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Key Topics
- Task
- Solution
- TOPIC
- BACKGROUND OF THE ORGANIZATION
- BUSINESS PROBLEM
- LITERATURE REVIEW
- About employee retention
- Importance of retaining employees within the firm
- Factors affecting employee retention
- Ways to retain employees in retail firms
- RESEARCH QUESTION
- IDENTIFYING QUALITATIVE RESEARCH METHOD
- QUALITATIVE RESEARCH PLAN
- REFERENCES
Task
Using a business problem that is of concern in your workplace or in an organisation that you are familiar with, perform the following tasks:
1. Briefly provide some background information to the organisation.
2. Identify a general business problem or opportunity where a research study could assist decision making.
3. As part of the preliminary information gathering process conduct a brief literature review on the problem area. In writing your review, note that with a literature review the researcher critically analyses what has been written and relates it to the specific problem he or she is addressing. In other words, literature reviews are not about passively accepting and communicating the views of other writers. Employ at least five reference articles in your review.
4. Define the specific research question(s) for the general problem.
5. Identify a qualitative research method (in-depth interviews, focus groups, etc) that could be used to address the identified problem. Justify with reasons, your choice of method.
6. Using the qualitative method discussed in the previous task, develop a qualitative research plan detailing how you would conduct the research that addresses the research question(s).
The research plan should address, at least, the following:
What type of issues/questions should be explored? If using focus group, prepare the moderator's guide; if using in-depth interviews, prepare the interview guide.
How many groups, interviews or case studies would you recommend?
How will you select the sample of research participants?
Location - i.e. where should the interviews /groups be conducted?
How would you propose the data be analysed?
What are the ethical implications of your research, and how will they be addressed?
Solution
TOPIC
This report is based on the topic of analyzing factors affecting employee retention in Australian Retail firms: A case study of David Jones Limited.
BACKGROUND OF THE ORGANIZATION
The success of any retail company totally depends upon its employees (Goldstein & Passmore, 2017). Here, it is with the help of employees only firm can deliver high-quality services to buyers and thus through this firm maintain satisfaction level of its customers. The retail firm which is chosen for the respective topic is David Jones Limited. It is the retailer of Australia that came into existence in the year 1838. The company has it's headquartered in Melbourne, Australia. In addition to this, it has around 45 stores in Australia. David Jones Limited is basically subsidiary company and its parent company is Woolworths Holding Private Limited. The company offers a range of products to its buyers and it includes fashion, cosmetics, furniture and electrical etc. Further, it has the team of around 7200 employees which effectively direct their work towards the objective of the enterprise.
In the current study, assistance will be taken from different secondary sources with an aim to define the aim and objective of the study in an effectual manner. This will be done in literature review section. In addition to this, the study will also give a description of different research methods which helps in accomplishing the objectives of the study.
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BUSINESS PROBLEM
David Jones Limited has been working very well in the Australian retail market. However, at present, it is facing one big issue which is related to the employee retention. In this context, it is examined that manager of David Jones is facing the problem of retaining employees within the firm for the longer period of time. The given thing is affecting its operation in a negative way (Staff retention and stress, the number 1 challenges for a company’s growth strategy, 2018). This is because; the success of any company irrespective of its type totally depends upon its employees. However, effective services will be given by employees if they feel highly satisfied. This is because; dissatisfaction among employees will lead to giving rise to the problem of high employee turnover. This will have a direct impact on the sales and profitability related condition of the company like David Jones Limited. It is due to the presence of given aspect, it is very important for the firm that it should take timely action in relation to the specific aspect in an effectual way.
LITERATURE REVIEW
In this section, different secondary sources will be examined with an aim to get an answer to the assessed research problem. The sources are books, journals, and online articles. The given thing will guide the scholar of the current study towards correct direction. Thus, it is by complying with given type of activity only formulated aim and objectives of the present study will be met.
About employee retention
According to the viewpoint of Ribes, Touahri & Perthame (2017) employee retention is being regarded as the technique which is used by the higher manager with an aim to retain its employees within the firm for the longer period of time. However, Papa and et.al., (2018) have depicted that employee retention is being defined as the ability of organization in which it tries to maintain its employees within the organization for many years. From this, it can be said that it is basically the practice which forces employees to become loyal to firm and deliver its services till the date of retirement.
Importance of retaining employees within the firm
For any firm, it is very important that it should make the effort for retaining its employees in the firm for the longer period of time. In accordance with the given context, as per the viewpoint of Allen (2017) high cost of hiring new employees is the major factor which forces firm with regard to complying with the practice of employee retention. In this regard, it can be said that during the process of hiring new employees, an organization will have to make a different type of investments such as training and development and placing an ad for the vacant position etc. However, all these investments which are being made by the firm will turn into wastage if it will not formulate any tactic in relation to the employee retention.
In addition to this, Gilani & Cunningham (2017) have depicted that by employing employee retention tactics firm can enhance its effectiveness of performing future recruitment function successfully. In this regard, it has been seen that a candidate who is looking for a job will always like to give its services to that firm which employee’s turnover ratio is very less or negligible. This is because low employee turnover ratio depicts that firm understood the needs and demands of its employees. Thus, with the help of employee retention tactics firm can take action towards the problem of high turnover of employees. Here, it is by complying with given type of activity only an organization can accomplish its future recruitment function successfully. Furthermore, as per the viewpoint of Lee & Chong (2017) employee retention assist in retaining skilled and talented employees within the firm for the longer period of time. A company is able to work well in the market if it has a good amount of skilled and talented employees. This can be possible with the help of employee retention only. Thus, it can be said that for any organization employee retention has significant importance.
Factors affecting employee retention
A number of factors examined which forces employees to leave the firm within a short span of time. In this context, according to the viewpoint of Goldstein & Passmore (2017) lack of training and development initiative from the side of the firm is being regarded as one of the most significant factors which force an employee to leave firm within a short period of time in an effectual manner. Herein, it has been seen that an employee who give their services to corporation always expect something valuable in return apart from the monthly salary. The expectations of employees are basically related to the skills. This need of employees can be fulfilled by a corporation like David Jones with the help of training and development programs. This is because; with the help of these programs organization can develop such skills among employees which can assist them in getting a high position in future. However, in case if the firm will not comply with the given type of activity at that time the issue of retaining employees within the firm will arise.
Besides this, according to the viewpoint of Papa and et.al., (2018) poor and ineffective working condition is being regarded as another most significant cause of low level of employee retention. With an aim to perform work, an employee will require sufficient tools and equipment. The working condition includes aspects of machinery, computer technology, proper lighting, seating and canteen facility etc. This is because an individual spent the majority of his daily hours within the firm. Thus, in case if they do not find proper working condition then in the given situation they do not think twice about leaving the firm within a short span of time. In addition, the given thing will tend to cause direct impact on the satisfaction level of employees. Here, the satisfaction level of employees will be enhanced if they feel highly satisfied with the environment where they are currently working. However, high level of dissatisfaction among employees will lead to cause direct impact on their productivity. Low productivity means low sales. Thus, all the activities are interconnected with each other. Thus, it is being required by the firm that it should give consideration to all the factors. This is due to the fact that it is by complying with given type of activity only strategic aim and objectives of the corporation will be met.
Furthermore, Gilani & Cunningham (2017) have depicted that the type of leadership style chosen by the manager of the firm will also cause significant impact on the employee retention practices. In this regard, there are three different type of leadership style examined and these are autocratic, participative, and democratic. An employee does not like to work with the autocratic leader. This is because; such type of leader does not give importance to the needs and demands of the employees. Further, the given type of leader does not involve employees in the decision making process. As a result of it, they feel highly dissatisfied and demotivated. This is because each employee expects that they should get importance and respect within the firm. In case if they will not get the same at that time they take the decision to leave the firm. However, it has been critically evaluated by the Goldstein & Passmore (2017) that although autocratic leader does not assist in employee retention, this style of leadership works well when an organization has to make a quick decision. This is due to the fact that, in the quick decision-making situation manager cannot get views and opinions of its employees. It is the reason why autocratic leadership approach works well.
Besides this, Lee & Chong (2017) have depicted that a conflict that occurs between employers and employees is being regarded as another most critical reason for the low level of employee retention. This is because; no individual would like to work in the conflicting situation. This is because such type of circumstance makes environment negative. Further, in the given situation employees cannot focus on their work effectively. This leads to the low level of employee performance. Thus, with an aim to avoid such type of condition employees switch on to some other firms. This thing will tend to cause huge impact on the operation of firm. This is because; if one employee leaves the firm then in the given situation firm will have to hire new employees. For the given task it will have to make investment. Further, Ribes, Touahri & Perthame (2017) have depicted that irregular communication between employees and management is being regarded as another issue for low level of employee retention. This is because; it is with the help of regular communication only, management is able to recognize the problem of its employees. Thus, it can take effective action with an aim to resolve the same in an effectual way.
Ways to retain employees in retail firms
There are certain ways examined with the help of which firms can retain employees within firm for the longer period of time. Herein, as per the view point of Gilani & Cunningham (2017) the leader should use democratic style of leadership. It is the type of leadership style in which leader gives importance to the needs and demands of its employees. The given type of leader also involve employees in the decision making process. This thing helps in enhancing the motivation level o employees. This is due to the fact that the given activity of employer entails this feeling among employees that they are being regarded as the important part of the organization. Thus, as a result of they will associate themselves with the firm for the long period of time.
Besides this, Goldstein & Passmore (2017) have stated that employer should appreciate the performance which is being given by employees. If manager actually wants to establish long term relationship with its employees, then in the given situation it should always appreciate the performance of its employees. This can be done by using both monetary and non monetary forms of incentives. The give thing will lead to have positive impact on the work of an organization. Further, it will also assist in improving sales and profits of company.
Moreover, according to the view point of Lee & Chong (2017) firm should set sufficient budget for the training and development activity of employees. This is because, with the help of given type of activity firm can make improvement in the skills of its employees. Thus, the given thing will force them to associate themselves with the firm for the longer period of time in an effectual way.
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Place Your OrderRESEARCH QUESTION
This study will give an answer to the one specific research question that is given in below:
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What are the factors which are forcing employees of David Jones Limited to leave the firm within a small period of time?
Research aim and objectives
The main aim of the given study is “To analyze the factors affecting employee retention in Australian Retail firms: A case study of David Jones Limited”.
On the basis of given aim following objectives framed:
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To explore the meaning of employee retention.
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To examine the factors which are affecting employee retention in Australian retail firms.
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To recommend the ways of retaining employees in David Jones Limited.
IDENTIFYING QUALITATIVE RESEARCH METHOD
Qualitative research method is the technique which is used to study the human related elements. There are different types of qualitative methods examined which are being used by the researchers in their study. These comprises of case study, focus group ad interview etc.
In the current study which is based on the topic of analyzing factor affecting employee retention in David Jones Limited, interview will be taken into consideration (Beins, 2017). This will be used because, it is with the help of given approach in-depth details in relation to the behavior of employees can be analyzed. Thus, the problem of the study will be resolved.
QUALITATIVE RESEARCH PLAN
Issues to be explored
In the current study, researcher will get answer to the question such as identifying factors which are forcing employees of David Jones Limited to leave the firm within a small period of time. With an aim to do the same interview will be conducted. Thus, the questions which will be asked by researcher from the employees of David Jones are depicted in the below given interview guide.
Interview guide
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1. How long you have been working in David Jones?
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2. Did your manager respond to your question?
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3. Did your manager appreciate the performance given by you?
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4. Why are you leaving the firm?
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5. What recommendation will you give to David Jones?
Number of interviews
There will be only one round of interview will be conducted. Here, in the one round only researcher will get clear answer to the research problem in an effectual manner. In this regard, here questions will be asked from those employees who are in their notice period and leaving firm in the 6-8 month tenure.
Selecting sample
Here, in total 50 employees of David Jones Limited will be selected as a sample. With an aim to select them random sampling approach will be taken into consideration. This is used because it gives each individual an equal chance of being selected as a sample.
Location of interview
The interview will be conducted in the board room of David Jones.
Data analysis
With an aim to analyze collected data, thematic approach will be taken into consideration. In this regard, different themes will be formed in relation to each question.
Ethical implication
Here, effort will be made by employees in terms of not revealing the information which is being given by David Jones employees. The collected data will be kept at secure place.
REFERENCES
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Allen, T. (2017). Effects of human resource factors on employee retention in the quick-service industry.
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Beins, B. C. (2017). Research method: A tool for life. Cambridge University Press.
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Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A literature review. The Marketing Review, 17(2), 239-256.
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Goldstein, H., & Passmore, J. (2017). The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention. John Wiley & Sons.
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Lee, S. T., & Chong, C. Y. (2017). Job performance and mediating role of employee retention in private Institutions of Higher Education.
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Papa, A. and et.al. (2018). Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices. Journal of Knowledge Management.
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Ribes, E., Touahri, K., & Perthame, B. (2017). Employee turnover prediction and retention policies design: a case study. arXiv preprint arXiv:1707.01377.
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Staff retention and stress, the number 1 challenges for a company’s growth strategy. (2018). [Online]. Available through: < https://www.roberthalf.com.au/press/staff-retention-and-stress-number-1-challenges-companys-growth-strategy>. [Accessed on 14th April 2018].
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