Team C
Axia College University of Phoenix
09/17/2012
RES/351 Instructor Negussie Nega
Preparing to Conduct Business Research Part 1
Introduction
In this paper Team C will discuss a situation within a company that requires research, hypothesis and variable. We will also go over the ethics that need to be taken into account. The situation that is being faced is the employee turnover rate is too high. This is a significant problem because it is causing the company to lose money each time they have to train a new employee. This is a great situation to research and find out what is going on, and figure out how it can be changed. The research for this will figure out why the situation seems to be that there is a high
…show more content…
Another may be training and development opportunities. The variables that we are looking for in this study will in some way show how to increase employee retention. When dealing with employee retention issues there may be more than one solution to fixing the issue. That is why it is important to ask the right questions during an exit interview as well as in any other form of interview or survey.
Ethical Considerations
In the issue of poor employee retention research is definitely a good way to figure out what the issues are and how to combat them. There are however, ethical matters that should be considered during the research process. Making sure that employees confidentiality is kept during the process is very important, also you want to make sure that race is not involved. It is also important to make sure that the results do not interfere with the employees that are currently employed within the company. It is important to keep the objectives clear, and to make sure that proper consent is given when necessary. Making sure that ethical considerations are taken into account are very important during any business research including finding out why there is poor employee retention.
Conclusion
In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of
I will Use secondary research to give me a wider understanding and hopefully trends within the subject, staff turnover is an ongoing issue for most if not all organisations so there should be readily available information available for me to use in my study.
After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of
Retention of employees is an ability to hold and retained employees that are talented and valuable to the organization. It is a great challenge to retain such employees from leaving the organization and joining the competitors. Employee retention and turnover of employees are two different things. Employees’ retention is referred as the period of the employee being employed in an organization. Whereby turnover intention referred as the number of employee wanted to leave the organization. In any healthcare organization, nurses are the majority employees and they are known to be the key person in healthcare industry (Brown, Fraser, Wong, Muise & Cummings,
International Business Strategy is one of the causes for the company’s low employee turnover The company’s devotion to employee satisfaction rate of 12%. The low turnover rate has impact on learning effects, training costs, and
a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a
When discussing employee turnover and retention the immediate reaction is to view turnover as a negative and retention as a positive. Psychologists have been researching and documenting their findings on the subject for over 50 years, mostly focusing on why people leave organizations (Staw, 1980, p. 253). One cannot deny there are organizational costs due to an employee’s departure; however, it would be naïve not to recognize there are benefits as well. Organizations must weigh the costs of turnover, recognize the benefits, and strive to find a balance.
Employee retention is the solution for improving organizational performance (Dey, 2009). An organization who wants to ensure they keep their employees from leaving their business to work for a rivalry organization is to maximize job satisfaction. To maximize job satisfaction the organization will need to make changes to their training process to ensure that each employee fully understands his or her position in the company. The company should also speak with the employees on how they feel about their job (Spector, 2008). An organization that can create a friendly atmosphere for the employees will have a better chance of keeping them.
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at
Here in the United States, there has been an emerging issue that has challenged management within the workforce. That issue is simply put is employee retention. With so many at will employment options out there, fierce competition amongst business and those businesses looking to operate more efficiently with less staff, employee retention has become an issue. So we have to ask ourselves how do we combat this issue? This issue is a very complex one here in America because of the melting pot we are with cultures, beliefs, structures, restrictions, affirmative action and etc. Throughout our studies the research has shown that thriving organizations will be the ones that adopt and emplace an organizational behavior model that focuses on being
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time. Retention of human resource is beneficial for the organization as well as for the individual too. Materialistic era and utility theory are responsible for changing of jobs. Corporate are facing problems in employee retention. Hiring calibre people to the organization is the perpetual need of organizations, but retention also is
Employee retention is a practice in which the employees are convinced to stay in the organization for the most period of time or until the accomplishment of the plan. There is no scarcity of opportunities for a capable person. There are countless organizations, which are looking for such employees. If individuals are not satisfied by the job they are doing, they might switch over to some other more appropriate job. In today’s upbringing it turns out to be very imperative for organizations to retain their employees (Dibble, 2000). Employee retention is supportive for the organization with that of the employee. Employees today are diverse. They are not the ones who don’t have first-rate opportunities in hand. As soon as they
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at
Consistent with the case study, ABC technology has been facing the issue of staffing and retention. The company can attract the best talent in the market. However, the nature of the work handled by employees has resulted in high turnover rate. The company ends up incurring high expenses in regards to recruitment and selection. Essentially, it is forced from time to time to recruit new employees to replace those who are
The current global business environment is proving to be shaky especially due to the ripple effects of globalization. Both local and international businesses are increasingly feeling the pressure to grow initial investments in order to fulfill the needs of stakeholders. Even as these businesses continue to make adjustment to measure up to the international standard thresholds, the area of human resources continues to readjust itself in accordance with current market demands. Clarke et al (2010) documented that the field of human resource has for a long time been considered the epicenter of any economy’s development processes. The highly competitive business environment coupled with highly deteriorating on social conditions that have weighed-in on the employees thus causing high turnover in the banking institutions. Various definitions of employee turnover have cropped, however, according to Griffeth (2004), employee turnover is considered to be the ratio of the total headcount of members that have left an organization within a specified period divided by the standard number of employees during the period under consideration. It has widely been interpreted as a measure of general effectiveness of human resources in that a high turnover translates to low effectiveness and vice versa. Employee turnover is a big problem prevalent in many institutions and is mostly associated with actions taken by organizations to reduce expenses and
Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average time with the company than those of other companies in the same industry. This can be a scary trend as high turnover may be harmful to a company 's productivity. This is especially harmful if skilled workers are often leaving and the worker population contains a high percentage of rookie or novice workers. Research and observations show that an experienced employee often has an insight to the details of the processes that make