A Research Proposal on Employee

Turnover of MGH Group

Prepared by:
Mir Hossain Ekram
Kaisar Ahmed Majumder
Ashfaq Ahmed
Mubarraz Khan
Md. Mahabubul Farook Khan
Sk. Sabbir Ahmed
 Introduction
 Employee turnover is a ratio comparison of the number of
employees a company replace in a given time period to the
average number of total employees.

 Employee turnover is a costly expense especially in a lower paying

job roles.

 High turnover is a sign of low morale and dissatisfied employees.

 Employees who are satisfied with their jobs, generally do not give
them up

 High turnover usually indicates a problem

 Problem Statement
There are number of costs incurred for Employee Turnover:

• Recruitment of replacement (including administrative cost,

screening & interviewing etc.)

• Lost Productivity associated with interim period before a

replacement and for a new worker to get up to speed on the job.

• Costs of Training including supervisory & coworker time spent in

formal training

• Public relations costs.

 Purpose of the Research
The Purpose of the research is to:

- Identify the reason of employee turnover of MGH group.

- Explore the relationship between Organizational mission,

goal, direction & corporate culture with employee turnover
rate.

- Employee recognition, reward & compensation and

performance with employee turnover rate.
 Literature Review
VARIABLES

 Organizational mission, goals and direction (IV)

The purpose of a company that direct the actions of the organizations,
spell out its over all goal, provide a sense of direction, and guide in
decision making.

 Corporate culture (IV)

The workplace environment formed from the interaction of the
employees in the workplace.
 Literature Review
VARIABLES

 Employee recognition, rewards and compensation (IV)

Recognition is a judgment on employee’s contribution in terms of the
work process as well as direction and motivation.
Reward is a motivational tool that boosts the frequency of an
employee’s action.
Compensation is payment to employees in return for their
contribution to the organization.

 Employee performance and assessment (IV)

Performance management is a process that company use to ensure its
employees are contributing to produce a high quality product or
service.

 Employee turnover (DV)

 Literature Review…. Continued
IV & DV RELATIONSHIP

Relationship between Organizational mission, goals,

direction and employee turnover:

• A company’s strategy depends on its mission and vision.

• Involving employees in decision-making, goals, the direction of an

organization make employees satisfied resulting retention.

• Employees poorly communicated with company’s vision, mission

and direction generally fail to achieve their targets which tend high
employee turnover.
 Literature Review…. Continued
Relationship between recognition, rewards, compensation
and employee turnover
• Companies providing incentive plans to employees are more likely to
experience lower turnover rates.

• Most significant reasons for employee turnover are compensation and

benefits.

Relationship between employee performance assessment

and employee turnover
• Performance appraisals reflect the employees’ performance resulting their
professional growth and financial benefits.

• Result oriented performance appraisals are strongly related to employee

turnover and retention.
 Literature Review…. Continued
Relationship between corporate culture and employee
turnover

• Monitory rewards, having a fun environment and flexible working

hours are motivators for employee retention.

• Job enrichment, workspace characteristics and socialization can

reduce employee turnover.
 Conceptual Framework

 Organizational mission,
goals and direction
Employee Turnover
 Corporate culture
 Employee recognition,
rewards and compensation
 Employee performance and
assessment
 Hypothesis
 Organizational mission, vision and goals and direction are
negatively associated with employee turnover rate.

 Corporate culture is negatively associated with employee turnover

intention.

 Employee recognition, rewards and compensation are negatively

associated with employee turnover.

 Employee performance assessment and development negatively

influence employee turnover intention
 Research Methodology
Research Design
Co relational Study

Sampling Method
Survey via Personal Interview

Data Collection
Through Standard Questionnaire

Data Analysis
SPSS for Windows 12 version
Thank You