Finding ways for managing employee turnover: Case Company X
Kovalainen, Elina (2022)
2022
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2022121328306
https://urn.fi/URN:NBN:fi:amk-2022121328306
Tiivistelmä
In today’s business environment, many industries and companies are struggling with employee turnover issue, that is costly to the organization as it brings direct and indirect costs. Especially service industry is dependent on people. By identifying the drivers for employee turnover, the targeted solutions can be applied.
The research was aiming at providing concrete development suggestions to the case Company X about how they could develop employee turnover management. The research objectives were to find out the reasons why employees are leaving the company and how systematically management is aware of these reasons, and what is the current state of managing employee turnover within the Company X.
Mixed methods were applied in this research. The researcher studied the Company X employees’ reasons for leaving by exploring the existing secondary data that is exit-interviews collected by the Company X. The analysis of the secondary data was conducted by excluding the data that is not relevant for the research objectives. The qualitative content was analyzed by categorization. The secondary data results were presented in diagrams and word clouds. The primary data collection method was semi-structured interview. The Company X representatives were interviewed to get their perspective of how the exit-interview data is currently utilized in developing managerial work. The interview was also targeting to find out how aware the Company X management is about the reasons why employees leave. The primary data was analyzed by content analysis method, then categorized, and presented in tables. The research was data driven in nature.
The secondary data results indicate that the common reasons for employees to leave are career change, pay, job content, studies, and lack of career development possibilities. The primary data results confirm that managers are aware of these common reasons why employees leave. The primary data results indicate that not all managerial levels are aware about Company X’s exit-interview practices and there is no full comprehension of how the information is utilized to improve managerial practices.
As a conclusion, the collected exit-interview data is not systematically communicated within the managerial levels or utilized in developing managerial work in Company X. Employee turnover management starts from organizational and HR level by implementing practices that aim at reducing employee turnover. The development suggestions were provided to the Company X.
The research was aiming at providing concrete development suggestions to the case Company X about how they could develop employee turnover management. The research objectives were to find out the reasons why employees are leaving the company and how systematically management is aware of these reasons, and what is the current state of managing employee turnover within the Company X.
Mixed methods were applied in this research. The researcher studied the Company X employees’ reasons for leaving by exploring the existing secondary data that is exit-interviews collected by the Company X. The analysis of the secondary data was conducted by excluding the data that is not relevant for the research objectives. The qualitative content was analyzed by categorization. The secondary data results were presented in diagrams and word clouds. The primary data collection method was semi-structured interview. The Company X representatives were interviewed to get their perspective of how the exit-interview data is currently utilized in developing managerial work. The interview was also targeting to find out how aware the Company X management is about the reasons why employees leave. The primary data was analyzed by content analysis method, then categorized, and presented in tables. The research was data driven in nature.
The secondary data results indicate that the common reasons for employees to leave are career change, pay, job content, studies, and lack of career development possibilities. The primary data results confirm that managers are aware of these common reasons why employees leave. The primary data results indicate that not all managerial levels are aware about Company X’s exit-interview practices and there is no full comprehension of how the information is utilized to improve managerial practices.
As a conclusion, the collected exit-interview data is not systematically communicated within the managerial levels or utilized in developing managerial work in Company X. Employee turnover management starts from organizational and HR level by implementing practices that aim at reducing employee turnover. The development suggestions were provided to the Company X.