Interviewee Name: Job Title: Department Name: Organization Name: Day/Date: Timing: _____________________________________________________ Interview Questions 1. In your opinion, what do you think is the reasons behind employees leaving their job? 1 2. What kinds of challenges did the company face regarding employee turnover? 3. In the case of high employee turnover, what are the major direct cost that the company will suffer from? 4. How does the company deals with the problem? 2 5. How the company recruits the empty position? 6. How do you like to be recognized, acknowledged and rewarded for a job well done? 7. What is the company approach used to update employee files and records? 3 8. What support, tools/resources, skills or empowerment do you need to be more effective? 9. Can you suggest how the organizations should improve their management strategies around turnover? 10. What can the company do to keep you working for it for a long period? 4 Project Proposal Form Section One Student Name: Ammar Hafeedh Salim Maarouf - 17s16602 Anood Said Mubarak AL-Bahlooli - 17s16531 Hanaan Sulaiman Salim AL-Amri - 15f14383 Manal Said Khalfan AL-Jabri - 16f15718 Salsabil Abdul Aziz Salim Al-Mahri - 16f16101 Supervisor Name: Dr. Bloosom Christina Section Two Proposal Outline Title of the project: The Perceived Impact of Employee Turnover and Its Outcome on The Efficiency of The Organizational Performance in AL Ghubrah Power and Desalination Company SAOC Background, Statement of the problem, Aims, Objectives, Research Questions and Significance of the Project Background: This research will be conducted in Sultanate of Oman, in Muscat Governorate, in AL Ghubrah Power and Desalination Company SAOC. AL Ghubrah Power and Desalination Company (GPDCo) is located in Ghubrah, Wilayat Bousher in AL-Ghadeer Street. The company was established in May 2005. It is one of the members of Nama Group of Nama Holding Company. GPDCo maintains, operates and owns the plant located at the Ghubrah facility. This company belongs to the services sector were under the license issued by the Authority for Electricity Regulation in Oman. The company is involved in the electricity generation and desalination of water which is provided to the citizens. (GPDCO, 2016) Employee turnover is one of the challenges faced by Human Resource over the years, and it has increased recently in Oman generally, due to the increases of oil prices, and in AL Ghubrah Power and Desalination Company particularly. It is important to throw light on this issue and to address it in all its dimensions and the reasons for its continued rise in the later years. The company was forced to close most of its stations over the years due to the increase in employee turnover and in 2018; another station was closed due to the termination of the workers’ contract and the company’s inability to recruit new staff. Statement of the problem: In this research, employee turnover will be discussed and analysed, and its impact and outcomes on the efficiency of the organizational performance will be studied in the AL Ghubrah Power and Desalination Company. This problem has a negative impact on the organization productivity and organizational performance. If this problem will keep increasing, it will result in closing down of the company because the company cannot generate profit anymore due to the lack of employees. 1 Aims: The aim of this research is to critically examine the problem of employee turnover in AL Ghubrah Power and Desalination Company and how it influences the organization’s performance, and to provide solutions with the available resources, suggestions, and recommendations to the problem. Objectives: The objective of this research is: - To analyse the causes of employee turnover in the company. - To determine the impact of employee turnover on the organization’s performance. - To identify the system that is used in the HR department to update the employee records and files. - To provide suggestions and recommendations of employee turnover based on the findings. Research Questions: 1. 2. 3. 4. What are the causes of employee turnover in the company? How does the employee turnover problem affect organizational performance? What technology system is used in the HR department for updating employee records and files? What suggestions and recommendations that can be provided to the company regarding employee turnover? Significance of the Project: - Students/Researches: As a student, it will enhance our knowledge, skills, and abilities to communicate with others and improve our learning skills by developing it to the next stage. For other students and researchers: They can use this research paper as references to carry out their studies. The theoretical aspects, which will be available in this research paper. Other researchers and students can use them along with the literature review. - Colleges and educational institutions: They can use this research as a sample to be taught to the students and use it as a learning method, e.g. to be used in presentations. - Organizations: They can benefit from the analysis and the findings to reduce the level of employee turnover in their company and apply the solutions that are provided to increase the organization’s performance. - For the Industry: The industry can benefit from this research by preventing the employee turnover problem by spreading awareness of its causes. They can use the solutions, which will be provided in this research paper to deal with the problem. - For The Country: It will contribute to the reduction of the problem, which will help in the process of the development of the country and its growth for the better. 2 Methodology The information in this research can be obtained, and the research can be accomplished, by using the mixed method of qualitative approach and quantitative approach. • • Qualitative Approach: Primary data will be collected such as unstructured interview will be conducted with the HR manager in AL Ghubrah Power and Desalination Company. The researchers will conduct surveys by visiting the company, specifically the human resources department to take the truth and more accurate information, Observation and meet the HR employees and manager. A list of open-ended questionnaires will be distributed to a particular number of employee in order to collect relevant information. Quantitative Approach: Secondary data will be collected by using the company official website to gather some information. Some relevant articles will be used from the local newspapers and relevant magazines. In addition, useful web pages and blocks will be referred to it in order to accomplish the given tasks in this project. Moreover, a fixed survey will be conducted through closed questions, multiple choices questions, and yes and no questions. Additionally, relevant books will be borrowed from the college library, and some online books will be used through access to the e-library of the MEC. Furthermore, relevant literature reviews, published journal articles, research papers will be referred to. Data Analysis: When the collection of sufficient information is completed, it is will necessary to turn this information into the important points, namely, the reasons and try to find solutions that were suggested by the people in the institution or that we were able to deduce. The data from the distributed questionnaires sheet will be analyzed by graphs, charts, table of frequencies and percentages will be provided. The interview questions will be analyzed in a descriptive paragraph. Take Samples: Random sampling will be done by distributing the questionnaire to different sections and involving different participants of the organization in the research. Reliability of The Research Instrument: In order to ensure the precision and the accuracy of the research a pilot survey will be conducted. The supervisor can authenticate it. Brief Literature Review Ahmed et al (2016) in their article “Impact of Employee Turnover on Organisational Effectiveness in Tele Communication Sector of Pakistan” states that Harkins, 1998 narrates employee’s job turnover as the access to enter new employees into the organizations and the departure of current employees of the organizations. Departure term of existing employees used by the researchers interchangeably with controlled exit or separation Causes of employee’s Turnover Employee turnover occurs due to unhappiness of an individual employee from job environment. Being unhappy is not merely the reason in a job, why individuals leave one job for another job. If the employees possess the skills that are in demand, they may be awarded higher pay, better facilities or job growth prospective. Therefore, it is very important to recognize and know the difference 3 between those employees who leave the job because they are not satisfied with their job and those employees who leave their job for other reasons. (Ahmed et al, 2016). New employee knows employee turnover as the number of people or workers who leave the organization and replaced. There are two type of employee turnover, which are voluntary, and nun-voluntary employee turnover. Voluntary employee turnover it comes from employee who decided to leave the organization. Furthermore, the nun-voluntary employee turnover defined as when the employer does not want that employee to work anymore in an organization, (i.e. will be fired). There are many causes for employee turnover like poor leadership, poor infrastructure and economic inflation, more than that there are consequences of employee turnover for example poor service delivery and customer's dissatisfaction. (Developed by researcher from literature 2014). According to Islam et al. (2013) in their article “Organizational learning culture and leader‐member exchange quality: The way to enhance organizational commitment and reduce turnover intentions” they strongly emphasize that some aspects such as leader-member exchange quality and organizational learning cultures play a major role to reduce employee turnover and increase organizational commitment. This study was carried by sampling a group of total 415 of working employees in Malaysian banks, questionnaire-based survey was distributed to the respondents and answers were collected. The authors found that there is a strong correlation between organizational learning culture, leader-member exchange, and organizational commitment, as well as organizational commitment, play the role of mediator between employee turnover and organizational learning culture. The value of this study is that learning culture is important for both of the employee and the employer in order for the employee to stay in the organization, increase the productivity and to build a better organizational environment. According to Zeffane and Jamal (2017) in their article "Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates" they state, that the purpose of their study is, a comparison between the public and private sectors organization in turnover intention. As well as, to examine the different aspects of perceived organizational performance, trust, and job satisfaction, and in what way these aspects involved in turnover intention. The study was conducted on a sample group of total 315 working employees in the United Arab Emirates from the service sector (182 from private organizations and 129 from public organizations). The authors found that the employee who is working in the private sector, the most aspect that plays a major role in their turnover intention was trust and job satisfaction. Nevertheless, the employee who is working in the public sector is more satisfied in their job than the employee who works in the private sector. They tend to be more trusting and keep working in their organizations for a long period. Moreover, the most aspect that has a big significant influence of their observations on organizational performance is the turnover intention. Along with education, work experience, and job satisfaction have a major effect too. The importance of this study is to fill the lack of previous research papers, which discussed the impacts of those aspects on the turnover intention. The results of this study fill the gap and provide other visions in the private and public sectors – specifically in the EAU - on the variance impact of job satisfaction, organizational performance and trust on employee turnover. 4 Research Ethics Researches, in general, includes ethical, legal, and social issues. Therefore, research ethics is concerned with ethical issues that are advanced when people are including in the research. 1. Ethics: • Permission: The Researcher should inform the participant of the purpose of this research and obtain their approval to carry out the research. • The Researcher should not embarrass the participant by asking questions outside the scope of the project and insulate them. All questions should be related to the research topic, and private questions should be ignored. • The research should base on the trust relationship between the participants and the researcher because this trust will encourage the participant to give accurate and honest information. 2. Legal: • The researcher must follow the company rules, and laws, which should be obeyed. The researcher should not violates the company’s regulations, and rules under any circumstance, because this is considered to be illegal. • The organization and the participant must be assured that the information in the research will be confidential and will not be shared with any person, and will not be published publicly. Moreover, the researcher will ensure the participant that the research will be used only for academic purpose. 3. Social • The researcher should not affect and not bring any harm to the organization and the participants, nor the environment surrounded. On the other hand, the researcher should consider the participant’s point of view. • The information that will be obtained from the organization should not be distributed in any type of media such as traditional media (broadcast, newspapers) and new media such as (social networks). • Trust and limits are important between the two sides the researcher and the participants. 5 Timeline No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Tasks Project Proposal Consultation on Proposal Submission of Proposal Project Diary 1 Submission Consultation on Introduction Chapter 1 Submission Project Diary 2 Submission Chapter 2 Submission Project Diary 3 Submission Chapter 3 submission Project Diary 4 Submission Chapter 4 submission Project Diary 5 Submission Project Diary 6 and Chapter 5 Submission Final Report Submission 6 Duration Week 3 Week 3 Week 4 Week 5 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Week 13 Start Date 14/10/2018 21/10/2018 28/10/2018 4/11/2018 4/11/2018 11/11/2018 18/11/2018 25/11/2018 2/12/2018 9/12/2018 16/12/2018 23/12/2018 30/12/2018 End Date 20/10/018 27/10/2018 3/11/2018 10/11/2018 10/11/2018 17/11/2018 24/11/2018 1/12/2018 8/12/2018 15/12/2018 22/12/2018 29/12/2018 5/1/2019 week 14 6/1/2019 12/1/2019 week 15 13/1/2019 19/1/2019 References: ➢ Ahmed, Z., Sabir, S., Khosa, M., Ahmed, I., and Bilal, M. (2016) ''Impact of Employee Turnover on Organisational Effectiveness in Tele Communication Sector of Pakistan'', Journal of Business and Management, Vol. 18 Issue: 11,pp.88-96 ➢ GPDCO. (2018). WHO WE ARE. [Online] Available from: [Accessed 24 October 2018] ➢ Public Policy and administration Research. (2016). (ISSN 2224-5731(Paper) ISSN 2225-0972, Vol.6, No.10 . [Online] Available from ➢ Islam, T., Khan, R., Ahmad, U., and Ahmed, I. (2013) "Organizational learning culture and leader‐member exchange quality: The way to enhance organizational commitment and reduce turnover intentions", The Learning Organization, Vol. 20 Issue: 4/5, pp.322-337 ➢ Zeffane, R., and Jamal, S. (2017) "Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates", Employee Relations, Vol. 39 Issue: 7, pp.1148-1167 7 Appendix: 8 9 10 11 12 13 14 15 Questionnaire about Employee Turnover As students from MEC, we shall conduct a survey according to the subject matter of our project on “The Perceived Impact of Employee Turnover and its Outcome on the Efficiency of the Organizational Performance” in your respectful company. The purpose of this survey is to get information on the causes, affect and challenges of employee turnover in your company and to provide solutions to it. As a part of our research, we would be thankful if you give us some of your valuable time and cooperate with us in filling the questionnaire and get your feedback. Please read the questions very carefully and answer all of them. We appreciate all your responses; it will be kept confidential and used for academic purpose only. Part 1: Demographic Profile Please mark (√) 1. Gender: o Male o Female 2. What is your age? o 18-25 o 26-35 o 36-45 o Above 45 1 3. What is your level of education? o o o o o o o Less than high school certificate High school certificate Diploma certificate Higher Diploma certificate Bachelor certificate Master certificate PhD certificate 4. For how long you have been working in the company? o Less than 6 months o 6 month to 1 year o 1 year to 3 years o 3 years to 6 years o 6 years to 10 years o Above 10 years 5. Your income salary is: o o o o o 350 – 500 OMR 500 – 650 OMR 650-800 OMR 800-950 OMR Above 950 OMR 6. Please write your department: 7. Please write your position: 2 Part 2: Employee Turnover Statements Rate the following statement using a scale from 1 to 5 by mark (√) on each question as (1) Strongly Agree, (2) Agree, (3) Neither Agree Nor Disagree, (4) Disagree, (5) Strongly Disagree. S.NO Statements 1 1. Our company maintains salary levels and benefits that compare well to other companies in this area. 2. It is easy to get along with my colleagues. 3. I have the tools and resources to do my job. 4. When I have questions or concern, my supervisor is able to address them. 5. My immediate manager recognize/ encourage/ appreciates my work. 6. My immediate superior deals with all employees fairly. 7. I feel I can voice my opinion without fear. 8. I am satisfied with the training provided for my current job. 9. I feel there is adequate opportunity for me to move to a better job within the company. 10. I like my job i.e. the work I do. 3 2 3 4 5 S.NO Statements 1 11. I am satisfied with my job. 12. I consider work pressure as a strong reason to leave the company. 13. The employee who leaves the organization he/she will definitely talk about it in a negative way. 14. Employee turnover can extremely affect the efficiency of the organization. 15. Hiring the wrong candidates has a negative impact on the organization performance. 16. Using technology in updating employee’s records/ files can enhance doing the organization’s work accurately, efficiently and contribute to its growth and development. 4 2 3 4 5 Part 3: Multiple Choices Please mark (√) on each question: 1. What are the reasons for employee turnover? o o o o o o o Compensations Package Differences Lack of Facilities, Tools, etc. Lack of Job Recognition Lack of Opportunities for Career Growth Lack of Training Programs There is no Appreciation of the Work Done Poor Supervision 2. Which element is more important for better Employment Opportunities? o Monetary Benefits o Leadership Style o Internal Environment o Medical Facility o Working Condition o Company Profile o Others 3. According to you, what are the ideas that smart companies are applying in their organizations to reduce the rate of employee turnover? o Offer Competitive Salaries to the Employee. o Treating the Employee With Respects Regardless of his/her Job. o Provide Good Healthcare Plans. o Provide Flexible Hours and Generous Holiday Plans. o Provide Reward Plans o Start a Profit Sharing Plan 5 Part 4: Evaluation Scale How do you evaluate the following factors as causes of employee turnover? Please circle the scale. 1-Very Low 2-Low 3-Average 4-High 5-Very High a. Environmental Factors: Work-Life Balance 1 2 3 4 5 b. Organizational Factors: Leadership Behaviors Growth Opportunities Employee Abilities Job Satisfaction Job Commitment Compensation 1 1 1 1 1 1 2 2 2 2 2 2 3 3 3 3 3 3 4 4 4 4 4 4 5 5 5 5 5 5 1 1 1 1 1 2 2 2 2 2 3 3 3 3 3 4 4 4 4 4 5 5 5 5 5 c. Individual Factors: Gender Age Marital Status Educational level Working Experience 6 Part 5: Employee Turnover Challenges In your opinion, rank the challenges faced by the organization regarding employee turnover according to their importance from 1 to 5. (1 = most important, 5 = least important) o Finding the right candidates is very time-consuming------o The company suffer a great cost to find the replacement------o Lack of Productivity in the company------o Work overload and lack of quality ------o Losing potential, valuable and loyal customer------- Part 6: Suggestions What are your suggestions to minimize the rate of employee turnover in your company? 7
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