RESEARCH METHODS FOR BUSINESS

Presentation on Research Proposal of Employee Turnover

Presented To:
GROUP MEMBERS Madam Mehnaz Khan

Shakeel Zafar Azar Iqbal Sohrab Mughal Akash Hussain

Bahria University Islamabad

Introduction of the Problem

Employee turnover means the rate of employees leaving the organizations. Employee turnover has always been a matter of concern for organizations. A large degree of employee turnover is highly damaging to both the organization as well as the employees. Turnover has an impact over the organizations costs relating to recruitment and selection, personnel process and induction, training of new personnel and above all, loss of knowledge gained by the employee while on job.

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Major Effects of Employee Turnover

Employee turnover have a very destructive affect on the organizations in the
manner of performance and the cost incurred on the development of employee for future perspective. There are three types of employees in the organizations; first one is lower, 2nd one is middle, 3rd one is upper. A company can took efforts to survive with alternative of lower & middle level employees but cant live without upper level employees because each organizations thinks that we achieve the desire goals & planes through upper level management efforts because they have Know how & experience with the system to get work done. So when Major Employees leave the organizations; the company went down & cant achieve its major goals
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Problem Statement

How does employees turnover affect the effectiveness of organization?

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Abstract of literature review

The concept of voluntary turnover can be explicated only when it is accepted as a
combination of social, economic, and psychological processes (Udechukwu et al., 2007). Further, studies indicate that voluntary turnover is an consequence of employee initiating

the termination of their employee organization relationship (see Lambert, 2001, for
example). Additionally, various models on turnover behavior indicate the multistage nature of the term and suggest that it includes attitudinal, decisional, and behavioral

components (Parasuraman, 1989; Price and Muller, 1981; Weisman et al. 1980).

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Objective of the Study

To investigate the impact of employee turnover on the

organizational performance.
To explore the relationship b/w dependent variable &

independent variable
To explore the relationship b/w employee turnover &

the factors which may cause the employee turnover

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Research Proposal
This is our Research proposal in which we tell you what is the

problem?
Where is the problem? When problem occurs? Why problems

occur?
From whom & from where we get the details of the research

findings?
What is the objective of the Research? What is our Research process in research work? What is our Research design? What are the main characters in the research? What are our recommendations to solve the issue?
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Theoretical Framework

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Employee Turnover:

Hypothesis

H1::There is affect of employee satisfaction, employee motivation and employee involvement on employee turnover.(Nondirectional hypothesis) H0: There is no affect of employee satisfaction, employee motivation and employee involvement on employee

turnover.
Job Satisfaction: H1:Employee turn increases when job satisfaction decreases. (Directional hypothesis) H0: Employee turn decreases when job satisfaction increases.

Employee Motivation:
H1: There is affect of employee motivation on employee turnover. (Nondirectional hypothesis) H0: There is no affect of employee motivation on employee turnover. Employee Involvement:

H1:There is affect of employee involvement on employee turnover. (Nondirectional hypothesis)

H0:There is no affect of employee involvement on employee turnover. Effective Compensation: H1: Effective compensation has positive impact on organizational effectiveness. (Directional hypothesis)
Bahria University Islamabd H0: Effective compensation has no impact on organizational effectiveness

Operational Definition

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Research Design
Purpose of the study Types of investigation Extent of researcher interference Study setting Measurement and measures

Unit of analysis
Sampling Time horizon

Data collection method

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Purpose of the study

We used in our research the following methodologies in

Research findings:
Hypothesis testing Exploratory Studies

We are going to proof the hypothesis we generate for research

studies, it will come under hypotheses testing study. The other one we also
used exploratory study in which we find & explore the hurdles due to which employee leaving the organizations by using methodology of interviews, questionnaires & observation techniques.
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Types of Investigation
our research is based on hypothesis & questionnaires; so we used

correlational type of study.Correlational type of investigation

will be suitable for our research, actually our hypotheses is like we hypnotizes that "effective compensation has positive impact

on organizational effectiveness Thats why we select this

method to identify the important factor associated with the problem.
Correlation

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Extent of researcher interference

Interference can be happen in two possible ways in business research:
Minimal:

Studying events as they normally occur. (Natural environment)

Manipulation:

Control and simulation (Artificial environment)

As you know, in the type of investigation stage we have selected the correlational investigation. A correlational study is conducted in the natural environment of the organization, with the researcher interfering minimally with the normal flow of work.
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Study setting
As our study is correlational & we used minimal
interference so we used this method
noncontrived settings

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Measurement and measures

We used the following methods in Research findings measurement:
Ratio Scales Nominal Scales

because these scales give maximum accuracy in measuring the variable.

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Unit of analysis
Individuals
Organizations

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Sampling
Non-Probability Sampling

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Time horizon
Cross sectional studies/one shot

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Data collection method

Interviews (face-to-face interview, telephone interviews, computer-

assisted interviews and electronic media)

Questionnaires Observation

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Data Analysis
Getting a goodness of data
Testing the goodness of data Testing the hypotheses developed for the research

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Survey Questionnaires for the Employee Turnover effects

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Methodology
Sampling Plan
Sampling design Sample technique

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Sampling Plan
Population:

Islamabad companies, industries & organizations

Sample:

companies, organizations, industries of Islamabad

Sample Unit/Size:

6 companies, organizations, industries of Islamabad

Elements:

We filled questionnaire from 12 peoples from different organizations. For survey questionnaire we filled questionnaire from 3 persons from each organization:
Top level management ( 1 persons ) Lower level management ( 2 persons )
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Sampling Frame:
PEARL PHARMACEUTICALS (Mr. Ahsan Iqbal) BENSON PHARMACEUTICALS( Mr. Farukh javaid) ITHAD STEEL MILL(Mr. Jafar Raza) IBM STEEL MILL (Mr. kamran Lashari)

Sampling design: Non Probabilistic Sampling Sample technique: Convenience Sampling

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Research findings
The results verified income, working relationship with co-workers, and balance with work and personal life as key factors that would really affect the decision of the employee to stay or transfer to a better company or more stable job. The findings also highlighted

factors such as job expectation that would affect durability of the

employee. The research also found out that the majority of the respondents would consider leaving the job for a better and more

secure career. Those factors alone could be the cause of high

turnover and could diminish the companys employee standards if the employees keep on changing Bahria University Islamabd

Conclusion
The companies should value the level of satisfaction felt in the company, the level of expectations from the company regarding job experience, level of income received from the company, level of recognition received from the company, the number of rewards received from the company, balance

between work and personal life, the relationship they have with their coworkers as key factors in staying or leaving the company. The companies should offer stable and secure job offering. The above stated are the factors that affect employee turnover of the different companies in Pakistan

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Limitations in Conducting Research

Following are the limitations in Research work when our group members conduct the research in the field, descriptive & hypothetical study:
Lack of coordination from employees & management level.

Lack of finance
Time restraint Limitation in methodology applied Lack of skilled in conducting of research work.
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Keeping them informed about the companys long-range plans so that they can motivate employees to move in that
direction.

Recommendations

Thorough and continued training in all aspects of their job. The opportunity for advancement. Improving management retention program. Create and communicate specific plans to accomplish the mission. Establish a procedure to monitor progress toward the mission. Creating a scorecard that tracks key performance indicators relating to customers, employees, suppliers and financial performance can do this.

Maintain fare and evenly administered practices.

Establish specific procedure for lay of and termination.

Establish merit based performance review procedure with forms that are job related trains people how to conduct reviews monitor the review process.

Trains first then promote policy. Comprehensive compensation to the employees They should increase their morale through increasing benefits Establishing training program to ensure at least minimum training before the new job is begun. It advises that list of expectations be prepared for both newly promoted employees

Participation in decision making as well as on important tasks should be welcomed

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