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Ref: hrman0049

This dissertation focuses on the critical evaluation of the factors which can affect and influence the employee’s decision of leaving the fast food outlet. The organization selected for this research is an outlet at a fast moving McDonald’s outlet. Employee turnover is one of the most serious issues faced by the organizations of the present business world. The human resource management studies show that employee turnover is amongst the most researched phenomenon in the present business world. Due to high employee’s turnover ratio, several types of direct and indirect costs are faced by the companies. The direct costs can be: recruitment/selection, temporary staff, management time, replacement etc. Moreover, the indirect cost can be: learning, work pressure, organisational memory, moral etc. Research has proved that HR practices are also very important in order to effectively control staff turnover. The effective HR practices and employee related strategies help the management to increase employee satisfaction and minimize staff turnover. There are number of HR practices including realistic workplace targets, job analysis, balance between work and family life, career development and organizational compensation and reward strategies which can create an impact on the employees intention to switch the jobs. The researcher has used both primary and secondary data sources in order to conduct this research. The researcher has used survey and interview methods in order to collect the primary data. The research outcomes show that majority of the employees at Waterloo Branch are dissatisfied with the strategies of McDonalds Corporation. The dissatisfaction of majority of the employees shows that organizational strategies to control staff turnover are not effective. The ineffective staff related strategies of the firm are one of the main reasons behind high employee turnover. This increases the importance of developing effective people related strategies in order to minimize staff turnover. The main outcomes of the study show that high employee turnover reduces the productivity of the firm which ultimately affects the organizational profitability. This is one of the reasons that issue of high staff turnover is very seriously addressed in majority of the organizations because it could be very dangerous for the survival of the firm.  The employee’s responses against the questions of the survey shows that staff turnover hurt the business profitability very badly and it needs to be controlled because high staff turnover could affect the sales revenue of the restaurant which is also harmful for the profitability.  Dissertation objectives;

Identify the factors that influence non-managerial workers to leave their jobs at the branch of McDonalds
To identify the impact of high staff turnover on the business profitability
Recommend strategies to reduce the turnover rate at the branch of McDonalds

  • 15,000 words – 66 pages in length
  • Excellent use of literature
  • Good analysis of subject area
  • Well written throughout
  • Includes interview questions
  • Ideal for international HRM students

1 - Introduction
Rationale of Research
Research Question, Aim and Objectives
Aim of This Research
Objectives of This Research
The Research Question
Justification of the Research Objectives
Research Design and Methodology

2 - Literature Review
Employee Turnover
Job Satisfaction and Turnover
Human Resource Practices
Supervisor/Manager Support
Job Training
Pay Practice
Staff Turnover & Business Profitability
Factors That Influence the Employees Turnover

3 - Methodology of the Research
Research Philosophy
Research Approaches
Quantitative & Qualitative Methods
Features of the Qualitative, Quantitative and Mixed Nature
Data Collection Methods
Questionnaire Survey
Interview
Target Population
Sampling
Data Collection Process
Research Reliability and Validity
Limitations of the Research
Ethical Consideration

4 - Research Findings & Analysis
Analysis of Survey
Analysis of Interview
Discussion of Final Research Outcomes

5 - Conclusions
Conclusion
Recommendations
Research limitations
Future implications

References

Appendix Section
Survey Questionnaire
Interview Questions




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