• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22
  23. 23
    23
  24. 24
    24
  25. 25
    25
  26. 26
    26
  27. 27
    27
  28. 28
    28
  29. 29
    29
  30. 30
    30
  31. 31
    31
  32. 32
    32
  33. 33
    33
  34. 34
    34
  35. 35
    35
  36. 36
    36
  37. 37
    37
  38. 38
    38
  39. 39
    39
  40. 40
    40
  41. 41
    41
  42. 42
    42
  43. 43
    43
  44. 44
    44
  45. 45
    45
  46. 46
    46
  47. 47
    47
  48. 48
    48

Investigate the causes of labour turnover.

Extracts from this document...

Introduction

Business Studies 2003 Leaving? By Amy Nurse Tutor: Gail Thrippleton Abstract Leaving? A question all employers ask of their staff if they leave the company is, why are you leaving and what might make you stay? The manager of Company X has such questions. He wishes to find out how the current employees feel and how he can reduce the labour turnover at Company X. This report looks into all the possible reasons for high level of labour turnover, specifically the reasons at Company 1X and how it can be reduced. Acknowledgements I would like to take this opportunity to thank all the staff at Company X who helped me successfully complete my study. I would also like to thank my parents and friends for their constant support throughout this year, which has been extremely difficult for me due to some personal problems. Their constant help and support has made it possible for me to be able to complete my final year. Table of Contents ABSTRACT 1 ACKNOWLEDGEMENTS 3 1. INTRODUCTION 5 1.1 Aims of the Study 7 2. LITERATURE REVIEW 8 2.1 Labour Turnover 8 2.2 Labour turnover in the UK 8 2.3 Labour turnover in the retail industry 9 2.4 Costs for companies with high labour turnover 11 2.5 Ways to control turnover 14 2.6 The reasons for labour turnover 17 2.7 Labour turnover at Company X 20 4. FINDINGS 27 5. CONCLUSIONS AND RECOMMENDATIONS 39 BIBLIOGRAPHY 43 APPENDICES 45 1. Introduction Leaving? Why do people leave companies? Labour turnover is a serious problem for many companies across all UK industries, and is also very costly. This case study looks into the retail industry and specifically into one store, which is part of a large retail outlet group. For security reasons the company cannot be named and will therefore be referred to throughout the piece as Company X. It has been ascertained that the head office of Company X has conducted its own research into the issue of labour turnover. ...read more.

Middle

planning that needs to be accounted for, the significance of labour turnover to the company and the measurement methods used to analyse labour turnover. There is also an indication of the possible reasons for and costs of labour turnover. These texts also offer theoretical solutions for control of labour turnover. After studying academic texts I started to look closer into the subject by getting information from the CIPD. This information consisted mainly of figures for the percentages of labour turnover in the UK broken down by industry and job type. The costs of labour turnover per employee were also calculated and detailed by Industry and job type. The CIPD have also looked into the reasons why people have left their job and those figures are also detailed. The information in this report has been calculated from figures from the Labour Force Survey, which is carried out by, The Office for National Statistics, a government agency, The remainder of the statistics were ascertained from a questionnaire sent by the CIPD to 10,000 personnel professionals during June and July 2000. 629 organisations with a total work force of over 863 000 responded. This information was originally intended for the report and has been analysed by the CIPD this information is appropriate to this study as it is being used in this case for the statistical analysis of the UK retail industry. The problems of reliability validity and bias may exist within the primary research completed for the report. The CIPD will have avoided this. Once the theoretical and statistical analyses had been collected and analysed I needed more information on the possible reasons for labour turnover in general and why people leave specific companies. I used Internet search engines such as Google.com to locate information about labour turnover. I also looked at academic reports i.e. Mintel, Emerald and EBSCO on the universities website. The information collected from there was mainly reports from other companies about labour turnover problems and how they were overcome. ...read more.

Conclusion

A longer initial trial period and better training on entry to the store should increase the staying power of the new recruits. The initial welcome to the store and training will have an effect on how satisfied they are in the employment. The researcher thinking back to her first day at the store recollects that they were not even introduced to all the managers let alone their colleagues and has also noticed the same with any other new people starting. This needs to be rectified as a common courtesy as well as to improve early communications. Pay was another problem that the employees expressed, a comment made by a managers was 'if you pay peanuts you get monkeys' this though not an appropriate way to look at staff, is true if the company wish their staff to be more satisfied, on a basic level pay will make a difference. Job satisfaction and working relationships are key issues but increase in basic pay levels will improve job satisfaction as people value what they pay for staff who are paid more feel valued. The sales people do earn commission, which increases there earning potential and the system for commission has just been altered giving them greater earning potential. However for the other colleagues pay is low some did mention that being paid on a more regular basis might help. Not necessarily weekly but perhaps fortnightly. Logistically and cost wise for the company this may not be feasible but may be worth looking into as it may end up costing less when taking into consideration the amount it costs per employee that leaves. There are many possible scenarios available to Company X in order to increase employee satisfaction and decrease the chances of high labour turnover. Some are matters to be dealt with at store level and others at head office. One small change to improve the feeling of worth of the employees and how valued they feel to the company are they thanked for their efforts. Some times the smallest gestures can make the biggest improvements. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Balanced Scorecard for Telecom Industry

    Therefore, the balanced scorecard enables companies to keep track of their performance. Moreover, other scholars think that strategy implementation is more important and crucial for businesses to realize compared to strategy creation. A horde of different strategies can be made for a particular company keeping in view its particular situation

  2. OB - Personal Reflection paper

    Harkening back to my radio experience, this was the case in numerous situations. I would often try to accomplish a variety of tasks from different studios at the individual level, depending on the degree of success each would allow and the time constraints I faced.

  1. Factors Affecting Employees Productivity In Coca-Cola Co.

    The stability reliability coefficient obtained is (0.95), which is an acceptable stability of measures. * Consistency reliability test is calculated and resulted in a Cronbach's Alpha coefficient of 0.704 that is higher than < 0.6 (reliable). When proved to be valid and reliable, the pilot questionnaire was distributed among Coca Cola Company's employees.

  2. I have written a detailed description for a recruitment and retention process of John ...

    Different organisations will have their own particular information that they will include but the key elements that are always required are shown in the following table: Title of the job This is essential as it gives an idea of what the job involves and the rough level of responsibility, e.g.

  1. SG COWEN: New Recruits

    Martin Street Organization culture fit: Martin has dynamic personality, good communication skills and confident. All these qualities would be helpful for him to deal with clients. Job fit: His past experience demonstrates his leadership skills and coordination skills. But, his financial aptitude is questionable.

  2. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    Specifications for employee competencies that are required could be usefully integrated into appraisal schemes (Rees and Porter 2003). Fletcher (1993) in an overview of appraisal methods, noted an increasing number of organisations using competency based appraisal combined with a results-oriented appraisal, which he concluded was a positive way forward.

  1. Critically evaluate that trade unions serve no purpose in the 21st century

    Callaghan (2000) says that the TU is still needed to make sure that the NMW is met. Also, it is known that the NMW is becoming the average rather than the minimum and workers other benefits are being cut back on so that their wages meet the law (Callaghan, 2000).

  2. This report will analyse current organisational situation of Heidelberg Insurance Services Company which is ...

    This framework is more suitable for reward system, rather than performance management system. For more information Appendix 2 2.4 Measuring Performance Management To be able to improve company?s performance, company has to know its present performance. It is impossible to measure anything, if it impossible to manage it.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work