The specific problem to be addressed in this study is high staff turnover rates, an aspect of human resource challenges that organizations face. A high employee turnover rate results in severe financial and emotional impacts on an organization (Imran & Ayub, 2017). The purpose of this study is to highlight the causes and how organizations are affected by high staff turnover rates. The following qualitative and quantitative research questions will be used to help in gathering data for the study purpose:
Qualitative research question
Which experiences may cause a high employee turnover in an organization?
Hypotheses
H1 : Bad match between the skill of an employee and the job results in employee turnover.
H2 : Inadequate standard working conditions lead to an employee leaving an organization.
H3 : Lack of advancement opportunities can force an employee to leave the organization.
H4 : Substandard wage structure can lead to high employee turnover.
Quantitative research question
At what year of tenure do employees leave an organization?
Hypotheses
H1: Employees quit organizations after working for a longer time.
H2: Employees may leave an organization at any time they wish to leave.
Analysis of data from this question will indicate the specific year of tenure employees feel about leaving an organization. That could indicate an issue with the rate at which employee’s pay advances through the pay range. It can also tell that after a particular period, employees do not see advancement opportunities.
Delegate your assignment to our experts and they will do the rest.
References
Imran, S., & Ayub, R. (2017). Impact of staff turnover on employees’ performance. RADS Journal of Social Sciences & Business Management, 4 (1), 15-35.
