PMD2 conducting assignment research - Essay Example

Employ Turnover Research on Why Employees leave the organization Carrying out a systematic inquiry to help solve the problem experienced which in the case- a high turnover rate is crucial in its contribution to management success. The four factors of distinction in the research: information access- where information is regarded as providing a competitive and insightful advantage, finding and practical implementation of the findings to achieve success. The process entails defining and clarifying the problem, formulation of the research design, and definition of samples, collecting and analyzing the data to solve the problem.

Some of the problems that contribute to the research topic broadly include: Lack of opportunities for professional development. Employees do not reach points in their life`s and stop developing. Professional development occurs continuously throughout the life of employees that is why if there are no opportunities to further their professionalism –stuck in one position- employees leave to seek better opportunities elsewhere (Baker 47).Job stress and poor relationships with managers. Even when employees are completely committed to the ensuring success of the organization, their immediate supervisors sometimes create uncomfortable work environment prompting them to consider leaving the organization.

In some cases the supervisors treat them unprofessionally.Inadequate compensation. Employees’ key motivating factor is better pay and compensation for their effort in the organization. When better opportunities avail themselves employees consider leaving the organization to explore this opportunities which offer better pay.Other reasons behind the high employees’ turnover rates include: boredom and personal reasons like relocation or being with family.Financial impact of the turnover rateOne crucial component of financial management, regardless of size is to ensure that the cost of operation of the business is kept at a minimum.

The point is to ensure the best possible margins of profit for the sustainable growth and success in the business. Employee turnover represent a significant cost incurred by the business. The cost incurred could substantially affect the profit margins of the organizations. It cost at least one and half times the base salary to replace an employee. Other factor cost include cost due to a person leaving, lost productivity, hiring and training cost. All this cost should be minimized to ensure high profit margins (Baker 77).

Assessing employee moraleEmployee turnover: assessing churn rate. A high turnover rate is an indication low employee morale in the organization while a low rate implies high morale in the organization. Turnover rate creates a clear impression of the level of morale, however it normally provides a general picture which may not be true to some department.Engagement: employee morale is normally evident in display of engagement and commitment to the organization. High morale is depicted by high engagement and commitment to ensure success in the organization.

Engagement creates a platform for employee to engage in one on one with their superiors. At the same time employees might give false impressions when around their superiors.Enquiring: asking about the perception of the employee towards their work is an effective way of gauging their morale. Enquiry can be carried through 360 degree appraisals and staff surveys. Enquiry creates a clear impression individual employee morale. To the disadvantage some surveys might yield false data when employees provide false information to attain promotions.

ConclusionA mastery of and understanding of turnover, the key issues that causes employee turnover, and ways to access employee morale is critical in a successful management process. To build a successful career in management the understanding of the mentioned concepts and ways to mitigate the effects that they have on an organization is significant for employee management. It plays a key role especially in human resource management which particularly handles the work force (Baker 56). Work CitedBaker, Jerry R, and Madeleine S. Doran. Human Resource Management: A Problem-Solving Approach Linked to Isllc Standards.

Lanham, Md: Rowman & Littlefield Education, 2007. Print.