Mbr Shakeel Presentation

7/31/2019 Mbr Shakeel Presentation

1/29

RESEARCH METHODS FOR BUSINESS

Presentation on Research Proposalof Employee Turnover

Presented To:Madam Mehnaz Khan

GROUP MEMBERS

Shakeel ZafarAzar IqbalSohrab Mughal

Akash Hussain

Bahria University Islamabad


2/29

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.

Bahria University Islamabad


3/29

Major Effects of Employee TurnoverEmployee 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 butcant

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 &

cantachieve its major goalsBahria University Islamabd


4/29

Problem Statement

How does employees turnover affect the effectiveness of

organization?

Bahria University Islamabd


5/29

Abstract of literature reviewThe 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).



6/29

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



7/29

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?Bahria University Islamabd


8/29

Theoretical Framework



9/29

HypothesisEmployee Turnover:

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)

H0: Effective compensation has no impact on organizational effectivenessBahria University Islamabd


10/29

Operational Definition



11/29

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



12/29

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 researchstudies, 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.Bahria University Islamabd


13/29

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



14/29

Extent of researcher interferenceInterference 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.



15/29

Study setting

As our study is correlational & we used minimal

interference so we used this method

noncontrived settings



16/29

Measurement and measuresWe used the following methods in Research findings measurement:

Ratio Scales

Nominal Scales

because these scales give maximum accuracy in measuring

the variable.



17/29

Unit of analysis Individuals

Organizations



18/29

Sampling Non-Probability Sampling



19/29

Time horizon Cross sectional studies/one shot



20/29

Data collection method

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

assisted interviews and electronic media)

Questionnaires

Observation



21/29

Data Analysis

Getting a goodness of data

Testing the goodness of data

Testing the hypotheses developed for the research



22/29

Survey Questionnaires for the Employee

Turnover effects



23/29

Methodology

Sampling Plan

Sampling design

Sample technique



24/29

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 )Bahria University Islamabd


25/29

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



26/29

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 highlightedfactors 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 changingBahria University Islamabd


27/29

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 co-

workers 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



28/29

Limitations in Conducting Research

Following are the limitations in Research work when ourgroup 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.



29/29

Recommendations Keeping them informed about the companys long-range plans so that they can motivate employees to move in that

direction.

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 welcomedBahria Uni ersit Islamabd

Documents

Mbr Shakeel Presentation