Research Methodology On Staff Turnover, Retention And Productivity

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.

The research design and methods of a study are constructed based on identifying the research problem, developing the theoretical framework, and reviewing the literature (Merriam, 2009). However, the heart of any research design, according to Maxwell (2013), is the research questions. The research questions help to focus the study and influence the choice of research design and methods for data collection. “More than any other aspect of your design, your research questions will have an influence on, and should be responsive to, every other part of your study” (Maxwell, 2013, p. 73).

A research design can be understood as the planning of any scientific research from the first to the last step. In this sense it is a program to guide the researcher in collecting, analyzing, and interpreting facts (Bless and Higson-Smith, 1995:63).

This paper will review different styles of research design along with how different variables within research can be measured.

Some feel their supervisors don’t understand them and some are just on the way to the next highest paying job. No matter the reason, the loss of staff affects the quality and quantity of service we provide to our clients. Turnover increases critical incidents with our clients by putting them in harm’s way by utilizing staff they may not have been properly trained to deal with the client and their particular needs (Wenger, 2011). Furthermore, turnover causes severe staffing shortages and increases overtime costs for additional staff to cover those vacated positions (Wenger, 2011). As an HR professional, I wanted to focus this research on finding the answers to the questions I had around turnover. My research will include the concepts of recruitment and selection in acquiring human resources as well as compensation and training and development and will be used in formulating the strategic recruitment plan.

In addition this study is expected to link the gap on the determinants of employee retention in the organization. The researcher is convinced that there is more than one solution available to promote employee retention as there is definitely not only one factor that is causing nurses to leave their organization. Finally the researcher believes that this research study would give an opportunity for the organization to grow and at the same time it gives new life for the

Researches are always carried out with the purpose of answering questions that are there, to ascertain a particular phenomenon or to prove a concept. Different researchers have different reasons for carrying out their research and this is encourage because the knowledge that is gained can be used by the others in improving that research or better understanding what the situation is. This paper tries to look at what the researchers were after and at the same trying to see the challenges they faced and their limitations. It basically tries to understand why the researchers chose the research design that has been used in the research.

Staff retention is the process of keeping staff in the business; businesses want to keep their employees working for them for as long as they can. During the employees working period, the employee would have accumulated experience and developed their skills whilst working for that business. Finding a new employee will be easy to find however they will not encounter the same knowledge and level of experience. ‘On average the cost of replacing an employee is £30,000, it also takes up 28 weeks on average for a new recruit to get up to speed.’ When employees decide to leave the company, the employer should preform an exit interview. During the exit interview, the employer may discover the reason/s why the employee wants to leave. It may be that he/she feels as if they are not being paid enough. Employers can try to resolve the issues, which may reduce the risk of other employees leaving the company. This improves performance as retaining staff means that you will have more employees working for. A great number of employees mean that you are more likely to make more profit at a faster rate, this will have a positive impact on the business’ financial performance. Retaining staff also means that they will continue to develop their skills and accumulate experience even further. Once a staff member has been there for a long time they may be promoted to a managerial role.

Research methods provide guidance on designing a study. Research design and use of theory varies per research method. Each design has specific requirements pertaining to issues such as the role of theory, data collection, and the use of variables (Jackson, 2012). Researchers conduct studies when a problem or gap in the literature pertaining to a topic is identified, or when a weakness in an existing theory is identified. The researcher then formulates a research question. The research study should be designed to answer the research

One of the biggest concerns among healthcare professionals today is job satisfaction. There are many articles which discuss issues related to this subject, and Nurse Staffing and the Relationship to Job Satisfaction and Retention is one of them. Four College professors, Debra Hairr, Helen Salisbury, Mark Johannsson, and Nancy Redfern-Vance came together in 2014 to conduct a study to see if nurse-patient ratios have a connection between job satisfaction and retention and to write a research article on their findings.

As requested, I am submitting the attached report titled Addressing High Employee Turnover Rates: A recommendation. This report outlines my examination of existing data concerning employee turnover rates and remedies to help retain high quality employees.

Employee turnover is one of the major concerns in the professional environment. The businesses are in need of employees who can relate with the organizations so their employee turnover rate can be reduced. Human Resources Management (HRM) suggests that managerial procedures are strengthening the relationship between the employees commitment towards organization and make it easy to understand the objectives along with mission. HRM practices and organization execution are the one that directs the employees and determine their intentions for turnover rate.

Research methodology is a way how the research is conducted step by step and in order. There are two methods used for data collection which is the primary data and secondary data. These data can be obtained and used many ways. The data is taken and analyzed in advance to produce a result that we can use for research and future reference. This study will relate to the objective we want to achieve and finding the answer to every objective we seek. In order to successfully achieve the objectives we seek, we must know

Employee turnover is one of the main challenges facing the hospitality industry all over the world. An increase in turnover gives the restaurant’s heads of human resource department an added task of recruiting and training staff. This strains the restaurant’s finances and affects the net income the restaurant collects. In the case study, the vice president of human resources, Terry Dickson, wants to come up with a solution to the high turnover problem. Consultations are very important to ensure that the selection system made satisfies all the parties involved. The purpose of this paper is to explore the cause of the high turnover, the responsibility

The above objective is fulfilled by initiating an exact design required for performing the research process. The research design illustrates the basic understanding about the research (NLP) and various features.