Employee Turnover And Control Methods Mark & Spencer

Question: Discuss about the Employee Turnover and Control Methods for Mark Spencer? Answer: Introduction The research problem Marks and Spencer is one of the major UK based retail organizations. Headquartered at Westminster; the organization specializes in the domain of clothing, gourmet food products, and home products. It has been reported that the organization has to recruit new employees in large numbers due to an equally high rate of employee turnover (Khan 2013). The research work being proposed in this paper is aimed at finding out how the management of the organization can reduce the employee turnover rate by utilizing employee retention policies. Aims and objectives To understand the employee turnover rate at Mark Spencer To identify the employee retention policies used at Mark Spencer To utilize the employee control methods at Mark Spencer Research questions How can Marks and Spencer efficiently use employee retention and employee control policies to reduce the rate of employee turnover? What policies are used for retaining employees at Mark Spencers? How Management of Mark Spencers control their employees? Background Marks and Spencer is one of the largest retail organizations that is currently operating in the UK market. Market reviews indicate that the entire retail industry suffers from high employee turnover rates (Khan 2013). The proposed research aims to find the strategies which would help in retaining the experienced employees of the organization. Literature Review Employee retention refers to the activities taken up by the management of an organization to hold back the experienced employees of the organization (Erickson 2016). The extent to which an organization is capable of retaining its experienced employees is reflected in the profit made by the organization as the employment of new employees not only increases organizational costs (as required for training the new recruits) but affects the productivity of the organization. Researchers are of the opinion that, cases of employee turnover can be categorized into the following distinct classes: Involuntary separations: When experienced employees are terminated form their offices by the employer himself, the separation is often termed as involuntary (as the organization itself initiates the process without the consent of the employee) (Yang, Wan and Fu 2012). Inability to perform according to the expectation of the management and behavioral issues are some of the reasons for such termination. Voluntary separations: When employees resign from their offices by themselves, the separation is considered to be voluntary.' The findings of research works being conducted in this domain indicate that conflicts with the management, the availability of better options and lack growth opportunities in the organization encourage the existing employees to resign from their offices (Hong et al. 2012). Another school of experts conducting research work in the domain of Human Resource Management has opined that employee turnovers should be classified as: Functional turnover, that is, when the employees who had not been able to perform well resign from their offices voluntarily (Zopiatis, Constanti and Theocharous 2014). Dysfunctional turnover, that is, when the top performing employees resign from their offices. While functional turnover saves the organization from laying off an inefficient employee, dysfunctional turnovers affect the productivity and the reputation of the organization badly (Brewer et al. 2012). Besides this, high recruitment and training costs are associated with dysfunctional turnover. In order to reduce such organizational costs, researcher advice the utilization of efficient employee retention policies as such policies have been proved to have reduced the rate of voluntary turnover to a large extent. Methodology Research strategy and methods Research Philosophy In the field of scientific research, post-positivism orpost-empiricism is defined to be that meta-theoretical stance which considers that the findings of a research work can be influenced by the theories being used, as well as the knowledge base and background of the experts conducting the research work (Mackey and Gass 2015). This particular research philosophy would be utilized in this research work, as it evident from the problem description that the personal opinion of the researchers would indeed influence the outcomes of the research work. Research Approach The proposed research work is aimed at utilizing several human resource management theories so as to find out the strategies that would be helpful in reducing dysfunctional employee turnover (Flick 2015). Thus, the deductive research approach would be utilized in this research work. Data collection: primary and secondary data Information would be collected from the higher management and the HR executives of Marks and Spencer to gain an insight into the employee retention policies that are currently utilized by the organization and the reason for the high employee turnover rate (Panneerselvam 2014). Secondary data sources like of existing literary articles and scholarly papers would be reviewed so as to collect information regarding the techniques that could be used for reducing the rate of employee turnover (Flick 2015). Ethical issues Data Application: The data being collected during the research work cannot be utilized for any commercial purpose. Respondents Involvement: Information should be collected only from those respondents who are willing to participate voluntarily. iii. Respondents Anonymity: The researchers must present the data in such a way that the identities of the respondents are not revealed in public (Mackey and Gass 2015). Project Plan The proposed project would be conducted according to the following time schedule: Figure: Gantt chart of the project (Source: Designed by author) Conclusion This paper provides the proposal for a research work that is aimed at documenting the various policies that organizations use to retain their experienced employees. Besides this, the researchers would put efforts in finding out steps could be utilized by the retail sector of UK to reduce the rate of employee turnover. Several existing literary works have already been reviewed, and the paper provides a detailed discussion on the information collected from these papers. The paper also provides a detailed description of the methodologies and strategies that would be used this research work, along with the time schedule that would be followed. References Brewer, C.S., Kovner, C.T., Greene, W., Tukov Shuser, M. and Djukic, M., 2012. Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals.Journal of Advanced Nursing,68(3), pp.521-538. Erickson, R.A., 2016. Communication and Employee Retention.The International Encyclopedia of Interpersonal Communication. Flick, U., 2015.Introducing research methodology: A beginner's guide to doing a research project. Sage. Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis.International journal of business research and management,3(2), pp.60-79. Khan, O., 2013. Managing risk by internalising product design in fashion retail: An exploratory case of Marks Spencer.Manchester School of Management, Manchester. Mackey, A. and Gass, S.M., 2015.Second language research: Methodology and design. Routledge. Panneerselvam, R., 2014.Research methodology. PHI Learning Pvt. Ltd.. Yang, J.T., Wan, C.S. and Fu, Y.J., 2012. Qualitative examination of employee turnover and retention strategies in international tourist hotels in Taiwan.International Journal of Hospitality Management,31(3), pp.837-848. Zopiatis, A., Constanti, P. and Theocharous, A.L., 2014. Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus.Tourism Management,41, pp.129-140.