarding the way talented Staff can be motivated to work for organisation for many years. Data
collection and results chapters that included information related to answer given by staff member
of Wilton House Care Home regarding challenges and the way company have effectively
manage staff members that lead to grow and expansion of enterprise.
AIM
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To evaluate Staff retention within staff within organisation , for acknowledging various
factors which boost overall functional goals within diversified parameters. A case study on
Wilton House Care Home.
Objectives:
 To analyse evolving concept of staff retention.
 To evaluate various methods to enhance and boost staff retention at Wilton House Care
Home
 To identify challenges which needs to be overcome within procedures
 To recommend new innovative strategies to boost staff retention
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CHAPTER 2:LITERATURE REVIEW
There are various research underwent within focus towards developing employee
retention aspects where various factors worked on towards evolving employee strength retention
has been done to analyse company strengths within longer run. Various parameters can be
discussed as follows:
Evolution of various important aspects within staff retention
.
As per the views of Diah, Hasiara and Irwan, (2020) there are various aspects defining
importance of staff retention among business horizons where employees staff retention is widely
important for staff workforce building, through which company goodwill is widely built on
longer term. Staff retention plays high importance for workforce growth scenarios to develop
larger functional scenarios to yield focus on growth objectives for stronger development of talent
growth keen determinants. It can be analysed that companies workforce retention plays large
functional active role for enhancing vision formational aspects, where employees motivation
plays high active functional goal for grown efficiency. Professionally also employees retention
has high positive work culture within business domains efficiencies for longer term retention
among company workforce culture which builds wider important role to define quest horizons.
Author has also identified within research that employee retention is widely connected with HR
practices which are being employed within companies, to keep workforce motivated and vision
oriented within longer time frame.
It can be also analysed as per the views Jha, (2019), HR department technically widely is
focused on generating new strength evolving within varied aspects such as talent enrichment,
diversity motivation and also to productively enhance stronger perfection goals diversification by
training employees. It has been also identified within research papers that HR needs to work on
diversely working on work enhancement goals with advanced innovation, creative to keep
employees highly motivated within workforce. The author has discussed focus on importance of
keeping strong employees retention at high percentage goals where there are technical goals
diversified within stronger primitive aspects and also to actively grow on stronger vision.
Challenges for analyzing staff retention within organisations
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As noted by Kryscynski, (2020), author discusses focus on varied challenges for
analyzing staff retention within organisations, where there are large functional variations coming
on which reduces stable employee retention on longer time period. The author analyses that staff
retention is reduced due to monetary dissatisfaction, where employees are not given proper
financial benefits, incentives and also the opportunities to look beyond their working parameters
is highly limited. It can be practically analysed that with limited financial benefits employees are
not able to seek wider working goals objectives where financial benefits are widely lacking.
There is wide reduction among companies who do not use financial motivation for retaining
employees within business horizons for longer time, where the business scope is also highly
limited for exploration which widely impacts turnover goals. The financial benefits have stronger
impact to enhance working vision to keep employees strengths at stronger rate and also for active
growth within varied aspects.
As noted by Kurd. and Alshurideh, (2020), author has analysed that staff retention is
also reduced when there is dearth of opportunities, as challenge is based on fact that employees
often look varied growth functional diversity to keep them actively diversified. The challenge of
dearth within opportunities widely enforce focus on fact that there shall be active growth by
bringing on stronger synergy, also to be productive about keeping evolving aspects for new
work growth goal. The HR department shall widely focus on talent enrichment, recruiting
employees with best skills and new determinants for larger vision growth on wider domains
goals operatives to yield focus on larger active functional synergy.
As per the views of Narayanan., Rajithakumar and Menon, (2019), lack of vision create
unrealistic expectations and there is larger deficiency within company business growth which
reduces employee’s retention, where this challenge is widely impacting employee turnover to be
peaked on. It can be also productively analysed that lack of vision hinders functional growth,
objectives and new operational growth metrics widely as there is high active innovation
scenarios widely. It can be also analysed that author has analysed focus on fact that employees
have tendency to get bored with regular work if there is not active innovation and larger vision
oriented objectives among working parameters for larger work scenarios. It has been analysed
that lack of new quality work growth hinders functional diversification on varied working
operational growth scenarios, and to yield diversified long term goals which will also potentially
build higher determing success.
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