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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
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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 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
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Problem Statement
How does employees turnover affect the effectiveness of
organization?
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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).
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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?Bahria University Islamabd
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Theoretical Framework
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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
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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 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
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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 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.
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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 measuresWe 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 )Bahria University Islamabd
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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 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
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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
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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.
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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