Human Resources Management
Statement of the Problem
This researcher finds the necessity for a study that specifically investigates major issues relating to employee turnover.
Aims and Objectives
The objective of this study is to identify the reasons behind employee turnover. It will also attempt to identify what strategy is needed lessen employee turnover. Specifically, the aims are:
- To determine the HRD strategy within the context of employee motivation, compensation and job satisfaction in the company.
- Give an overview to workers, the nature of occupation, the costs in hiring a new employee and the perceived contributions of a top-skilled worker as well as the effects of resignation of a worker to the firm.
- Discover how workers are compensated and satisfied. Study labor turnover in the company and derive the general retention procedure for workers.
- Identify the employee issues that concern work satisfaction.
- Synthesise data and determine if the strategy used is applicable and adequate for an organization to retain its talents and identify the reason behind employee turnovers.
Background of the Study
Employees or workers are generators of every business. Without them, an organization or a business will not function well. Their roles are very vital because they perform every duty required for the success of the organization. The owner cannot make a business grow all by himself. Employees are needed to ensure that different tasks are being given focus and that the business operations function with ease and mobility. Thus, employees especially those who are considered top-skilled and dedicated should be treasured and taken care of.
Top-skilled and dedicated employees are hard to find, and sometimes it takes a considerable amount of time just to find one. Actually, employees should also be valuable for their values and loyalty to the organization. However, ironic as it may seem, these types of employees are not willing to share their skills for nothing. This is the problem that most business organizations currently confront. Given the different types of motivational approaches, innovative compensation schemes and benefits, high turnover rate was still apparent to some businesses today.
Actually, it is the task of the Human Resources Department to not only attract, develop talented and dedicated employees but also retain them. Basically, the capability of business to get, train, and retain a capable workforce will be a vital aspect in developing a successful organization (McGee, M. K. 2005; p. 48). Human Resource Managers have what it takes to meet a “high-performing organization” and meet success amidst a “global, dynamic, and continuously changing competitive environment” (Sims, 2002, pp. 2).
The retention of a firm’s employees and evaluation of turnover rate is already tantamount to a competitive advantage amidst a turbulent time. Thus, it is vital to identify the reasons behind high turnover rate in most businesses.
Variables and Hypotheses of the Study
For this proposal, the independent variables are classified into two categories i.e. job satisfaction and job motivation strategies of employees. On the other hand, the dependent variables are the classified reasons of employee turnover in a company. Thus, this paper attempts to validate the following hypothesis:
- There is a significant relationship between job satisfaction and employee turnover.
- Job motivation strategies of the HRD has significant impact employee turnover.
Operational Definitions and Measurements
For this research proposal, the researcher will gather data, collate published studies from different local and foreign universities and articles from social science journals; and make an analysis of the collected documentary and verbal material in order to support the results independent variables measurements. Basically, the variables will be measured using survey and interviews. Afterwards, the researcher will summarize all the information, make a conclusion based on the hypotheses posited and provide insightful recommendations on the learning on employee turnover.
Research Design and Methodology
For this study, a descriptive type of research method will be used. The descriptive research method uses observation and surveys. In this method, it is possible that the study would be cheap and quick. It could also suggest unanticipated hypotheses. Through this method, it permits a flexible and iterative approach. On the other hand, during data gathering the choice and design of methods are constantly modified, based on ongoing analysis. This permits research of significant questions and new issues as they arise, and permits the researchers to crash down idle areas of study from the original plan.
For validation purposes, the researcher will initially submit a sample of the set of survey questionnaires and after approval; the survey will be conducted to five respondents. After the questions were answered, the researcher will ask the respondents for any suggestions or any necessary corrections to ensure further improvement and validity of the instrument. The researcher will again examine the content of the interview questions to find out the reliability of the instrument. The researchers will eliminate unrelated questions and will modify words that seem to be difficult to understand by the respondents into simpler terms.
The general population for this study will be composed of those who respond to the questionnaire and interview. Sixty (60) respondents that are composed of managers, staff, administrators, and personalities are given the survey questionnaires. The researcher shall also provide interviews to ten (10) respondents. The simple random sampling method will be used for this study.
The subjects will fill out the survey questionnaire prepared by the researcher. On the other hand, another set of questionnaires will be created for the managers’ interview. Actually, using a Likert scale (Creswell, 2001; p. 53), with a five-response scale, the subjects will be given five response choices.
Data Collection and Ethical Consideration
The researcher opted to use the questionnaire as a tool since it is easy to construct having the rules and principles of construction are easy to follow. Moreover, copies of the questionnaire could reach a considerable number of respondents either by mail or by personal distribution. Generally, responses to a questionnaire are objectified and standardized and these make tabulation easy. Basically, the interviewer didn’t influence the responses of the subjects and they make sure that these responses are of their own free will. This is one way to avoid biases, particularly the interviewers’ bias. The researcher will also use graph and charts for data presentation.
In order to correctly interpret the data in such a way that its result will reflect what the study originally intends to show then the researcher must employ the correct and accurate way of data analysis. The method of data analysis then chosen for this study is through grouping the answers by category, then allowing them to be tabulated and analysed through percentages. Tables may be used to present these findings in order to show the raw data tabulations and the percentage of people per category has chosen to answer the same. The researcher will be assisted by the SPSS in coming up with the statistical analysis for this study.
Conclusions, Interpretations and Recommendations
For this research proposal, it shows a simplified explanation on how the research took place as well as explains the different stages it underwent. This research study has a broad range of topics regarding the reason behind employee turnover. Even though the focal idea is on the respondents’ perception, other concerns such as the respondents’ needs and other general information about business development are discussed. This research attempts to validate that there is a significant relationship between job satisfaction and employee turnover and determine if job motivation affects employee turnover.
The outcome of this study is limited only to the data gathered from books and journals about procurement strategies and business development and from the primary data gathered from the result of the questionnaire survey and interview conducted by the researcher. Basically, background of the study presented several issues that only emphasises and stresses the need for a study in determining the reason behind turnover among workers. So far, it is hoped that fruitful recommendations will be formed in this study in order to stop or lessen the issues of employee turnover among firms.
Creswell, J.W. (2001). Educational research: Planning, conducting and Evaluating quantitative and qualitative research. OH: Merrill/Prentice-Hall. pp. 45-61.
McGee, M. K. (2005). “Retention Tension.” InformationWeek, #1063, pg. 49-56.
Sims, R.R. (2002). Organisational Success through Effective Human Resources Management. Connecticut: Quorum Books. p. 2.
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