Assessment of employee turnover at

la consolacion college pasig

 Researchers

Irish joy de lima wilnalyn olmedo

III - BSBA - HRDM III - BSBA - HRDM
 INTRODUCTION
Employee turnover refers to the rate at which the
employer gains and loses employees, how long employees tend
to stay. The employees are the backbone of any organization's
success. It is the quality of the organization’s workforce which
determines the overall organizational performance.
 rationale
La Consolacion College-Pasig (LCCP) is a Private Catholic
university located in Mercedes Avenue, Barangay San Miguel, Pasig
City. Augustinian Sisters of Our Lady Of Consolacion (ASOLC) run the
organization.
As a student of LCCP, we noticed that the school loses
employees annually which might be affecting the organization’s
operation, for the sole reason that it was essential for an organization
specially schools to have an adequate and productive workforce.
Conceptual framework
 STUDY OBJECTIVES

Profile causes effects

1. Age, Gender, and Years 2. To identify the factors 3. To identify the effects
of work experience that cause Employee of Employee Turnover
Turnover
 STUDY OBJECTIVES

strategies Relationship of causes Relationship of effects

4. To identify strategies 5. To determine if the 6. To determine if the
that can be utilized to factors that cause effects of Employee
minimize Employee Employee Turnover have Turnover have significant
Turnover significant relationship relationship with each
with each other. other.
 HYPOTHESIS

01 There is a significant relationship among the causes

of employee turnover.
There is a significant relationship among the effects
02
of employee turnover.
 Scope and delimitation

The main focus of this study is to assess the causes and effects of
employee turnover at La Consolacion College-Pasig. Furthermore, to
identify the right strategies that can be utilized in order to minimize
employee turnover.
The respondents will be coming from the former employees and
current employees of LCCP.
 Significance of the study

The results that will be acquired from this research

paper will benefit the following sectors:
● Employees
● Students
● Human Resource Department
● Researcher.
methodology
 methodology

Respondents: Former
employees and Current
01 employee of LCCP
03

Descriptive survey Online survey

method
02 questionnaire:
close-ended
questions.
 Data collection method
Once the responses are
completed, the summary
01 was then transferred to 03
spreadsheet.

Validated the survey Statistical Treatment:

questionnaire and seek 02 1. Frequency and
permission to conduct
the survey at LCCP. Percentage
2. Ranking
Distribution of the online 3. Weighted Mean
survey questionnaire to 4. Spearman’s
the respondents. Correlation Test
Presentation, analysis and
interpretation of data
 1.1 Profile: AGE
Age Frequency Percentage (%)

21-25 y/o 11 36%

26-30 y/0 9 30%

31-35 y/o 6 20%

36-40 y/o 3 10%

41-45 y/o 0 0

46-50 y/o 1 2%

51 y/o and above 1 2%

Total 30 100%
 1.2
Profile: GENDER

Sex Frequency Percentage (%)

Male 10 33.3%

Female 20 66.7%

Total 30 100%
1.3
Profile: years of work experience at lccp

DATA: FORMER EMPLOYEES

1.3
Profile: years of work experience at lccp

DATA: CURRENT EMPLOYEES

 2 Causes of employee turnover
SD D N SA SA Weighted Verbal
mean Interpretation
Factors 1 2 3 4 5

Frequency

Workloads 1 3 8 15 3 3.53 Agree

Compensation & Benefits 0 3 10 7 10 3.66 Agree

Management 0 4 7 13 6 3.70 Agree

Company Culture 3 7 11 4 5 3.03 Neutral

Personal Reasons 1 2 6 12 9 3.86 Agree

Overall Weighted Mean 3.55 Agree

Flint et al, (2004) stated that there are several reasons why people leave an organisation and move to another
organisation. Work-related factors such as stress, long working hours, overload work, style of leadership, lack of
challenge and low payment can lead employees to lack of commitment in the organisation and job dissatisfaction
which lead them to leave an organisation
 3 Effects of employee turnover
SD D N SA SA Weighted Verbal
mean Interpretation
Effects 1 2 3 4 5

Frequency

Loss of experienced 0 8 13 5 4 3.16 Neutral

employee

Affects productivity 0 2 13 10 5 3.60 Neutral

Affects profit 0 3 12 9 6 3.50 Neutral

Losing confidence in the 2 5 12 7 4 3.00 Neutral

manager

Overall Weighted Mean 3.36 Neutral

● Tomas (2020) highlighted that high employee turnover has a consequence of lower productivity.
● Roder (2019) stated that employee turnover will cost the organization.
● Jha (2014) stated that employee turnover results in understaffing which may lead to decreased effectiveness
and productivity of the remaining staff.
4 Strategies to minimize employee turnover
SD D N SA SA Weighted mean Verbal Interpretation

Strategies 1 2 3 4 5

Frequency

Intensive training 0 0 5 12 13 4.26 Strongly Agree

Mentoring 0 0 6 11 13 4.23 Strongly Agree

Instill positive culture 0 1 4 9 16 4.33 Strongly Agree

Use communication to build credibility 0 0 3 11 16 4.43 Strongly Agree

Show appreciation via compensation 0 0 6 10 11 3.76 Agree

and benefits

Coaching/feedbacks 0 0 5 12 13 4.26 Strongly Agree

Provide growth opportunities 0 0 6 10 14 4.26 Strongly Agree

Make employees feel valued 0 0 4 8 18 4.46 Strongly Agree

Benchmarking 0 1 5 11 13 4.20 Agree

Overall Weighted Mean 4.24 Strongly Agree

5 Significant relationship of the different
causes of employee turnover
6 Significant relationship of the different
effects of employee turnover
Summary of
findings
 findings
PROFILE:
1
● Majority of the respondents are from ages 21-25
and followed by 26-30 years old.
● Majority of the respondents are female.
● Majority of the respondents has a work experience
at LCCP for 1-2 years and followed by 3-5 years.
 findings
The study revealed that Compensation & Benefits, Management,
2
and Personal Reasons are the top 3 reasons of employee turnover at
LCCP.
Majority of the respondents are undecided whether Loss of
3 Experienced Employee, Affects Productivity, Affects Profit and
Losing Confidence in the Manager are the effects of employee
turnover at LCCP.
 findings
The following strategies can be utilized to minimize employee turnover:
4 ● Intensive training;
● Mentoring;
● Instill Positive Culture;
● Use Communication to Build Credibility;
● Coaching/feedbacks;
● Provide Growth Opportunities; and
● Make Employees Feel Valued
 findings

5 Regarding the relationship between the causes of employee turnover at

LCCP, only the Management have a significant relationship with
Company Culture and Compensation & Benefits.

Regarding the relationship between the effects of employee turnover at

6
LCCP; Affects Productivity, Affects Profit and Losing Confidence in the
Manager have a strong significant relationship with each other.
conclusions
 CONCLUSIONS
1. Majority of LCCP’s former employees and current employees belongs to
Gen Z and Millennials.
2. The main causes of employee turnover at LCCP are Workloads,
Compensation & Benefits, Management and Personal Reasons.
3. Employees are undecided about the effects of employee turnover to the
organization, therefore it is concluded that the management might be more
aware.
 CONCLUSIONS

4. Employee’s development initiatives should be directed towards improving the

organization’s climate and the emotional competence and organizational
commitment.
5. Generally, there is no significant relationship among the causes of employee
turnover.
6. There is a significant relationship among the effects of employee turnover.
 recommendations
Conduct study regarding either employee turnover or employee retention
01 focusing only the teaching personnel of LCCP or other private educational
institutions.

The HR department should conduct training with the main purpose of

02
addressing employee turnover.

03 A training tool should be developed.

 THANKS!
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