Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 33 Research project of small business Enterprise
"Factors that influence a high employee turnover for a small company"
The number or ratio of employees left the organisation and get replaced by the new employees get termed as employee turnover. Every organisation is having ratio of employee turnover. Employee turnover is of four types such as voluntary turnover, involuntary turnover, functional turnover and dysfunctional turnover.
When employees voluntarily decided to resign from the company due to better job offer, conflict with other staff members or due to non-availability of growth opportunities is termed as voluntary employee turnover (Cui & Li, 2015).
When employer decided to discharge an employee forcefully due to its poor performance, conflict with staff members, etc. is termed as involuntary employee turnover.
When an low-performing employee left the company then it is denoted as functional employee turnover (Cui & Li, 2015).
And when high performing employee left the company it get denoted as dysfunctional employee turnover.
In small company the rate of employee turnover is high and behind this there are various factors that influence it in effective manner. The factors may be low income, huge work load, lack of growth opportunities, attractive external job opportunities, etc. Increase in employee turnover put adverse impact over the performance of the small company as it increases the cost of training and other costs also (Cui & Li, 2015).
There are different factors that influence the employee turnover in small company such as: -
In the below table action plan is shown that get followed in order to execute the research study systematically such as: -
Action Plan: -
Required time period (in days)
Select research topic
September 24th, 2016
September 27th, 2016
Perform ground research
September 28th, 2016
September 29th , 2016
Took approvals & permissions.
September 30th, 2016
October 8th, 2016
Prepare the documentations
September 30th, 2016
October 5th, 2016
Collect data from different sources
October 9th, 2016
October 18th, 2016
Analyse the collected data.
October 19th, 2016
October 24th, 2016
Make recommendation and conclusion and submit the prepared report.
October 25th, 2016
October 28th, 2016
Gantt Chart: -
Once the set of information is gathered from primary source the quantity of information is huge and with the effect of limited time period it become difficult to analyse the whole information. All the information is arranged in a systematic manner in order to make use of it for taking out the locusassignments.
Sampling method: - As the gathered data is arranged in systematic manner as it is not possible to analyse whole information. There is effective need of taking locusassignments.so that required information is extracted from the data and utilised for meeting the objectives. Random sampling method get utilised for the purpose of taking locusassignments.out of the gathered information (Kao, et. al., 2016).
Questionnaire: - The prepared questionnaire get utilised for conducting survey for getting current information related to the research topic such as: -
Respondent's Name: -
Inadequate salary structure impact adversely on job satisfaction.
Small business have huge work but low wages that increases employee turnover
It is necessary to get appreciation from co-workers as well as from managers for the job done.
Increase in competition lead to increase in work pressure that results into high employee turnover
Small businesses are not able to pay high remuneration to employees that increase employee turnover
Small businesses having less opportunities as compare to large companies due to which their employee turnover is high
Internal promotion system in small companies is also not impressive to sustain employees for long
In small organisation single authority need to execute various activities that create work pressure.
External job opportunities attract the employees that raises employee turnover ratio for small company.
Work pressure remain very high in small company.
Research Questions: -
What are the factors that influence employee turnover?
There are different factors that influence the employee turnover such as: bad match between employee's skill and job, lack of growth opportunities, ineffective tools and equipments, lack of supervision, unequal wages, external attractive opportunities and many more.
What are the different type of employee turnover?
There are four types of employee turnover such as voluntary turnover, involuntary turnover, functional turnover and dysfunctional turnover (Yeniman Yildirim, et. al., 2011).
Is employee turnover is also beneficial for small company?
When employee turnover is related to involuntary and functional turnover then it is beneficial for small company as unskilled, inappropriate and unprofessional employees goes out of the firm. This create opportunity for them to fill up the place with right employee (Yeniman Yildirim, et. al., 2011).
Measure the adverse impact of employee turnover over small company?
The adverse impact of employee turnover over small company is huge as it increases the cost for them, increase training cost, hampers their hiring process and many more (Yeniman Yildirim, et. al., 2011).
Hypothesis No. 1: - Employee turnover put adverse impact over the processing of the small company.
Analysis: - If the processing of small company is affected with the increase in the employee turnover then they need to minimise their employee turnover. The kind of employee turnover is voluntary and dysfunctional turnover that effectively affect the processing of the small company as they lose efficient employee from their organisation (Yeniman Yildirim, et. al., 2011).
Hypothesis No. 2: - Employee turnover positively impact the processing of small company.
Analysis: - If the processing of small company is affected positively as they process their activities adequately then it is considered that their employee turnover is beneficial for them. If the employee turnover is involuntary turnover and functional turnover then it is considered beneficial for them (Yeniman Yildirim, et. al., 2011).
Appropriate research evaluation techniques that get utilised for reviewing the information gathered are as follows such as: -
Analysing the data gathered with the use of the survey program such as: -
Table 1: - Inadequate salary structure impact adversely on job satisfaction.
Analysis: - Around 96% of the responses are in the favour of the statement as inadequate structure of salary impact the job satisfaction adversely (Gialuisi & Coetzer, 2013).
Table 2: - Small business have huge work but low wages that increases employee turnover
Analysis: - The 80% of the responses are in the favour that small company having huge work to do but not having sufficient funds to pay their employees that results into increase in employee turnover (Gialuisi & Coetzer, 2013).
Table 3: - It is necessary to get appreciation from co-workers as well as from managers for the job done.
Analysis: - The 88% percentage stated that they are in the favour of the statement that employees need appreciation from their co-workers and managers for the job completed by them (Gialuisi & Coetzer, 2013).
Table 4: - Increase in competition lead to increase in work pressure that results into high employee turnover
Analysis: - 92% of the responses are agreed with the statement that with the increase in competition among companies adequately increases the work pressure over the employees that results into increase in employee turnover (Pierce & Snyder, 2015).
Table 5: - Small businesses are not able to pay high remuneration to employees that increase employee turnover
Analysis: - Around 96% of the respondents are agreed with the statement that small business didn't have huge funds in order to increase the salaries and wages of their employees (Pierce & Snyder, 2015).
Table 6: - Small businesses having less opportunities as compare to large companies due to which their employee turnover is high
Analysis: - 88% of the responses are agreed with that the small companies having lesser opportunities as compare to the large companies because they have insufficient funds as well as small and limited market share (Johnston & Spinks, 2013).
Table 7: - Internal promotion system of small companies is also not impressive to sustain employees for long
Analysis: - 78% of the responses are agreed with the statement that small companies didn't attain effective internal promotional system due to which their employee turnover ratio keeps on increasing (Johnston & Spinks, 2013).
Table 8: - In small organisation single authority need to execute various activities that create work pressure.
Analysis: - 80% of the responses made by the respondents is in the favour of the statement as in small companies single authorised personnel need to perform multi activities in order to process the activities in effective manner as they are not sufficient to hire different personnel's for different authorised activities (Johnston & Spinks, 2013).
Table 9: - External job opportunities attract the employees that raises employee turnover ratio for small company.
Analysis: -80% of the responses are in the favour of the statement that employees of small companies get attracted towards the external available attractive opportunities that effectively increase the employee turnover for small companies (Mohr, et. al., 2012).
Table 10: - Work pressure remain very high in small company.
Analysis: -Majority of the responses are in the favour of the statement but there is effective ratio of responses that get agreed with the statement as not every small company attain high volume or high work pressure with them (Mohr, et. al., 2012).
In order to reduce the employee turnover in small company few recommendations are need to be followed such as: -
Further considerations: - After the completion of this research study there is a scope of conducting research is available over the impact of the different employee turnover over the small company. As different kind of employee turnover having different impact over small company as some are favourable and some are not favourable for them (Dubey, et. al., 2016).
Conclusion: - With the help of the gathered information and knowledge all set objectives get meet effectively as there are lot many factors are available that influence the employee turnover in small company. Employee turnover is of different type and their impacts are also different as some of them are favourable for small company and some of them are not beneficial for them. With the effect of the employee turnover the processing of small company get impacted badly as their work get hampered and processing get suffered due to unavailability of adequate resources.
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