Tag: Employee Retention

Employee Retention

Recruitment Practices NHS Dissertation

Impact of Recruitment Practices on Employee Retention: A Case Study of Community Nurses in the NHS

This dissertation is based on evaluating the effect of recruitment practices on the retention rate of an organisation. The study focuses on the health sector on NHS and analyses the reason for the high turnover rates of the NHS nurses. Thus, the report is dedicated to the analysis of secondary qualitative and quantitative in finding the effect of the recruitment practices on retention rate in NHS nurses. The report shows the recruitment practices of NHS and the possible reasons for their high turnover.

The study has allowed evaluation of the recruitment and selection practices that have an impact on the retention of the community nurses in the NHS. The reasons of increasing employee turnover or lack of retention as found in the research are; poor recruitment planning, the wrong expectation of job roles and responsibilities, ineffective communication of job roles, and lack of use of technology to express the company’s culture, norms, and facilities. The high turnover rate is linked to the recruitment practices using the literature review of the past studies. The study found a difference in the actual practices and advertised practices of National Health Services.

This is one of the many reasons the NHS nurses are dissatisfied in their workplaces. In the NHS, internal recruitment effectiveness is a primary driver of motivation of nurses and consequently to their retention. The study suggests areas for improvement in the recruitment practices in terms of addressing diversity, regional shortcoming, technology usage, internal recruitment effectiveness, national and international recruitment, and demographic balance.

Dissertation Objectives

  • To explore the impact of recruitment on retention in the NHS
  • To evaluate the existing recruitment practices that drive the retention of NHS nurses
  • To make appropriate recommendations for effective recruitment practice that contribute to the retention of community nurses in the NHS
  • To achieve the research objectives, the following research questions are set:
  • Research Question 1: What are the recruitment practices for community nurses in the NHS?
  • Research Question 2: How the existing recruitment practice are relevant to employee retention on NHS focus?
  • Research Question 3: Which of the best recruitment practices should NHS adopt that retain in the NHS?
NHS-Recruitment-Practices-Dissertation
NHS-Recruitment-Practices-Dissertation

Dissertation Contents

1 – Introduction
Background of the study
Purpose of research
Research questions and objectives
Rationale of research

2 – Literature Review
Human resource management
Recruitment
Retention
Recruitment process
Sources of recruitment
Methods of recruitment
Recruitment challenges
Selection practices
Initial screening and application form
Assessment centres and psychological testing
Interview
Employee turnover
Employee Retention factors
Compensation, reward and recognition
Promotion and work-life balance
Training and development
Job motivation and satisfaction
Job characteristic model
Herzberg motivation theory
Job satisfaction and employee retention

3 – Research Methodology
Research design and approach
Descriptive research
Research approach: Inductive vs deductive
Research methods
Research strategy
Data collection and sources
Study population
Data analysis

4 – Data Analysis
Community nursing expectations framework
Quantitative data
Community nurses as a proportion of the total workforce
Demographics of community nurses
Workforce statistics and shortfalls of community nurses
Percentage change in community nurses
Joiner and leaver of community nurses
Turnover rate for community nurses
Workforce nationality and overseas employees
Qualitative data
HR planning context
Recruitment and selection practices
Retention practices and Rate at NHS
Retention issues and challenges for community Nurses NHS

5 – Result and Discussions
Summary of quantitative and qualitative findings
Evaluation and discussion of results

6 – Conclusion and Recommendations
Conclusion
Recommendations

References

Appendix

Relevant Links

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Dissertation Employee Retention Kuwait

Employee Retention and Motivation Strategies in Multinational Corporations in Kuwait: A Quantitative Study Based On Motivation Theory

Title: Employee Retention MNC Kuwait – It’s key to try to learn more about the reasons why employees resign. The reasons might simply be more attractive jobs elsewhere or chances for lifestyle reshapes, in which case it might be out of your hands to retain these employees. However, many people leave their jobs because they are dissatisfied with their current working situation and environment Hence, it has become very important for the organization to focus on HR strategies so that they can retain their talented employees within the business for a longer period of time. From the study it has been identified that for the management of Kuwait MNC to provide their employee with flexible working environment for retaining them within the business.

Even there is a need for providing employees with appropriate performance appraisal from time to time for making them stay within the organization for a longer period of time. Research even showed that retaining staff for a longer period of time within MNC of Kuwait there is a need for carrying out promotion of employees from time to time as per individual grades. It has also been identified that it will be very important for the Kuwait MNC to lay down proper planning concerning retirement planning of their employees for keeping them satisfied and retained within the organization.

Employee Retention Dissertation
Employee Retention Dissertation

The main aim of the dissertation is to understand the aspects that are important for multinational companies in Kuwait for having a verity in its employee’s structure while operating under a different culture and maintaining a certain level of employee retention and motivation. In order to undertake this thesis following are the objectives that have been formulated by the author.

  • To identify the factors that influences the employee retention among multinational companies in Kuwait
  • To understand about different motivational strategies that multinational companies of Kuwait must adopt for successfully undertaking their operations
  • To study association between demographic profile of respondent affecting various factors of retention within multinational companies of Kuwait
  • To recommend the strategies to those multinational companies of Kuwait who are not able to incorporate proper solution for motivating and retaining their employees

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I do hope you enjoyed reading this post on Employee Retention and Motivation Strategies in Multinational Corporations in Kuwait. There are many other titles available in the HRM Dissertation Collection that should be of interest to human resource management students and CIPD professionals. There are many dissertation titles that relate to other aspects of HRM such as employee engagement, HRM Theory, absenteeism, training and development to name a few. It took a lot of effort to write this post and I would be grateful if you could share this post via Facebook and Twitter. Feel free to add your thoughts in the comments section. Thank you.

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